top of page

Experience Matters

Our team of union representation professionals has a record of success in achieving arbitration wins, grievance settlement wins, and negotiating favorable agreements. Our experience and expertise have helped to improve the quality of life and general work environment at Allegiant.  Running the Local is akin to running a highly regulated multimillion dollar business.  Representatives are required to volunteer thousands of hours of their time for the betterment of their fellow pilots.  We are a young Union, just over two years old, but have developed an incredible internal platform for future success. We are still working on improvements and recognize we have a ways to go on some of the outward facing items like communications.  We are a work in progress, but this team is dedicated and has the requisite experience to make this the best run and operated union on the planet.  We are extremely proud of our track record and below you will find a small sampling of the many, many achievements that we have been able to secure with your support and with our sweat.  

Work improvements

Our team is amongst the most experienced Union leaders in the industry.  Allegiant has the largest number of grievances in the industry and this team has handled more arbitrations than most Union leaders will see in the entirety of their career. 

Landmark Arbitrations

  • Instructor Arbitration.  This dispute was a result of the company not paying instructors for Deadhead pay and unilaterally implemented a reserve policy for instructors.  

    • Result:  Union prevailed and approximately 2.1 million dollars paid to our instructors and a cease and desist of all policy changes made.  ​

  • Pulled and pay protected plus Open Time and VFN Pay​ Arbitration.  This dispute involved whether a pilot that was removed from duty by the company could then pick up a VFN on the same day(s) as their original assignment.  The second issue addressed was whether a Pilot who was removed from their original assignment could pick up another assignment on that same day and how would that pilot be paid.  For context, the company was allowing pilots to pick up VFN's on days that were removed and then only paying pilots the greater amount.  In many cases because the original assignment had a much higher value than the low pch VFN, a pilot would end up working the VFN for free.  The same was being applied to Open time assignments.  If a pilot picked up an assignment from open time, and that assignment had a lower PCH value than the assignment they originally were PPSK'd for, the pilot would be paid nothing for working.

    • Result: ​  Union prevailed and Pilots that are PPSK for an assignment and then later pick up a VFN for the same day, will receive the greater of the VFN or the PPSK'd assignment.  Pilots that Pick up a VFN for a different day or have an assignment removed for FAR legality (rest or otherwise) will get both the PPSK pay and the VFN pay.  A Pilot that picks up an assignment after being PPSK on for a regular assignment is paid for both the PPSK'd assignment and the picked up assignment.  

  • Must Work Day Arbitration​:  This dispute was about whether or not the company is required to honor seniority when initial schedules are built and the company has designated a work day as a "Must Work Day".  Prior to the arbitration, both senior pilots and junior pilots had Must Work Days or MWD several times a month.  During high fly periods MWD's could be every single day of the month.  Previously the company would designate a day a MWD and the solver would force an assignment onto that day prior to considering any of the pilots preferences.  This had a domino affect and cause pilots schedule bids to be absolutely unpredictable and without any semblance of seniority.  This case was arbitrated, appealed to federal court, and finally appealed to the 9th circuit court of appeals.  The Union prevailed in the arbitration, the federal court and the 9th circuit court of appeals.  

    • Result:  Union prevailed and Pilot schedules had a drastic decrease in Must Work Days (Over a 60% reduction based on sample data comparing month to month from 2020 to 2023.)  ​This case was precedent setting and other unions now use this arbitration as a case study for the airline industry.  "Seniority must be observed in solving for Must Work Days.  In that process, expressed bid preferences must be awarded, seniority permitting, in sequential order.  The Company is ordered to cease and desist from practices that interfere with those requirements."  

  • Premium Pay for Reserve Line Holders Arbitration​:  This dispute was about if a pilot received a Reserve Line with awarded flight hours less that MMG and that pilot picks up additional duties on his day off up to and beyond 81 PCH, will the pilot receive the 130%.  Prior to this award, if a pilot picked up beyond the 81 PCH, and and a pilot was on reserve, the company would only pay premium when the actual flight time was beyond (not just the PCH) 81 hours.

    • Result:  ​Union prevailed and the company was ordered to cease and desist as well as remedy all affected pilots.  Now all pilots get paid premium pay when PCH is beyond 81.  

  • Training Pay Arbitration:  This dispute was about whether or not the company needed to pay the greater of RON pay or DH for a pilot traveling to a training event.   Previously the company would only pay RON pay for the day you overnighted, so if you had a training event on day two and a deadhead on day on and day three, the company would only pay 4 PCH for day two and the actual DH pay for day 1 and day three.  

    • Result:  Union prevailed and the company was ordered to pay RON pay for all assignments associated with an overnight with a minimum of 4 PCH for each day of the multi-day trip.  This resulted in a large increase in pay for most with a same three-day assignment.

  • Premium Pay Supplemental Award:  ​This dispute was concerning a pilot being awarded a regular line with below guarantee hours.  This pilot then picked up assignments on his day off.  Similar to the Premium pay for Reserve line Holders Arbitration the company was not paying premium pay unless the actual hours were above 81 hours.

    • Result:  Union prevailed and the company was order to cease and desist its erroneous interpretation of Section 3.E.1.  The company was ordered to make all parties whole and all hours picked up that exceeded 81 whether actual or from MMG are paid at premium pay.

  • Home Study Pay Arbitration:  This dispute was held because the company was failing to pay captains and first officers the pay when the company introduced the FCOM as required training and refused to pay pilots if they were on reserve or did not exceed minimum monthly guarantee.​

    • Result:  Union prevailed and the company was ordered to cease and desist its practices of not paying pilots for home study training.  All parties were paid after an audit by the Union.

  •  ​Rap Buffer Arbitration:  This dispute was held because the company implemented a buffer (a flight time value of 3.75) that did not allow a pilot to pick up reserve pairings to limit the PCH that a Pilot could pick up.  This would limit a pilot with high time PCH from picking up RAP's during the SAP process or beyond.

    • Result:  Union prevailed and the company was required to cease and desist denying Pilots who bid for them after the final schedules are published unless awarding the RAP would be in violation of mandatory rest requirements.  Cease and desist using a schedule buffer of 3.75 PCH, or any value, for a RAP after the Company has built and published final schedules unless the Company and the Union agree on the use and value of a schedule buffer.  ​

Letters of Agreement

  • ASAP:  Negotiated  one of the best ASAP LOA's in the industry.  This LOA is agreement that a "non-disciplinary cautionary letter" or "disciplinary letter" shall not be issued by the Company if an ASAP report is filed and accepted and not later excluded by the ERC.  

  • LOSA/CLOSA:  Negotiated a Line operations safety audit and continuous line operations safety audit LOA

  • AQP: Negotiated an AQP LOA that established an AQP committee for the purpose of identifying and developing language to be included in section 11 of the CBA once an AQP program has been developed.  Established the requirement to negotiate an AQP program.

Grievance Settlement Agreements

The volume of grievances are too numerous to list here so we will just list the ones that had impact on a large number of pilots.  (Scores of grievances have been settled on an individual basis for pay, to remove discipline, and/or to mitigate termination.)

  • Gold Day GSA​  This settlement agreement allows a Pilot that is inadvertently assigned from a RAP into a Golden Day the right to refuse the assignment without disciplinary repercussions based on the said refusal.  (Provided the pilot or the company is aware that he will be delayed into a Golden day prior to showing up to the airport.)

  • GSA for VFN on Vacation  This GSA allows for Pilots to be able to pick up VFN while on vacation.  Previously the Company did not allow VFN pickups even thou VFN's are not open time. 

  • GSA for Instructor Admin Days This agreement limited the use of Admin days by the company and increased pay for the Admin Days



bottom of page