Negotiating Committee Update – July 16, 2025

/by

Fellow Pilots,

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

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

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

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

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

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

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

Quoted from recent Allegiant Labor Relations emails:

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

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

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

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

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

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

 

PLEASE DO NOT NEGOTIATE IN PUBLIC.

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

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

 

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

Thank you for your support.

In Unity,

Captain Joshua Allen
Negotiating Committee Chairman

Captain Jay Killen
Pilot Negotiator

Captain Brad Keller
Pilot Negotiator

Captain J.R. Lynch
NC Chief of Staff

Captain Jim Cole
Recording Analyst

Negotiating Committee Update – July 14, 2025

/by

Fellow Pilots,

Mr. Fishburn’s endeavor to be Allegiant’s “least useful” and/or “most dishonest” employee continues and with great effect. The .28 cents on the dollar group is in no position to lecture this pilot group on “failure” nor “strategy”.

The Union did not “demand” that the company meet nor state that the company “has” to meet, per Mr. Fishburn’s latest dramatic fabrication. Union counsel notified the company on July 8th that the Union wanted to present a comprehensive proposal and offered to voluntarily meet with the company in advance of mediation to provide it. It would give the company ample time to ask clarifying questions and thoroughly review the proposal before bargaining.

Considering the limited, 3-hour mediation session, it was a prudent decision that would give the company time to review the details and perhaps make a counter-proposal before our upcoming mediation session. The latter was highly unlikely given our bargaining history, but we made the effort anyway. Given the company’s public statements, one would assume Mr. Fishburn et al., would welcome the opportunity to make the most of the extremely limited time available in mediation on July 28th. That was not the case.

Their tendency to try to “run out the clock” by presenting performative and often irrelevant questions and “concerns” to things they should already know is well-documented. The Union simply offered to meet in advance—hoping we could get the theater and other distractions out of the way early and focus the mediation session on substance. It seemed like a no-brainer. The company’s decision also seems like a no-brainer, albeit in a different context.

Despite their unwillingness to meet, the company shall receive the Union’s comprehensive proposal before the July 28th mediation date. The Union’s positions remain unchanged. Even with a comprehensive proposal, no pilot should be the least bit surprised when the company continues to waste our time during bargaining. We will keep you updated in that regard.

Stay informed. Stay safe.

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

Negotiating Committee Update – July 9, 2025

/by

Fellow Pilots,

Yesterday, we reached out to the Company and indicated that we will provide a comprehensive proposal on the remaining open items of the contract. We offered to meet in person next week to answer any questions that the company may have; we are currently awaiting a response.

The Union’s positions have not changed. From day one, the Union has been willing to bargain fairly and in good faith. Unfortunately, the Company has taken a very different approach — one marked by delays, substandard and unrealistic proposals, and a general unwillingness to bargain fairly. The company claimed that, unlike the rest of the industry, they could not make any progress unless they received a comprehensive proposal.

Now, they will have no more excuses.

We’ve made every attempt to bargain fairly, including offering operational flexibility and pragmatic solutions unique to Allegiant’s business model. Instead of working together to close out this contract, they have instead engaged in surface bargaining and delay tactics.

The intent of our comprehensive proposal is to remove any remaining pretense for their continued stalling and inaction. We have heard the Company claim they are ready to make a deal if they could just see the full picture; they are about to have it. At this late stage of bargaining, we expect nothing less than for management to come prepared to reach an agreement without further delays and/or excuses. If their below market offers and deliberate procrastination continue, the fault will remain where it always has been — with management.

We continue to do everything possible to move this process toward a just and timely conclusion. Our goal has always been a fair agreement — nothing less, and certainly nothing that moves us backward or is worse than what we currently have.

We will not accept concessions! More to follow.

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

Negotiating Committee Update – July 8, 2025

/by

Fellow Pilots,

This week, your Union has taken to hold Allegiant management group accountable for its actions and to bring these negotiations to a timely end. We’ve been ready. It’s more than time for Allegiant management to catch up to us.

The Sunseeker debacle is the latest instance of management pointing fingers and failing to take accountability for its actions. They sold the resort for 0.28 cents on the dollar. They lost over $520 million on the sale — equal to more than 50% of the company’s entire market value — they congratulated themselves. This type of laissez-faire, care-free behavior is the same energy they bring to bargaining.

This pilot group is out of patience.

We have demanded that management pay your retention bonuses immediately, and rightfully so, before that money becomes another pennies-on-the-dollar discount like Sunseeker. You have earned it. Allegiant managers have repeatedly promised you that they would pay it out.

Please see the Amendment to the Interim Agreement and letter to Greg Anderson from Trustee.

No more excuses.

In Unity,

Negotiating Committee
APA Teamsters Local 2118

Negotiating Committee Update – July 3, 2025

/by

Fellow Allegiant Pilots,

Today we received notice from the National Mediation Board that mediated negotiations are scheduled for July 28th.

The Mediator is working to confirm August dates. The Negotiating Committee remains focused on securing the Agreement you deserve. We will provide updates next week.

 

In Solidarity,

on behalf of the Negotiating Committee (NC)

Negotiating Committee Update – June 30, 2025

/by

Fellow Allegiant Pilots,

Today, the parties received an update from the National Mediation Board. The parties were reminded that the Union’s request for a status meeting is still under consideration and that they are expected to attend the July mediation session. The NMB also reminded the parties in writing of the status quo requirement of the Railway Labor Act (RLA).

The Union has already provided availability for both July and August. We have not yet received confirmed dates for the July session from the NMB. When the schedule is confirmed, we will provide an update.

Thank you for your support.

 

In Solidarity,

on behalf of the Negotiating Committee (NC)

Negotiating Committee Update – June 13, 2025

/by

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

Negotiating Committee Update – June 7, 2025

/by

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

Negotiating Committee – May 13, 2025

/by

Reorganizing for Strength!


May 13, 2025

Fellow Pilots,

 

Allegiant’s Proffer Response Letter

As you are aware, Allegiant management sent the National Mediation Board (NMB) their response to the Union’s request for a proffer of arbitration. The document is full of startling admissions and outright fabrications. Allegiant’s arrogance and hubris remains unmatched. Mr. Fishburn asserts that the Union would produce a lengthy diatribe in response; their fabrication-ladened letter ensures no such response is necessary.

Their submission amounted to an unsubstantiated, 5-page complaint form, in which they could provide no evidence – based rebuttal of the Union’s factful and data-driven analysis on the issue of unstacking. Their silence on the core issue was an admission to our pilots and the NMB that the Union is correct when it comes to the existence of an impasse on unstacking, which has caused a total breakdown in negotiations. Management’s “4D” playbook of delay, deflect, discredit, and deceive hardly makes worthwhile reading material, much less changes the facts on the ground:

The company’s bargaining positions are extreme, concessionary, not operationally necessary, well outside of industry standards, and are proposed specifically to avoid agreement. The company has not provided ANY factual, data-driven, or evidence-based rebuttal to the contrary.

Management clearly admitted a preference for certain negotiators and representatives in the Union—an unprecedented admission of their attempts to influence and gain control over the Union, the Negotiating Committee, and our bargaining priorities. They have erased any reasonable doubt of their continued attempts to interfere and influence Union affairs, exactly as we previously stated. They continue to disparage the experience of those who hold them accountable at the bargaining table and while insisting they have the right to determine who represents you and what is in your CBA. They do not.

Mr. Fishburn then arrogantly claims that your legal right to strike is merely “nothing more than a PR stunt” — suggesting that 97% of Allegiant pilots who voted to strike the carrier are mere fools and Union puppets. This “PR stunt” rhetoric is no surprise to those familiar with this carrier. Mr. Fishburn and the rest of his team learned the “PR stunt” dog whistle from the Chairman himself; textbook Allegiant. Rather than fairly rewarding your efforts for your priceless contributions to this organization, Maury Gallagher and his team hold you in contempt for unionizing.

Allegiant’s own extreme and unreasonable bargaining positions on foundational working conditions have deliberately brought these negotiations to a standstill, yet they blame the Union for delays. Since the current CBA went into effect, pilots have filed over 6,000 grievances, with an overwhelming number of those related to scheduling issues. It is clear that yet another arbitration over basic scheduling rules at Allegiant would be futile, as management’s past history – and its May 9, 2025 letter to the NMB – makes clear. A 30-day cooling off period is the fastest way to a fair contract for Allegiant pilots.

 

Hold the line!

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

APA Logo

Copyright (C) 2025 Allegiant Pilots Association, Teamsters Local Union 2118. All rights reserved.

You are receiving this email as a member of APA Teamsters Local 2118.

Negotiating Committee – May 8, 2025

/by

Reorganizing for Strength!


Fellow Pilots,Management’s “Poverty” = Profitability

This week, Allegiant reported its Q1 earnings; empirical data strikes again. Management’s repeated claims during bargaining of financial “inabilities” fall on deaf ears, as the financial performance you delivered led the industry. During the call, management boasted of an industry-leading 18.1% EBITDA margin. That margin is 25% higher than Q1 2024, and the airline’s Operating Income margin is at least double that of jetBlue, Southwest, Frontier, United, or Delta. Remember, margins are scale-neutral and are used to compare the relative financial performance of carriers of different sizes. Allegiant is undeniably among the head of the pack.

Despite the accrual of your retention bonus and a new Flight Attendant contract, Cost per Available Seat Mile (CASM) actually decreased compared to Q1 2024. On the operational front, our pilots continued to deliver a controllable completion rate of 99.2% on 32,000 departures for the quarter. This is despite management’s previous false claims that cancellations are largely driven by the Bloch Award. Consider these data points from the last earnings call:

Revenue Growth: Airline operating revenue increased by 5.7% to $668M in the 1st Quarter, which is historically the worst financial quarter for U.S. airlines.

Profit Margin Growth: Airline operating income increased by nearly 150% (not a typo) to $60.9M, delivering a 9.3 % operating margin, double that of United or Delta. Operating margin increased from 3.8% in 2024, an increase of 5.3 percentage points.

Huge EBITDA Margins: Adjusted airline-only EBITDA margin was over 18%—well above any LCC/ULCC and nearly double most legacy carriers.

Cost Decrease: CASMex minus special charges decreased by 9%, including the accrual of the pilot retention bonus and the new Flight Attendant Contract.

Ancillary Gains: Even without increasing base fares, ancillary revenue increased by nearly 5% per passenger.

Utilization Increase: Utilization has increased by 20% YoY.

Scaled Reliability: 99.9% controllable completion rate with a 14% increase in capacity crushing the company’s claims that reliability and growth were impacted by the 0% unstacked, protecting, post-Bloch Award CBI solution.

This is pure profitability, not poverty. The company is not in “survival” mode despite management’s claims to the contrary. Despite this excellent performance and strong demand for leisure travel, management continues to insist that a concessionary contract with worse-than-Spirit rules and below average with extreme and unprecedented levels of forced flying is critical for their “survival”. The answer is no.

Our position is strengthened by data and the parties remain at an impasse.

Who are our Customers and Competitors?

Management insists that carriers like Spirit, Frontier, Avelo, and Sun Country are those that they “directly compete with.” Data strikes again (and not in their favor). Management has made it crystal clear to Wall Street that Allegiant is not a ULCC by classification or business model, and none of the aforementioned carriers are our “direct competitors”. Why they feel the need to lie to you is a mystery, but it is a fact that less than 5% of Allegiant’s customers come from Frontier (and only 3% of them from Spirit). Consider the following from management’s presentation to Wall Street:

Figure: Passenger Composition, Allegiant Investor Presentation

84 % of new Allegiant customers are customers of the “Big 4” — Southwest, Delta, American, or United. In fact, Allegiant has a 40 %+ Total Revenue per Available Seat Mile (TRASM) advantage over both Frontier and Spirit (even at nine pilots per aircraft). TRASM, by management’s own admission, is more aligned with brand carriers like jetBlue and Alaska than ULCCs. A fair, truly market-based contract for the pilots who deliver this industry-leading performance is revenue and margin-accretive, and non-negotiable at this juncture.

Former Allegiant COO Speaks Out About JV

We certainly don’t need management to validate our concerns regarding protecting U.S. jobs, but former Allegiant Chief Operating Officer Jude Bricker’s recent comments on Allegiant’s proposed JV deserve serious consideration. As Allegiant intensifies its efforts to outsource its flying to foreign carriers, Bricker publicly challenged management’s narrative at the latest CAPA leaders’ summit. While Allegiant claims that the JV is its only competitive pathway to international flying, Bricker pushed back, stating:

“Allegiant can fly to Mexico any time they want. There’s nothing the DOT does to prevent that.” -Jude Bricker Former Allegiant COO and CEO of Sun Country

The Viva JV in its current form is simply about outsourcing U.S. pilot jobs and flying opportunities, and not about expanding “consumer access” to international markets. When management claimed this JV would be “revolutionary” for international travel, Bricker countered:

“If [Allegiant] wants to outsource U.S. crew jobs to a Mexican carrier … I don’t see why that’s on brand to this [Presidential] administration.” -Jude Bricker, Former Allegiant COO and CEO of Sun Country

When management claimed that the JV is necessary to gain sufficient access to Mexican markets and compete with legacy carriers, Bricker noted that carriers with far fewer resources than Allegiant—including Breeze and Sun Country—already serve Mexico with U.S. based crews and no joint venture.

“You know the airport that is a Delta hub that doesn’t have Aeromexico service, Minneapolis. Why? Because we do.” -Jude Bricker, Former Allegiant COO and CEO of Sun Country

This is not Allegiant’s first attempt to outsource flying—your 757 flying to Honolulu was proposed to be outsourced to Ryanair until pilots drew a line. The time is upon us to draw the line again. Allegiant can launch Mexico service with Allegiant pilots presently, if they choose. This Union will continue to oppose any venture that does not protect U.S. jobs and guarantee Allegiant pilots their fair share of future growth and flying.

You can read the full article here.

Fort Lauderdale Transition MOU

Fort Lauderdale (FLL) is among the bases next in line for a fleet transition from A320 to B737. In an email to the FLL pilots in reference to the transition, Captain Hardesty bravely claimed that the MOU “should not be controversial, as it is already part of the Section 12 AIP that the union and company have negotiated and agreed to”. Whether this is ignorance of the bargaining process or a blatant contempt remains uncertain.

Any agreement achieved during collective bargaining over a new CBA is not available for implementation on an individual basis. As with any agreement, and especially an AIP, those terms are contingent upon the remaining outstanding terms in the contract. An AIP may become a full language TA, or it may not, but agreements on individual parts of the contract do not take effect until there is a complete, ratified contract. Management cannot cherry-pick agreements (or portions thereof) achieved during bargaining that they want to implement or “lock in” at their convenience via MOU. That’s not how it works; every pilot labor Union agrees.

Management’s statement that it is not “controversial” to attempt to use an MOU to secure terms currently under dispute in bargaining is absurd. Manufacturing a controversy to erode pilot trust in the Union and force the Union to accept terms outside of bargaining is not good faith bargaining. Further, management inferred that the FLL pilots would be harmed by their requirement to adhere to the terms of the CBA. This is false.

First, management has the means within the CBA to minimize or eliminate any hardship the affected pilots would face by opening the requisite number of vacancies (with appropriate excess) for B737 Captains and First Officers in FLL. This ensures that those pilots who wish to remain in FLL have every opportunity to do so. Management suggested that they would not/could not do so, yet since the Union held its ground and rejected the MOU, it appears that they have done exactly that. Second, those pilots who choose not to bid for the B737 in the vacancy will be afforded their displacement rights per the CBA, despite any management claim to the contrary. If the Company deviates from the CBA, the union will take all necessary action to defend the rights of the pilot group.

Our contract must be followed. TAs or AIPs achieved during bargaining do not change that. Management should be aware that no agreements achieved during bargaining are available on an individual, piece-meal basis.

If they want those terms, sign a new contract.

Misleading Capacity “Reductions”

Management will continue to sound the economic alarm to create fear and doubt in our pilot group. Regarding their statements about capacity reductions, it is worth noting that these reductions are still increases in year-over-year (YoY) figures. For example, August is still a 16% increase in ASMs and a 17% increase in block hours YoY. While management may wish to induce panic, the data shows that this is not a panic-inducing scenario in any sense. While it is reasonable to expect that Allegiant may slow some growth to match the economy, they will likely grow faster than most other U.S. airlines. Your expectations for a fair, market-based contract should remain unchanged.

General Bargaining Updates

The company has until Tuesday, May 13th, 2025, to submit their comments to the NMB in reference to our proffer of arbitration request. We will keep you informed of further developments as they occur.

In Closing

Since bargaining began, this management group has given you few reasons to trust them. They continue to erode the little remaining trust, if any, through their backhanded tactics (LAX MOU, training center rumors and leaks, etc.) on an almost hourly basis. Despite this, they will do everything possible to convince you that your Union is the problem. This management team can’t even offer the market‑based working conditions that peer carriers already provide their pilots. These provisions work with Allegiant’s “unique” business model as have been proven through testing and empirical data.

Even still, they will tell tall tales to any pilot willing to listen. “Your Negotiating Committee is the problem,” they’ll say. “They just don’t want a contract,” they’ll claim. Give that some serious thought. Your Negotiating Committee isn’t on a special pay scale or receiving some direct retirement contribution/pension/stock option scheme you don’t get. We are a committee of your peers, and there is absolutely no motivation for us to delay a fair contract – we get better work rules and raises at the same time you do. Management is a different story.

Delays save them money and wear you down. They want to stall a fair contract because it’s in their best interest. They will delay and string you along until you demand, in unison, that management deliver a fair, market-based contract to our pilots immediately, beginning with resolving the current impasse by accepting the Union’s data-based unstacking proposal. Your Negotiating Committee will continue to prepare each day to get this contract across the finish line through data analysis, strategy, and preparation, and provide you with as much information as is permissible so you can remain engaged and informed.

It is time to stand together, unified, unapologetic about what you deserve, without fear of management or the vocal minority who believe you are worth concessions. Stand behind your brothers and sisters in the fight for what you deserve. We must show respect and dignity for our profession; we can’t wait for another carrier to carry the torch for us in hopes to pattern bargain from their efforts a decade from now. Every other pilot group has fought hard for what they have. The Allegiant pilots must do the same. The unique distinction of having both industry-leading financial performance and an industry-worst pilot contract ends now.

Four years in negotiations will not result in concessions or backwards progress. An immediate, fair, market-based contract is the only option we will accept at this juncture in negotiations.

In Unity,

Captain Joshua Allen
Negotiating Committee Chairman

Captain Jay Killen
Pilot Negotiator

Captain Brad Keller
Pilot Negotiator

Captain J.R. Lynch
Chief of Staff

Captain Jim Cole
Recording Analyst


Copyright (C) 2025 Allegiant Pilots Association, Teamsters Local Union 2118. All rights reserved.

You are receiving this email as a member of APA Teamsters Local 2118.