Retention Bonus Demo

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Retention Bonus Resource

Calculator Demonstration

Video Now Available


A step-by-step walkthrough to help you complete and review your retention bonus calculator.

Fellow Pilots,

A step-by-step demonstration video explaining how to complete the retention bonus calculator is now available online.

What the Video Covers

  • Downloading and renaming the calculator
  • Opening the file in Excel for the web
  • Completing the Pilot Dashboard and monthly entries
  • Locating the required information in Tableau
  • Reviewing the Full Audit tab
  • Saving the completed calculator and submitting a dispute, if necessary

Before beginning, please carefully review the written instructions provided with the calculator. The video is intended to supplement those instructions and guide you through each step of the process.

If the button does not work, use the direct video link below:

Fraternally,

APA Teamsters Local 2118

Retention Bonus Update: Payout Information, Calculator Tool & Dispute Process

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Teamster Strong. Pilot Focused.

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RETENTION BONUS UPDATE

Payout, Calculator Tool, Dispute Process & Timelines

Fellow pilots,

Communication from the Company regarding the final retention bonus payout for each pilot for the months of May 2023 through June 2026, in accordance with Section 5.b.iii of The Interim Agreement – Retention Bonus MOU (Revised), is coming shortly. The Company will pay the retention bonus ahead of the required schedule, on 08/28/2026. The average payout amount is $190,000.

Following the July communication to pilots with estimated amounts through March 2026, inquiries from members to the Union identified a concerning pattern related to the methodology used to calculate each pilot’s pay rate in effect for a given month. It was determined that the Company incorrectly used the first pay stub of each month’s pay rate. The proper method is to use the second pay stub’s highest pay rate, which captures any upgrade or longevity increases that occur mid-month. This ensures the higher pay rate is used as the basis for that month’s calculation. The Company and Union worked together to update the methodology. The total value of the correction amounted to approximately $406,000. The RB amounts calculated under the updated pay rate methodology will be used in the final communicated amounts. This should greatly reduce the number of disputes and allow any filed disputes to be handled more promptly.

Calculator and Dispute Process

The Union has developed a calculator that allows pilots to confirm their RB amount using four inputs from each Tableau report, the retention bonus dollar amount for each month from the Company’s PDF summary, and their DOH and Captain upgrade date. The result of the calculator will look like this example.

Please note: completing this calculator and emailing RetentionBonus@apa2118.org the calculator result will be required for all disputes. The calculator’s result contains the “sufficient detail to allow the Company [and Union] to fully investigate the claim,” as required by Section 7.a/b of The Interim Agreement – Retention Bonus MOU (Revised). The standardized format, verified methodology, and consistent data sources will minimize delays and pinpoint the source of any errors. In plain terms: no “back-of-the-napkin” math. Any filed disputes will not delay the payout of the Company-calculated amount. See below for more information about disputes.

Instructions for the Calculator

The calculator is an Excel based tool. Completing the calculator will require careful data entry due to the duration of the retention bonus period. If possible, use a computer and not a mobile device.

The calculator file may be accessed here. The calculator has 3 Sheets – The first is instructions. The second is a Dashboard where the data entry and result is shown. The third is the back-end methodology.

After reviewing the instructions, the pilot will move to the Dashboard sheet, complete the pilot profile, and then proceed to the data entry, which will be sourced from Tableau as well as the Company’s calculated monthly retention bonus amount.

The Company will be including detailed instructions on how to obtain your Tableau pay reports in its communication. These instructions vary depending on whether you are retrieving reports from 2023/2024 or 2025/2026. The eligible fields and appropriate dates for each month of 2025/2026, when using the custom fields, are shown below. Please be extremely careful with January, February, and March, as they do not align with the calendar. Do not use any other fields within the Tableau pay report besides these. If using instructor pay sheets from January 2024 or earlier, use the corresponding fields from those pay sheets.

2025 Bid Months 2026 Bid Months
01/01–01/30 01/01–01/30
01/31–03/01 01/31–03/01
03/02–03/31 03/02–03/31
04/01–04/30 04/01–04/30
05/01–05/31 05/01–05/31
06/01–06/30 06/01–06/30
07/01–07/31 07/01–07/31
08/01–08/31 08/01–08/31
09/01–09/30 09/01–09/30
10/01–10/31 10/01–10/31
11/01–11/30 11/01–11/30
12/01–12/31 12/01–12/31

You may use your Allegiant email credentials to access Excel online for free at https://excel.cloud.microsoft. If, upon completing the calculator, you wish to dispute your amount, please save the file to your computer with “LastName.Employee ID” as the file name, as an xlsx file. Example: Pilot.12345.xlsx. If you require any technical assistance with accessing the Calculator or saving the file, please reach out to RetentionBonus@apa2118.org.

Dispute Process

Although completing the calculator will take time, the benefit is that, upon emailing a copy of it to RetentionBonus@apa2118.org and requesting a dispute, the Union will have the information needed to dispute your Retention Bonus with the Company on your behalf and proceed to arbitration, if necessary, in accordance with The Interim Agreement – Retention Bonus MOU (Revised). If you have any relevant comments, details, or evidence beyond what was entered into the calculator, please include that information in your dispute email. No JIRAs or grievances are necessary. Email the address above well within the 30-day time limit from when the Company provides your final amount and ensure you receive a “Receipt of Retention Bonus Dispute” response. If possible, please format your emails and file name as shown below:

To: RetentionBonus@APA2118.org
Subject: Dispute- 12345 Pilot, Test
Attachments: Pilot.12345.xlsx
Message: Please dispute my Retention Bonus Amount. I am short about $3000.

Note: There is also an “Express” option that uses the Company’s calculated PCH for each month. This option limits the calculator to cross-checking other multipliers in use, and any disputes raised through the “Express” option will be limited to non-PCH matters, such as the pay rate multiplier. This option may work if you have already verified the company’s calculated PCH for each month is accurate.

Please also note: the calculator does not account for Personal, Medical, or Workers’ Compensation leaves of absence longer than 90 days taken at any point during a pilot’s career at Allegiant, which may freeze a pilot’s longevity accumulation. Pilots on leave are still eligible for the retention bonus as if actively employed; however, under Section 8 of the previous CBA, their movement through the pay scale is delayed. If you had one of these three types of leave at any point during your employment, please contact RetentionBonus@apa2118.org after completing the calculator. We will apply the appropriate modifications and return a copy to you. These instructions do not apply to pilots who had Military Leaves. Under USERRA, your longevity is never frozen for these leaves.

Prerecorded Demonstration

The Union will provide a prerecorded demonstration of the calculator soon. The demonstration will also cover how to access Tableau reports and provide an overview of the dispute process. An additional communication will be sent once the demo is posted online.

Questions?

If you have any questions, please contact RetentionBonus@apa2118.org.

Fraternally,

APA Teamsters Local 2118

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Copyright © 2026 Allegiant Pilots Association, Teamsters Local Union 2118. All rights reserved.

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

New Teamster Benefit: Homeownership Program Powered by HomeAhead™

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Teamster Strong. Pilot Focused.
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IBT Local 2118 | Member Benefit

A New Teamster Privilege Benefit

Teamster Homeownership Program

Powered by HomeAhead™

Fellow Pilots,

We are pleased to share a new Teamster Privilege benefit available to our members: the Teamster Homeownership Program, powered by HomeAhead™.

Developed in partnership with the International Brotherhood of Teamsters and Union One, the program is designed to help Teamster members prepare for homeownership, better understand the mortgage process, and explore available financing options.

WHAT THE PROGRAM OFFERS

POTENTIALLY LOWER MONTHLY PAYMENTS

Negotiated pricing intended to help reduce monthly mortgage payments.

CAPPED LENDER FEES

Limits on member-paid lender fees, regardless of how participating lenders name or structure them.

MORTGAGE EDUCATION & PLANNING

Educational resources, calculators, affordability scenarios, and support navigating the mortgage process.

UNION-BACKED RELIEF

A framework designed to assist members facing strikes, lockouts, disability, or other unexpected life events.

MEMBER VALUE:
Potential savings on lender fees and monthly payments may equal or even exceed the cost of monthly union dues. Actual savings, loan terms, and eligibility depend on each member’s circumstances and participating lender.

We encourage any member considering purchasing or refinancing a home to review this new benefit and determine whether it may be helpful for their family.

PROGRAM NOTE
The Teamster Homeownership Program is an educational and mortgage-planning resource. It is not a mortgage lender, broker, or loan originator and does not make credit or underwriting decisions. All mortgage loans are handled by appropriately licensed third-party lenders.

Fraternally,

APA Teamsters Local 2118

Paid Parental Leave MOU and Implementation Update

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Teamster Strong. Pilot Focused.

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PAID PARENTAL LEAVE

Implementation Update • Section 8.I

Fellow Pilots,

The Union continues to work diligently to ensure that every provision of our new CBA is implemented and administered as negotiated. We are pleased to provide an important update regarding the new Paid Parental Leave benefit under Section 8.I.

Following ratification, questions arose regarding the interpretation and implementation of the new three-week Paid Parental Leave benefit. In particular, clarification was needed regarding when the leave may be taken, whether it must immediately follow the birth or placement of a child, how requests must be submitted, and how the benefit applies to pilots whose qualifying event occurred before the new CBA became effective.

The Union and the Company have now entered into an MOU addressing these issues. The MOU applies to qualifying births, adoptions, guardianships, and foster-care placements occurring both before and after the new CBA’s August 1, 2026, effective date. It provides the administrative framework that will govern the Paid Parental Leave benefit moving forward.

KEY OUTCOME: Paid Parental Leave does not have to begin immediately following a qualifying event. An eligible pilot may take the leave at any time within the applicable 365-day window.

The full MOU is available at the link below:

2026.08.19 8.I MOU – CE

What the MOU Clarifies

Under the MOU, an eligible pilot may take Paid Parental Leave at any time within 365 days of the qualifying birth or placement. The leave does not have to begin immediately following the qualifying event. However, the full three weeks must be taken as one continuous block, and the entire leave period must begin and end within the applicable 365-day window.

Notification and Bidding Procedures

The MOU establishes different notification procedures based on when the leave will begin:

If the leave will begin within the first six weeks following the birth or placement, the pilot must provide the Company with as much advance notice as practicable regarding the intended dates of use.

If the leave will begin six weeks or more following the birth or placement, the pilot must provide as much advance notice as possible. The request must be received before the opening of the bid period in which the leave is requested for the request to be considered.

Leave awarded under the second procedure will be identified as a known absence in the applicable CBI or NavBlue monthly bidding system.

If a pilot begins Paid Parental Leave within the first six weeks following the qualifying event and has duties removed from an awarded line, those duties will be paid in accordance with Section 3.G. A pilot who is not on an awarded Regular, Composite, Training, or Reserve line during an awarded Paid Parental Leave will receive 20 PCH for each full week of leave.

A pilot who begins Paid Parental Leave six weeks or more after the qualifying event and complies with the applicable pre-bid notification requirement will receive 20 PCH for each full week of awarded Paid Parental Leave.

Retroactive Benefit

The MOU also provides a retroactive benefit for pilots whose qualifying birth or placement occurred between August 1, 2025, and July 31, 2026. Pilots within this group are eligible for the equivalent of the full three-week Paid Parental Leave benefit. Depending on their individual circumstances, they may:

  • Take the full three weeks of Paid Parental Leave if the entire continuous leave period can be completed within 365 days of the child’s birth or placement;
  • Receive 60 PCH credited to their Sick Leave Bank instead of taking Paid Parental Leave; or
  • Use a combination of Paid Parental Leave and a Sick Leave Bank credit when the full three weeks cannot be completed within the applicable 365-day window.
BENEFIT LIMIT: The combined value of Paid Parental Leave taken and Sick Leave Bank credit received may not exceed three weeks or 60 PCH.

Example

A pilot whose child was born on August 27, 2025, may take one week of Paid Parental Leave from August 20 through August 26, 2026, and receive up to 40 PCH credited to their Sick Leave Bank for the remaining two weeks, depending on the value of any duties dropped and paid under Section 3.G. Alternatively, the pilot may elect to receive the full 60 PCH Sick Leave Bank credit without taking any Paid Parental Leave.

The Sick Leave Bank credit option applies only to qualifying events that occurred between August 1, 2025, and July 31, 2026. It does not apply to qualifying events occurring on or after August 1, 2026.

How to Apply

ACTION REQUIRED:
Any pilot who previously applied for Paid Parental Leave and was denied should immediately apply again by first contacting their RCP to initiate the process.

Pilots seeking to use Paid Parental Leave or an option available under the MOU should carefully review the MOU and contact their RCP.

This is a positive and important outcome for our pilots and their families. The MOU ensures that Paid Parental Leave may be used at any time within the negotiated 365-day window and provides pilots with clear procedures for requesting and receiving the benefit. Your Union remains hard at work ensuring that the new CBA is implemented correctly at every level and that pilots receive the benefits negotiated on their behalf.

We will continue to closely monitor implementation and address issues wherever they arise.

Fraternally,

APA Teamsters Local 2118

Understanding the August Vacancy and Displacement Process

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APA Logo
Understanding the August Vacancy and Displacement Process

New CBA Section 12 | Standing Base Bid Guidance

Fellow Pilots,

The August Vacancy and Displacement Bid is being conducted under the new provisions of Section 12 of the CBA. Because this process combines vacancies, primary displacements, possible downline (secondary) displacements, and voluntary displacement elections, it is important that every pilot understand how the process works and ensure their Standing Base Bid accurately reflects their complete preferences.

Most Important Action for All Pilots

Every pilot should review and update their Standing Base Bid before the bid closes on Sunday, August 23.

This is important even if you are not currently based in BLI, SAV, or PGD A320. A displaced pilot may be able to exercise seniority into another domicile and position, which could displace a more junior pilot and create additional downline (secondary) displacements.

There will not be a separate or second bid for pilots affected by a downline displacement. The system will use the Standing Base Bid already on file.

Do not assume this process cannot reach you simply because your current domicile is not closing or because you are not at the very bottom of your position within your domicile.

Primary Displacements

The 54 pilots presently identified for primary displacement are those whose most recent or current award remains:

  • BLI A320
  • SAV A320
  • PGD A320, unless the pilot participated in and received an award through the closed PGD A320-to-B737 Vacancy Bid

These 54 pilots will be permitted to exercise their seniority against more junior pilots to obtain a position and domicile their seniority can hold, consistent with Section 12.L.

Downline (Secondary) Displacements

A downline displacement can occur when a primarily displaced pilot exercises seniority into a position and domicile occupied by a more junior pilot. This process may continue through multiple generations of displaced pilots.

For example, if a displaced BLI A320 Captain can hold DSM A320 Captain based on seniority, the most junior DSM A320 Captain could be displaced.

A displaced pilot may exercise seniority systemwide, including changes in domicile, fleet, and seat.

Vacancies Are Awarded Before Displacements

The system will first process voluntary vacancy awards in seniority order before processing displacements.

If you bid for and receive a voluntary vacancy, that becomes your award. Any voluntary displacement election from your original position and domicile will become null and void.

A pilot awarded a voluntary vacancy is not eligible for Company-paid moving expenses.

Voluntary Displacement Under Section 12.L.3.a

The Standing Base Bid includes an election allowing a pilot to volunteer for displacement in lieu of a more junior pilot in the same position and domicile.

IMPORTANT: To volunteer under Section 12.L.3.a, you must mark the Voluntary Displacement election box on your Standing Base Bid during the bid window. Ranking preferences alone does not make this election.

This election is only considered if:

  • A downline displacement is about to occur in the pilot’s current position and domicile;
  • The Company cannot otherwise absorb the displaced pilot under Section 12.L.4.a; and
  • The volunteering pilot is the most senior eligible volunteer in that position and domicile.

How Your Ranking Changes the Result

The order in which you rank your preferences is extremely important.

If You Want to Leave Through Either a Regular Vacancy or a Voluntary Displacement

  1. PIE A320 First Officer
  2. SFB A320 First Officer
  3. Additional acceptable positions and domiciles
  4. Current position and domicile

If You Want to Leave Only Through a Section 12.L.3.a Voluntary Displacement

  1. Current position and domicile
  2. PIE A320 First Officer
  3. SFB A320 First Officer
  4. Current position and domicile as fallback

Do Not List Too Few Preferences

Pilots should list every domicile, fleet, and seat combination they would reasonably accept in their actual order of preference.

Ranking too few options does not prevent an unwanted assignment. It limits the system’s ability to award an outcome the pilot would prefer.

Remaining Timeline

Date Milestone
Friday, August 21 48-hour bid closing reminder issued
Sunday, August 23 Vacancy and Displacement Bid closes at 2359 PDT
Friday, August 28 Bid awards published
Tuesday, September 1 Training Class Assignment Bid opens
Thursday, September 3 Training Class Assignment Bid closes
Friday, September 4 Training class assignments awarded

Final Reminder

Every pilot should review the Standing Base Bid currently on file and confirm that it:

  • Lists all acceptable domicile, fleet, and seat combinations;
  • Places those choices in genuine order of preference;
  • Includes sufficient fallback options;
  • Includes the current position and domicile where appropriate; and
  • Includes the Section 12.L.3.a Voluntary Displacement election if desired.

Questions regarding individual bid construction may be directed to
Flight.Operations@allegiantair.com
or your Union representatives.

Fraternally,
APA Teamsters Local 2118

Update from Hotel Committee

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Greetings from Your Hotel Committee,

The Hotel Committee recently received reports that some hotel front desk representatives have stated that Allegiant specifically instructed them not to add crew members’ loyalty numbers to company-booked stays.

This is inconsistent with the Company’s Corporate Travel Policy, which provides that loyalty points earned through business travel belong to the employee. Because the CBA does not contain specific language addressing hotel loyalty points, the applicable provision of the Corporate Travel Policy governs this issue.

This does not guarantee that points will be awarded for every stay. However, when a stay is eligible to earn points, those points belong to the employee occupying the room.

We believe our efforts have resolved the issue. However, if a hotel representative specifically states that Allegiant instructed the property not to add your loyalty number to your reservation, please contact the Hotel Committee so we can follow up. If the hotel simply advises that the stay is not eligible to earn points, that is a separate matter governed by the hotel chain’s policies and is outside the Committee’s control.

As a reminder, our negotiated hotel rates generally qualify for loyalty points, although eligibility is not guaranteed. Each hotel chain maintains its own terms and conditions governing point accrual.

Based on our experience, pilots receive points at more than 90% of Hilton properties, approximately 50% of Marriott properties, and fewer than 5% of IHG and Hyatt properties. This difference is largely attributable to Hilton generally awarding points to the guest occupying the room, while the other major chains may base eligibility on the individual whose name appears on the payment method.

Since the rollout of Navan, we have observed an encouraging increase in points being awarded by Marriott, IHG, and Hyatt for reservations booked through the platform. Accordingly, we strongly recommend ensuring that all airline, rental car, and hotel loyalty program information is current in your Navan profile.

As always, please contact the Hotel Committee with any questions or issues.

Fraternally,

Your Hotel Committee
Hotel@apa2118.org

Update from Payroll Committee

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Fellow Pilots,

Following ratification of our new Collective Bargaining Agreement, the Executive Board and Payroll Committee have been working with the company to ensure the agreement’s new compensation provisions are implemented accurately and on schedule.

We want to provide several important updates regarding Parental Leave, July retroactive pay, August contractual changes, profit-sharing, the new crew pay system, and retention bonus calculations.

Parental Leave: The Union is aware that some pilots have had requests under the new parental leave provision denied since the CBA was ratified. Your Executive Board has been working with the Company to resolve this issue and is currently finalizing the administrative process. We will provide an update to the membership once the process is complete.

July Retroactive Pay and Overages

Retroactive pay for July guarantees will be paid August 15.

For example, a 12th-year Captain with a non-prorated 70-PCH July line holder guarantee will receive:

70 PCH × ($320 − $232) = $6,160 in retroactive guarantee pay.

All July overages—including VFN, ABG, and per diem—will also be paid August 15 using the newly applicable rates.

Pilots should remember that several provisions of the new CBA did not become effective until August 1 and therefore do not apply to July flying. These include:

  • The 5-PCH minimum per Flight Duty Period under Section 3.D.5
  • 100% deadhead pay • ABG for qualifying rental-car surface deadheads exceeding one hour
  • 200% Junior Assignment pay

Additionally, pursuant to the Contract Implementation LOA, all PREM from July has been converted to ABG because every pay step increased by more than 30%.

Your July Tableau report should now accurately reflect your overages.

August Pay Provisions

Several contractual improvements became effective August 1, including:

  • The 5-PCH minimum lookback under Section 3.D.5
  • 100% deadhead pay
  • ABG for qualifying rental-car deadheads exceeding one hour
  • 200% Junior Assignment pay
  • Applicable VFN and overtime premiums
  • An additional hour of Early Report pay when a reserve pilot reports early at the company’s request following a reserve call

Because July overages must first be processed, Crew Pay is not yet able to accurately display all of these provisions in CPI/Tableau.

The company has stated that the necessary system changes will be completed in time for August overages to be paid correctly on September 15. The company currently expects the updates to become visible in Tableau by September 1 and anticipates issuing additional information by that date.

The Union Payroll Committee will have volunteers available following the update to assist pilots in reviewing their pay and identifying potential discrepancies.

We have also emphasized to the company that these changes must be visible with sufficient time for pilots to review their records before the applicable JIRA filing deadline.

For now, pilots may hold off on filing JIRAs solely because items such as the 5-PCH minimum or increased deadhead credit are not yet appearing.

Questions regarding pay implementation may be directed to payroll@apa2118.org.

Profit Sharing and Union Dues

Following the Local’s exit from trusteeship, the Executive Board reviewed our bylaws and determined that union dues should not be deducted from company profit-sharing payments.

The Board has now received confirmation of that interpretation from Fred Zuckerman, General Secretary-Treasurer of the International Brotherhood of Teamsters.

Beginning with the profit-sharing payment expected August 19, union dues will not be deducted from company profit-sharing payments.

The company has confirmed that UKG has been updated accordingly.

New Crew Pay System

The company has partnered with AI Crew Solutions (AICS) to develop a new crew pay system.

Although the system remains under development and must be updated to incorporate the provisions of our newly ratified CBA, the company has provided the Union Payroll Committee with access so we can begin evaluating the system before implementation.

Among the anticipated improvements are:

  • Live reconciliation of items currently processed manually after the end of the month, including ADD days, leaves of absence, and certain DTG adjustments
  • Scheduling-system updates twice per hour rather than once per day • Improved tracking and visibility of pay protection
  • A built-in method for reporting pay discrepancies directly to Crew Pay
  • Read-only Union administrative access, including complete pay history, to better assist pilots with contract education and pay-related representation

Early Union access is important. It allows us to understand how the new system will administer our contract, identify issues before implementation, and ensure pilots have meaningful representation when questions or disputes arise.

In conclusion, the Payroll Committee appreciates the company’s recent efforts toward greater transparency and collaboration surrounding the new payroll system. We remain focused on ensuring these improvements translate into a more accurate, transparent, and reliable payroll process for our pilots.

Retention Bonus Calculations

Finally, the Union continues to review the company’s methodology for calculating individual retention bonus payments.

Under the agreement, within 30 days following July 31, the company will provide each pilot with their final retention bonus calculation.

The Union has raised several concerns regarding the methodology used to calculate amounts previously communicated by the company. Discussions remain ongoing, and we are working to resolve those concerns before final calculations are issued.

Once a pilot receives their final calculation, they will have 30 days to formally protest the amount with the company.

The Union will provide additional guidance regarding the protest process once that period begins.

Do not assume that a previously communicated retention bonus estimate is necessarily your final contractual amount. Pilots should carefully review the final calculation when it is issued, and the Union will provide assistance as necessary.

The implementation of a new agreement involving this many compensation changes is a significant undertaking. The Payroll Committee will continue working directly with Crew Pay to ensure the provisions pilots ratified are implemented accurately, transparently, and within the timelines required by the agreement.

Fraternally,

APA Teamsters Local 2118

Allegiant Air Pilots Ratify Two-Year Agreement

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For Immediate Release

Aug. 3, 2026

Contact:
Joshua Martin, (725) 308-2755
JMartin@apa2118.org

ALLEGIANT AIR PILOTS RATIFY TWO-YEAR AGREEMENT

Contract Delivers Major Improvements to Wages, Benefits, Job Protections

(LAS VEGAS) – Nearly 1,300 pilots represented by the Allegiant Pilots Association, Teamsters Local 2118, have voted to ratify a new collective bargaining agreement by an 80 percent margin, with 99 percent of eligible pilots participating in the ratification vote.

The agreement provides an immediate average hourly wage increase of approximately 40 percent, and its ratification triggers the payment of approximately $300 million in accrued retention bonuses to Allegiant pilots.

“This agreement represents a major leap forward for our pilots. It delivers approximately 54 percent in wage increases by January 2027 and meaningful improvements to retirement, benefits, work rules, and quality of life over our previous contract,” said Ryan Joseph, President of Local 2118. “Just as importantly, it positions our pilot group from a place of strength as we enter joint collective bargaining and seniority list integration. That’s exactly what this agreement was designed to accomplish.”

Other provisions include a company-funded 15 percent direct 401(k) contribution, company-paid long-term disability through age 65, a five-hour minimum pay credit for each flight duty period, expanded leave protections, and increased premium pay for open time, voluntary flying, and junior assignments.

The agreement also includes scheduling-system protections, minimum days-off guarantees, displacement and fleet-transition protections, and furlough protections tied to scheduling efficiencies.

“This is a major win for Allegiant pilots across the country,” said Dave Saucedo, Director of the Teamsters Airline Division. “Our members stood strong, stayed united, and fought hard to secure the improvements they deserve. This agreement gives Allegiant pilots the leverage and momentum they need to protect their careers, seniority, and future.”

With ratification complete, Teamsters Local 2118 will turn its focus to joint collective bargaining and seniority list Integration, remaining firmly committed to protecting the careers, seniority, contractual rights, and working conditions of Allegiant pilots.

Founded in 1903, the International Brotherhood of Teamsters represents over 1.3 million hardworking people in the U.S., Canada, and Puerto Rico. Visit Teamster.org for more information. Follow us on X @Teamsters and on Facebook at Facebook.com/teamsters.

Official Ratification Vote Results

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Fellow Pilots,

The ratification vote for the Tentative Agreement has officially concluded. The certified results provided by the election administrator are linked below in this communication. Based on the certified results, the Tentative Agreement has been ratified.

APA IBT Local 2118 Tentative Agreement Vote Results

On behalf of the Executive Board, thank you to every member who participated in this important vote. The strong level of participation reflects the engagement and professionalism of our pilot group and reinforces the integrity of our democratic process.

A follow-up communication from the Executive Board will be distributed shortly.

Fraternally,

APA IBT Local 2118

In Memory of Captain Jose Atiles

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Fellow Pilots,

It is with great sadness that we share the news of the passing of Captain Jose Atiles Lopez. Captain Atiles was based in SFB and was a valued member of our pilot group. His passing is a tremendous loss, and our thoughts are with his family during this incredibly difficult time. On behalf of the Executive Board and Teamsters Local 2118, we extend our deepest condolences to Jose’s family, friends, fellow crewmembers, and everyone who had the privilege of knowing and flying with him. We know that many of our pilots shared the flight deck with Jose over the years, and his loss will be felt throughout our pilot group.

Moments like these remind us that we are more than coworkers, we are a close-knit community. We hope Jose’s family and loved ones find strength and comfort in the support of those around them and in the many memories they shared together. Please keep Captain Atiles and all those mourning his loss in your thoughts during the days ahead.

The Allegiant Pilot Assistance Network (APAN) is available to provide confidential peer support and connect you with available resources. You can reach APAN by emailing apan@apa2118.org with your name, and contact information.

Fraternally,

APA IBT Local 2118