Frequently Asked Questions About Building Our Union With The Teamsters

    Q:   Will my dues money be given to politicians that I don't support?

A:      No. It is a violation of federal law to use dues monies to support political candidates. It is important to understand that the assertion that a member’s dues money could be given to support political candidates is false - it’s a common tactic used by anti-union groups to scare pilots into not voting for union representation.

Advocacy and Legislative Issues.
Dues money can be used in the political arena to support issues which have a direct impact on our union membership. For example, the Teamsters have spent time and resources advocating for or against issues that impact our membership such as collective bargaining rights and aviation safety.

Endorsements.
Political endorsements are made at the General Executive level on the basis of a candidate’s position on issues as they relate to organized labor. Social, economic, or other issues not related to organized labor are not given consideration in such endorsements. The goal is to support your bargaining rights so that benefits are protected and cannot be stripped from you through legislative action.

Political Action Committee (PAC) Contributions and Candidates.
Unions can support political candidates with Political Action Committee (PAC) money. A PAC is not funded by dues monies; rather, contributions to a PAC are 100 percent voluntary. The Teamsters have a separate PAC to which members may donate if they desire called “DRIVE” for Democrat, Republican, Independent Voter Education.

Track Record of Success.
The Teamsters are very active regarding legislative issues. Through their Legislative and Governmental Affairs Department, they facilitate meetings and presentations to the appropriate congressional members from both political parties and to government agencies. In fact, since 2008 the Airline Division’s leadership has become recognized as the "go to" group on many airline industry issues from flight time/duty time to hazardous cargo such as lithium batteries. They also have been leading the fight to ensure that when airlines subcontract repair work out to MRO (maintenance, repair and overhaul) facilities, the work is done by FAA-certificated mechanics, not “helpers” that have no experience or understanding of the serious nature of the repair.

When Captain "Sully" Sullenberger and F/O Jeff Skiles went to Capitol Hill to testify about the events of USAirways 1504 and the ditching in the Hudson, they requested the Airline Division attend the hearings with them. The Division also participated in the hearings for the families of Colgan 3407 and after meeting with them, has continued to lend their support to the families calls for improved levels of experience for flight crews.

Following the historic passage of HR 5900, aviation safety legislation also known as the Airline Safety and FAA Extension Act of 2010, a burden was placed on the FAA to review many of the aspects of aviation as we know them today. To adequately address the legislation the FAA created numerous Aviation Rule Making Committees or (ARCs). Through the Airline Division and the Coalition of Airline Pilots Association; (whose membership is largely comprised of Airline Division member carriers), Local 1224 member airlines were asked to chair or provide representatives to all of those panels including flight time/duty time, first officer qualifications, stick-pusher and adverse weather event training (SPAW), and flight crew training hours requirements. The Airline Divisions sound reputation and integrity has made its member an integral voice in the process on Capitol Hill.
A Voice for our Pilots. 

As Allegiant pilots represented by the Teamsters Airline Division we will have no less. Should our members desire, we will be able to work through our Local and the Airline Division Director, who will help us formulate a plan that we will then be able to present to the appropriate legislators and staff. And we will have the support needed to make sure our voices and concerns are heard. In many cases, our issues may be the same as those of other carriers and by joining forces we will have a greater voice, a sound reputation, and even more clout.

Return to top

Q:   Won’t a hard-core, militant union run the airline into the ground?

A.         The union is a democratic organization; our union leaders are elected by a majority vote of the membership. It is our responsibility, as members, to elect leaders who exemplify the values we believe are important.

Leaders are elected to look out for our interests and make certain that Allegiant pilots are treated fairly, and with dignity and respect. No one has any interest in running the airline into the ground.

The Teamster Airline Division has a history of successful negotiations that have resulted in “win-win” situations for pilots and their airlines. With their expertise—understanding Allegiant and its operations, costs, marketing schedule and potential growth—they can work professionally with us to engage management in a progressive way to maximize everyone’s potential and help grow Allegiant and our careers. 

For example, in November 2009 ABX Air pilots ratified an agreement that changed the language in their contract making ABX Air competitive as an “ACMI Carrier”.  The agreement reduces ABX Air’s costs while adding greater flexibility.  The combination makes the company more competitive in the broader industry, which in turn will better enable ABX Air to provide jobs and potentially speed up the recall of its crewmembers on furlough. As of this writing, over 150 furloughed ABX pilots have been offered recall and another 70 were offered and accepted employment at ABX’s sister company, ATI, as a result of a side letter negotiated with the parent company.

If you think that management is in any way harassing, intimidating or threatening you, contact an Organizing Committee member immediately to report the incident.

Return to top

Q:     I don’t like some of the people on the Organizing Committee (OC).  I want to support the union but won’t that indicate support for the people that I don’t like?

A.         The Organizing Committee is a group of volunteers who believe, as you do, that our best chance to improve working conditions and build our careers at Allegiant is to have a strong, united voice to bargain for a contract. The OC members are working to make that happen, but they have no official function beyond helping to build our union.

Once our union is certified as our representative, we will have democratic elections to select our leaders. It will be up to all of us to nominate and vote for the individuals that we feel will best be able to lead us into our new relationship with management.

Your support for building our union doesn’t mean you support the personality of the pilots who work on the OC.

 Return to top

Q:    Can management hassle me, fire me or fail me on a check ride if I’m seen publically supporting the union?

A.         The Railway Labor Act (RLA) protects the rights of airline employees to choose union representation and be free from an employer’s interference or retribution.  If an employer were to terminate an employee for union organizing activity, it could be taken to federal court for violating the RLA.  The RLA states:

Employees shall have the right to organize and bargain collectively through representatives of their own choosing.  . . . No carrier, its officers, or agents shall deny or in any way question the right of its employees to join, organize, or assist in organizing the labor organization of their choice, and it shall be unlawful for any carrier to interfere in any way with the organization of its employees,  . . .

 Return to top

Q:     We have a good relationship with management; won’t a union change that?

A.         A unionized work environment doesn’t mean that our relationship with the company’s management will deteriorate.  In a recent example, the Cape Air and Atlas Air pilots have each proven that a mutually beneficial, labor-management relationship is possible and effective.  It’s all about electing the right leaders who understand the benefits of collaboration and are willing to work to foster such a relationship.

This year the Atlas Teamsters Executive Council committed to working together with the company on a proactive basis rather merely reacting to issues as they arise.  In practice, this means we communicate and meet with one another regularly.  Of course, management and the union will not always be able to agree on how to resolve a particular contract dispute.  That is why the minor dispute process exists in our contract, and we acknowledge that there will be times when we have to use it.  At the same time, we have found that open dialogue, joint work, and pushing the other party to find win-win versus zero sum outcomes opens the door to positive results for all stakeholders.  We are all in this together and working together produces the best results.

—Bob Ulrich, Atlas Teamsters Executive Council Chairman

 Return to top

Q:     Management wants to work with us.  Can’t we give them one more try and form our union later if it doesn’t work out? Won’t we get changes to work rules and pay much more quickly without a union?

A.         We’ve given management the opportunity to make improvements many times already. The problem is, without a legally enforceable collective bargaining agreement (CBA), management is free to take back or change anything they give us. The only way we can have a real voice and ensure our future is to form a union that can negotiate on equal terms with management over work rules, benefits and wages, writing them into a CBA that we can all review and vote on.  Having a union that can sign a contract with management means that our voices will be heard on the issues that matter to us; we get to decide what we want to negotiate into our CBA rather than letting management alone decide what they will do for us.

 Return to top

Q:    Don’t the Teamsters just want our money?

A.         Every serious organization—churches, clubs, etc.—needs some kind of funding to do their work, and the Teamsters are no different. The Teamsters Union is 100 percent funded by its members. Union dues pay for the costs of running the union and representing members. And—unlike a lot of unions—the vast majority of your dues (78%) stays with your local union where you have a voice in how it is spent. At the local level our dues would fund our committee volunteer displacements, our union meetings, our support staff, communications, grievance mediation, contract negotiations, aero-medical consulting and specialized legal services; at the International Union level our 22% share helps pay for resources such as the staff and expertise of the Legal, Economics and Contracts, Benefits, Capital Strategies, and Federal Legislative and Regulatory Affairs Departments.  The dues we would contribute are minimal considering what we would get in return.  On our own, with just the 350 of us, we couldn’t afford the expertise and support that we’ll get from the Teamsters. 

Return to top

Q:    When would we start paying dues if we form our union with the Teamsters?

A.         The Teamster Airline Division Policy is that we start paying dues after we vote for the Teamsters as our union.  Teamsters Local 1224 would require us to start paying dues the third month after we elect the Teamsters. For example, if we elect the Teamsters on any date between June 1 and June 30, our dues would begin on September 1.

Return to top

Q:     What difference would being Teamsters make if Allegiant were merged with another airline?

A.         CEO Maury Gallagher stated during a pilot/management meeting that in the event of a merger, we pilots are “on our own”.  Basically the needs of the airline outweigh any negative impact a merger has on the pilot group.  Mergers are unpredictable, but with a union, we can at least have a voice and demand a say in our fate.

The scope clause in your CBA is the most valuable and, in the matter of a merger, it can make or break your career.  The Teamsters Union devotes all resources to protect its members during a merger and, because the Teamsters have representation "across the industry," it brings you the greatest amount of influence in dealing with a company, giving you the greatest chance of a successful outcome.

—Teamsters Local 1224 President Daniel Wells.

Return to top

Q:     How would having a union with the Teamsters affect our health insurance?

A.         Health insurance is subject to negotiation and inclusion in our CBA and would still be provided through Allegiant.  However, a Teamster Health and Welfare Fund could offer our employer access to better rates through the fund.  While there is no guarantee, we would have the opportunity to negotiate coverage under a Teamster health care plan that could offer cost savings both to us individually and to Allegiant.

 Providing the company with access to better rates enabled Local 1224 to secure retiree healthcare benefits and a better benefit package for ABX Air crewmembers.

— ABX Teamsters Retirement and Benefits Committee

According to the Kaiser Family Foundation’s Employer Health Benefits 2011 Annual Survey, employees of a company with unionized workers are more likely to contribute a lower percentage of health care premiums than those employed by firms without unionized employees.  The average percentage of premium paid by covered workers for family coverage was 21 percent for firms with some union workers vs. 32 percent for firms that do not have any union workers. 

 Return to top

Q:  How can the Teamsters help us get a better sick leave policy? 

A.         Sick leave is one of the benefits up for negotiation. The Teamsters Airline Division has a lot of experience bargaining for pilot’s benefits and knows how to help management and pilots work out a sick leave program that works for all.

Before we negotiated our CBA, Cape Air pilots accumulated sick time quarterly. This caused problems for pilots who were new or had exhausted their bank, forcing them to take time off without pay. Many pilots would come in sick to fly in order to avoid losing pay. With the help of the Teamsters, we were able to negotiate a balance between short- and long-term goals that benefited both pilots and the company.  It also helped the company fix staffing levels by requiring them to better plan for sick calls.

—Cape Air Teamsters Negotiating Committee

Return to top

Q:  What else can we bargain for in a CBA to improve our careers?

A.         Virtually every condition of employment can be negotiated about in a Collective Bargaining Agreement.

Teamster contracts are among the leaders in setting standards for wages, benefits, job security and other issues across the airline industry.  Aligning with the Teamsters provided our pilots with access to skilled negotiators, as well as a sample of proven language from of first and multi-generation airline contracts to build upon.

—Omni Teamsters Executive Council

Some of the items we might want to put on the table include:

·      A formal grievance process.

The Teamsters helped us negotiate a comprehensive grievance process.  Although we hope we only have to use it on a limited basis, this process gives protections and strict guidelines that both the company and the union must follow in order to resolve any conflict.

—Marilyn Rhude, Cape Air Teamsters Joint Implementation Resolution Committee

·      License Protection.

The Teamsters have a strong team of lawyers trained in FAA defense that is available to you as a union member.  But before you get there, we also have a strong safety program and trained committees that can help the company develop ASAP and FOQA programs.

—Teamsters Airline Division Safety Coordinator Russ Leighton

·      Better schedules and resolution of schedule conflicts.

In December 2010 our Horizon members ratified a new contract that includes a progressive scheduling process whereby pilots can trade and manage their schedules among each other to accommodate their personal wishes.  The scheduling improvements in our agreement demonstrate that Horizon has entrusted the pilot group to build safe, cost-efficient schedules.

—Mark Niles, APA Teamsters Local 1224 Vice President

·      TDY policy.

·      Changing pay system structure from pay bands to a more traditional structure based on aircraft capacity and length of service.

·      COLA for Hawaii and other bases outside the 48 continental states.

·      Improved paid vacation policy.

·      Improved deadhead pay.

·      Paid training.

·      Overtime pay.

In Cape Air’s first contract, we were able to negotiate anything over 85 hours being paid at 150 percent.  Our Atlas crews have a different pay system, but most importantly, they were able to negotiate that any flying on a day off will be paid above guarantee, regardless of hours.

—Traey Liggett, IBT Airline Division Representative

·      Premium pay for mission mode, junior man, and charter flying.

·      Higher per diem for overnights and TDY.

·      Pay for home-based training.

·      Changing FO seat lock.

·      Minimum day guarantee.

·      Protection from outsourcing.

·      Protection from seasonal furloughs.

·      Protection and procedures for base closures and displacement.

·      Moving expenses and days.

Most of the Teamsters airline contracts offer reimbursement for moving expenses and moving days. Those that don’t, like ours at Atlas, have no need because our members are afforded Gateway Travel provisions, meaning we can live where we like and the company pays the ticket to position us to our place of operation.

—APA Teamsters Local 1224 President Dan Wells

·      Hotel Standards for overnights and training.

Hotel standards are typically negotiated into a contract and the role of a hotel committee is defined and established in nearly every Teamster airline contract.  The committees meet with and work with the company to identify suitable accommodations.  At Atlas, we were able to achieve defined hotel standards, safety and distance from town in the CBA itself and at Omni we were able to negotiate the captain’s discretion in moving crews if accommodations are unsuitable.

—APA Teamsters Local 1224 Business Agent Greg Uselmann

·      Transportation to and from assignments.

·      Reserve day conversion.

·      Minimum reserve staffing number.

·      Minimum days off.

 Return to top

Q:  I’m based in Nevada, which is a “right to work” state. Does that mean I wouldn’t have to join the union?

A.     Airline employees come under the Railway Labor Act which says that all employees in the same class and craft, no matter where located, are part of the same bargaining unit and that state laws such as “right to work” don’t apply. In other words, if we win our union, everyone will be automatically subject to the same provisions with respect to union representation and membership.

 Return to top

Q:  ​What can we expect from the Teamsters regarding goals, timeline and budget for contract bargaining?

A.     The only goal of the IBT and the Teamster Airline Division is to ensure that they work with our elected leadership to identify the goals and targets that we, the Allegiant pilots, want to meet in our contract. Surveys, meetings and other forums will be provided to ensure that we identify our bargaining priorities and, throughout the negotiations, constantly verify that we are working towards those goals.

To set a predetermined budget and expect that it will cover every need and contingency in the bargaining process is unrealistic in that no two negotiations are alike and the process is unpredictable. In similar situations in the past, the Airline Division provided whatever resources and assets were necessary to reach the best possible contract for their members. The Division has committed to us that it is not going allow us to negotiate a substandard contract for lack of resources. And once our contract is completed, the Division does not demand an assessment to recover those costs.

As mentioned above, no two negotiations are the same. The timeline will become more clear once discussions begin. If it takes longer to negotiate some sections, then whatever additional time, resources and assets that are needed will be provided by the Airline Division so we can win the best possible contract.

 Return to top

Q: What expenses do dues dollars pay for?

A.           At Teamsters Local 1224 or any other Local, fixed expenses such as office rent, technology, utilities and third-party service providers are shared by all nine carriers. In addition to these fixed costs, two of the largest expenses are Flight Pay Loss to cover lost time for volunteers who are engaged in specific union work for your carrier, including the negotiating and grievance committees, and associated travel expenses.

Member dues also provide for full-time office staff and specialized services including: full time attorneys, business agents, license protection, aero-medical consultation, a communications expert, membership coordinators, and a grievance coordinator – all available at your disposal.

Return to top

Q:  I understand that a percentage of my dues to the Teamsters would go toward a “per capita tax.”  What is that and what does it finance?

A.        The “per capita” is the amount committed to The International Brotherhood of Teamsters that collectively supports our goals and mission; namely providing you with additional services without requiring a Local to bear the entire cost.  In essence, it is a way for all Teamster Locals to collectively pool their resources to fund specific professional experts and assistance that are available at a moment’s notice without additional cost. 

These resources include professional airline negotiators, financial analysts,  actuaries, and experts on insurance, retirement and fringe benefits.  These individuals are versed on the benefits of 400 locals and 1.4 million members.  Our experience has shown us that for each Local to employ all of these disciplines with the level of expertise required  to properly support you would be a financially insurmountable task.

 Return to top

Q: I’ve heard that unless you have about 1500 pilots or more it doesn’t make sense to have your own local, why?

A.           First and foremost, it is our goal to make sure that you have the representation and support you are entitled to in order to be successful. In terms of any group having its own Local; it comes down to two basic issues, economics and expertise. In order for a group to have the level of staff and expertise needed to properly support  your members, you must have a critical mass in terms of membership to provide the dues revenue to cover the costs of running a Local. We have found that even with the cost sharing advantage and access to experts and resources through the International Brotherhood of Teamsters, a local still has to manage fixed costs such as staff salaries and building expenses. Experience has shown that a smaller pilot group cannot afford all this alone and still have enough resources to effectively cover the variable expenses involved in administering a collective bargaining agreement.  When you factor in the need for legal expertise (both RLA for your contract and FAA if needed), flight pay loss, arbitrations, and travel expenses  that are common day-to-day expenses when running a union, you can see that just as there is strength in numbers by being a member of a 1.4 million member union, there is strength in the combining of several carriers at a Local.

If a group does reach that critical mass and is able to demonstrate its ability to be fully self sustaining, then a request for consideration can be made and would be reviewed by the Airline Division and the International.

 Return to top

Q.  How does a union really make a difference?

 A.           A close look at history demonstrates that unions can impact change.  Labor unions have been the driving force behind many of the work rules that workers enjoy today.

Sometimes we are so far removed from history that we tend to take today’s employment standards for granted.  History shows us that labor unions have tackled issues of child labor, women in the work place, the 40-hour work week, paid overtime, weekends, minimum wage standards, maternity leave, sick days, workplace safety and wage discrimination.  There are many others that complement this list, these are just a few.  Each was certainly ‘controversial’ in its time and its own right, leaving employers and employees on opposing sides.  With reason – each impacted a company’s bottom line.

Fast forward to today.  Issues in the workplace are still relevant, not just at Allegiant, but across our nation and the world.  It would be naïve to pretend that the ‘union’ as an entity could achieve X, Y, or Z without a workforce, our pilots, driving the effort.  The fact is that WE, the pilots of ALLEGIANT AIR will be the union.

Our union is every pilot at Allegiant Air working under a collective voice to affect change in the workplace as it relates to our employment.  It is about giving us a united voice.  At a minimum, we can and should work together to create positive change with our employer.  The changes we want to see at Allegiant may or may not impact the aviation industry as a whole.  They may or may not extend to other organized professions.  When we encounter common issues that are applicable to the industry or other professions, the Teamsters unites us with other workers, 1.4 million members, offering us the network and the strength necessary to achieve results at a heightened level.

The Teamsters have not overpromised results, or promised us the world.  What they have promised is a proven system that we can plug into, a cost-effective structure, access to professional resources and industry experts, access to administrative functions, and numerous examples by which the Teamsters system has been effective at other organized groups.

 Return to top

Q.     Can any union—national or in-house—promise we’ll have a contract in 18 months?

A.     No entity can guarantee a “legally-binding CBA within 18 months”.  To make this claim provides an expectation which will more than likely be disappointed; or that management is already speaking to them about what they will do if the In House group can stop this effort. If they are already doing that, what else are they going to do?

It is also important to remember, should they succeed in de-railing our future, they must add one year to any of their timeframe guarantees, as a new election will not be allowed to occur until August of 2013 at the earliest. 

Return to top

Q.      We all want a decent retirement package that provides confidence for the future, a better  health care package, improved work rules to relieve some of our day-to-day stress and add to our quality of life. How will we know when we’re bargaining that this is what we’ll get?

A.       We agree that these points are in line with what our pilots want, however, the devil is in the details. Who defines what are “improvements” and at what cost?  We will poll the pilot group on the issues so that we know, specifically, what is wanted; rather than basing our bargaining on a general feel of the pilots.   At our disposal will be a database of hundreds of contracts to draw from for information and guidance, as well as a diverse and experienced legal and economic analysis team to fully review any contract, benefits, or retirement proposals.

Return to top

Q.        Will having a union weigh down my ability to resolve my own problems?  Why would I want a union if it’s so cumbersome to get resolution to a problem?

A.           This noise was clearly intended to make you rethink unionization, as there are many misrepresentations of the truth in this sentiment. 

The truth is that THE FIRST STEP in most grievances is for the pilot himself to discuss the matter with his/her supervisor in hopes of reaching agreement without the union’s involvement.  – Just as we would do if we weren’t unionized!

Then, if the pilot can’t successfully resolve the issue with his supervisor on his own, he/she would seek out the union representative who can look at the totality of the situation and get involved to help.   The union is there as your advocate, a fall back so to speak, when you can’t resolve an issue on your own.

While the union does have the responsibility to determine if there is merit to every grievance, it also has a legal obligation under federal law to pursue all cases that do have merit.  So, when looking at your individual situation, it’s not about ‘hoping’ the union will pursue your grievance.  It will never come down to opinion of your issue or who you know.  If a grievance legally has merit, the union has the responsibility to pursue it for you.

One additional benefit to this level of representation is a committee’s ability to effect change.  Effective committees track unresolved issues brought to them by members and look for trends in the data.  If they find that pilots are consistently running into trouble with a certain issue, having documentation from a dozen or so members can certainly be impactful in making a case for needed change – more so than any one person’s individual recommendation or complaint.  Yes, the company ultimately has to agree with resolutions.  However, there is strength in numbers, and when presented with a significant number of documented cases identifying a single issue, there is an incentive for change. 

Return to top

Q.     Will it be easy to get in touch with my union representatives?

A.       Getting in touch with your union representative at Local 1224 is as easy as picking up your phone or knowing your login and password on the Local 1224 Website!  Every committee has a page on the union Website with the names of each committee member and their personal contact information.  If that sounds like too much work, Local 1224 also creates an email group distribution list for every committee that follows the same format.  Emailing a committee is as easy as knowing the name of the committee you are looking for (NegotiationsAllegiant@, MembershipAllegiant@, SchedulingAllegiant@, etc…). Even when committee members come and go, the group email address always remains the same, making it easy for our members to find the person most appropriate to help. 

Return to top

Q.      I understand that a union can offer me protection in the event of a merger.  If the federal law (McCaskill-Bond) guarantees all employees the same rights in the event of a merger, how are employees represented by a union in a better position?  

A.        McCaskill-Bond appears to give the same seniority protections of the Allegheny Mohawk Sections 3 and 13 to all employees in the event of a merger, but this is not so.  McCaskill-Bond essentially states that there will be a “fair and equitable” seniority integration and that there is a binding arbitration option available to settle the integration.  What McCaskill-Bond does not guarantee or even cover is how a non-union employee group can represent themselves to enforce this law. 

Anyone who has been a student of this industry has seen how long and difficult seniority integrations have been both before and after this law went into effect.  To get the best result for a workgroup, it needs dedicated representation committed to getting it the best results in a merger.   Non-union groups may have the right to arbitrate their seniority, but how is it paid for?  Do employees pass a hat around?  What if they are not able to hire economists and attorneys to make their case?  The law does not provide a funding mechanism for the arbitration process, which often results in  sizeable legal bills on both parties for the time spent preparing and arguing their best case.

It does sound comforting to have a law that allows for a “fair and equitable” integration as well as an arbitration process, but for real protection you must have the legal experts to be able to prepare and argue what fair and equitable means to you and your pilot group.

Furthermore, seniority integration is not the only concern in a merger situation.  Downsizing may occur.  Work or equipment may be transferred or repositioned.  Work rules will change.  Unions ensure employees have representation and protection to deal with such changes.  In the merger situation having union representation and a collective bargaining agreement addressing these concerns is a real benefit of unionization.

Return to top

Q.       The company showed us a breakdown of where our Teamster dues dollars would go.  Is the depiction accurate?

A.        No.  What you are getting is a carefully constructed snapshot of expenses at the International level, not at the local level. The picture they provided was intentionally misleading for a reason. 

It is all in how you slice the pie.  The picture shows only the 22 percent of our dues that would be directed to the International and leaves out the fact that the largest percentage of our Teamster dues would stay with our local union.  The 78 percent that stays at our local union funds necessary volunteer displacements, our union meetings, our support staff, communications, grievance mediations, contract negotiations, aero-medical consulting and specialized legal services.

Most representational activities occur at the local level, so the breakdown showing just under one-third being spent on representational activities at the International level is deceiving at face value.  A portion of the percentage allocated to the International staff also funds representational activities by affording every local to pay for ‘professional expertise’ in departments such as legal and economics and contracts through cost-sharing.

Every serious organization—churches, clubs, etc.—needs funding to do their work, and the Teamsters are no different.  Do not be misled to believe overhead, administrative costs and staffing will cease to exist if we instead organize as an independent union.  These costs are relatively fixed, meaning the percentage allocated to those specific categories may actually increase if we organize as an independent union.  As Teamsters we will have the advantage of ‘cost sharing’ arrangement. 

Return to top

Q.       Does the Local 1224 multi-carrier structure really work? 

A.        Yes, it absolutely works.  The opposition would lead you to believe that an independent structure would more adequately allow us to address our individualized needs; not true.  Teamsters Local 1224 offers us the closest blend of an independent union with the backing of an international.  Our pilot volunteers here at Allegiant determine our course.  Since we will have the ability to ‘cost share’ for office space, administrative costs and professional services, we will have more money on the table to fund our representational activities than we would ever have available if we went it alone.  Our members and volunteers ultimately determine the course; the Teamsters offer us a proven local and national support structure that is available too.

But, you don’t have to take our word for it, or the word of the Teamsters’ staff for that matter.  Talk to some of the leadership, pilots just like us, from other airlines represented by Teamsters Local 1224 about the structure, representation, and how the Teamsters helped their groups.

·      Letter from Atlas Air

·      Letter from Cape Air

·      Letter from Omni Air

·      Letter from Southern Air

·      Letter from Local 1224 President (an Atlas Captain) about our Structure

Return to top