Passenger Service Tentative Agreements

These are base wage rates only. They do not include premium pay, lead pay, overtime, shift differentials, language premiums, or any other additional compensation that may apply.

The Years column shows how many completed years of seniority an employee has. The Step column shows the pay step tied to that seniority level.

The final two rows in each scale show the same negotiated rates. That is important because this agreement would eliminate the final pay step in the progression.

DOS means Date of Signing. DOS +1 means one year after Date of Signing, DOS +2 means two years after Date of Signing, and so on.

Amendable Date means the point when the contract would be open for future negotiations.

The agreement would place a contractual limit on Relief bid lines at each station. The Company would no longer be able to make everyone Relief.

Relief bid lines would not exceed 30% unless the Company and the Union agree.

The TA also makes clear that no station is required to use 30% Relief lines.

The agreement would formally define two different types of Relief schedules.

OR-A (Standard Relief) employees would bid consistent start times, end times, and Regular Days Off for the duration of the general shift bid.

OR-B (Operational Relief) lines could be adjusted based on operational needs and rebid as often as every 30 days.

OR-B schedules would be reviewed with Local management and the Local Committee before posting.

The agreement would begin the process of creating automated wishlist technology for Relief employees.

Once developed, non-probationary employees bidding Relief lines would be able to submit preferences for qualified work areas during the general shift bid process.

Examples listed in the TA include Gate, Lobby, Planeside, and Bag Room assignments.

The TA anticipates the technology becoming functional in Q1 2027.

This would give Relief employees a clearer way to identify the work areas where they would prefer to be assigned.

Once assigned to a work area at the start of a shift, Relief employees would become part of that work area for the shift.

If movement of work becomes necessary, the Company would apply the contractual movement-of-work rules under Article 4.B.1.

Employees working overtime or trades would not be able to use seniority to displace employees already working their Relief assignments.

The agreement updates the contractual definition of the Chicago Point to include the ATO Desk at CHI.

Under the updated language, the Chicago Point would include: CHI, MDW, ORD, WHQ, and the ATO Desk at CHI.

This places the ATO Desk within the same contractual point structure as the other Chicago locations.

The TA formally adds the ATO Desk at CHI to the Chicago Point definition in the contract.

That means the location would now be treated as part of the Chicago Point under the agreement instead of existing outside the listed point structure.

The agreement would prevent the Company from unilaterally imposing a vaccination requirement on employees covered by the contract.

Vaccination requirements could still apply if they are required by law or connected to the terms of a government contract.

The TA also makes clear that voluntary vaccination incentive programs would still be allowed.

The agreement places vaccination requirements into the contract instead of leaving the issue entirely to Company policy.

That means future vaccination requirements could not simply be imposed at the Company’s discretion unless required by law or government contract obligations.

[MODIFIED - Changes in Bold]

The Company can create and fill temporary assignments that last less than 90 days.

Assignments must remain within the same classification.

Assignments reaching 90 days must be posted as regular vacancies.

Employees will not be moved to a different shift for the same job without a business need or unique circumstance.

The Union must be notified when assignments exceed 30 days.

Short-term assignments are allowed, but anything reaching 90 days must be posted. The Union also gets visibility once assignments go past 30 days.

[NEW - All New Language]

TDYs are used for work outside an employee’s home location.

They supplement staffing needs.

If expected to exceed 90 days, the Company must confer with the Local Committee.

If expected to exceed 120 days, the Company must confer with the PDGC or designee.

TDYs are now formally defined and require Union involvement as duration increases.

[NEW]

Each station creates a yearly TDY pool.

The Company defines eligibility requirements.

Employees may opt in or out.

Late entrants are placed at the bottom.

Pool employees are used first to fill assignments.

A structured TDY pool is created and used first when filling assignments.

[NEW]

Assignments go to qualified TDY pool volunteers first.

Urgent needs (within 12 hours) allow a faster process.

On-shift qualified employees are used first in urgent cases.

Normal process prioritizes the pool, but urgent situations allow faster assignment.

[NEW]

List starts by seniority each year.

Employees move to the bottom after each offer.

This creates a rotating TDY list instead of repeatedly using the same employees.

[NEW]

Violations must be reported within 72 hours.

Affected employees get priority on the next assignment.

Unqualified employees may be removed.

Transfers go to the bottom of the new list.

This adds enforcement and fairness rules to the TDY system.

[MODIFIED]

Seasonal assignments are limited to 120 days.

Additional time requires Union agreement.

Filling order prioritizes furloughed and part-time employees.

This sets limits and protects who gets offered seasonal work first.

[NEW]

Short and seasonal assignments combined should not exceed 180 days.

Beyond that requires PDGC approval.

This prevents stacking temporary assignments indefinitely.

[NEW]

Used for specialized work outside normal duties.

Must be posted and awarded based on qualifications.

Over 365 days requires approval.

This creates a structured process for specialized project work.

[NEW]

Contact Center employees may submit a work area interest bid for up to two functions.

These bids are used to identify employee interest in different work areas within the Contact Center.

The Company will consider these bids when filling vacancies.

Employees are not guaranteed placement based on their selections.

If an employee is awarded a position through this process, normal assignment rules will apply.

This TA creates a way for Contact Center employees to show interest in different work areas. The Company can use those bids when filling jobs, but employees are not guaranteed to get the areas they select.

[NEW - All New Language]

Contact Center employees who are awarded a vacancy...

Contact Center employees who are awarded a vacancy in a basic position will have a six-month stability period.

During that period, employees cannot compete for another vacancy on another desk.

Employees may still list up to two functions on their annual wish list.

If a listed function becomes available during the stability period, the employee may apply for that vacancy.

If an employee is awarded one of those listed functions outside the stability period, the employee may then name another function to keep up to two functions on their wish list.

The stability period does not apply to employees who are moved to another function involuntarily.

This TA creates a six-month stability period after an employee is awarded a position, giving them time to settle into the job. At the same time, it preserves flexibility by allowing employees to maintain their interest list and still pursue preferred functions as opportunities open up.

[MODIFIED - Changes in Bold]

a. The starting times of work shifts will be governed by operational needs. Back-to-back part-time shifts will not be used to cover staffing needs that could otherwise be covered by a single full-time shift.

b. Effective with the shift bid following Ratification of this Agreement, any combination of Relief bid lines at a station will not exceed 30% without agreement by both the Company and the Union. It is understood that nothing requires any station to go to 30% Relief bid lines. Should the Company and the Union agree to increase Relief bid lines above 30% at a station, the system Relief bid lines percentage may not exceed 30%.

c. Each station will determine which type(s) of relief is best utilized for their situation and may be used in any combination or not at all. Once relief employees are placed in a work area and the shift commences, the employee becomes part of the work area and if movement of work is necessary, the Company will apply Article 4.B.1.

d. Relief shifts may be:

i. OR-A (Standard Relief): Employees will bid shift start and end times and Regular Days Off (“RDO”) pattern for the duration of the general shift bid and will be placed in work areas where needed each day as determined by the Company.

ii. OR-B (Operational Relief): Employees will bid a line which includes shift start and end times, RDO, may include a work area, and can be rebid a minimum of every 30 days. When an employee does not have a work area, the employee will be assigned to relief on any bid week and the employee will be treated in the same manner as OR-A. Relief schedules should match the general shift bid start and end times as determined by the Company. If the relief lines are adjusted to accommodate an operational need, relief shifts are not required to match current shift bid lines. OR-B bid lines will be reviewed with the Local Committee and Local management at least 5 days ahead of the relief posting. The Local Committee will respond with any concerns within 48 hours.

e. The Company will begin developing technology to automate a wish list which is anticipated to be functional in Q1 2027. Once developed, any non-probationary employee at an airport bidding a relief line during the general bid will be allowed to submit a wish list for general work areas, such as Gates, Lobby, Planeside, Bag Room, they are currently qualified for at the time of the general shift bid. Wish lists may only be updated during the effective period of the shift bid if an additional qualification is obtained by the employee. Once the work schedule has been assigned utilizing the wish list, any reassignments will be based on the needs of the operation. Employees working overtime or trades cannot exercise seniority to displace an employee working their relief line assignment.

This TA puts limits and structure around relief lines. It caps relief bid lines at 30% unless the Union and Company agree otherwise, defines OR-A and OR-B relief, requires Local Committee review before OR-B postings, and creates a future wishlist system so qualified employees can identify preferred work areas when bidding relief lines.

[MODIFIED - Changes in Bold]

a. All scheduled meal periods are unpaid.

b. Eight (8) hour shifts will have a scheduled meal period between the beginning of the 4th and the end of the 6th hour of the shift, unless otherwise mutually agreed upon. Ten (10) hour shifts will have a scheduled meal period between the beginning of the 5th and the end of the 7th hour of the shift, unless otherwise mutually agreed upon. In work areas where it is not feasible for employees to take a meal period due to regular operational requirements, employees will be scheduled for a straight 8 or 10 hour shift at the Company’s discretion.

<REMOVED: Part-time shifts entitled to a meal period will have the meal period scheduled as close to the mid-point of the shift as operationally possible.>

i. Employees must be assigned a meal period within the contractually defined meal window between the beginning of the 4th and the end of the 6th hour of an 8 hour shift, and between the beginning of the 5th and the end of the 7th hour of a 10 hour shift to avoid a meal penalty.

This TA keeps the unpaid meal period rules in place, but adds clearer meal windows for 8-hour and 10-hour shifts. It also removes the old part-time midpoint language and replaces it with more specific rules later in the Article.

[MODIFIED - Changes in Bold]

ii. If, due to operational necessity and with the pre-authorization of management, an employee does not receive a meal period during the meal window, the options are:

A. Management will assign and communicate a new 30 minute meal period at another operationally feasible time during the employee’s shift and no remedy will be due. Additionally, the employee may request to leave work 30 minutes early. Employees will be paid for all hours worked.

1. The employee is responsible to advise the supervisor if they wish to forego the new meal period.

B. Forego a meal period and be allowed to leave work 30 minutes early and be paid at their straight time rate of pay for the meal period.

1. Forego a meal period and depart work 30 minutes early, unless advised by the Supervisor of an extraordinary operational necessity for the employee to remain for the balance of the regular shift and be paid 30 minutes at the applicable rate.

a. The Supervisor will send a brief email to the Committee Chairperson and the HR Manager describing the extraordinary operational necessity.

b. In the event there has been a disagreement concerning an extraordinary operational necessity, the issue may be raised by the Local Committeeperson to the station HR Manager for resolution.

C. Forego a meal period and the employee elects to remain through the end of the scheduled shift, and be paid 30 minutes at the applicable rate.

iii. Employees who do not receive a meal period during a shift, either by employee choice or due to operational necessity, will still be subject to Task Completion and assignment to mandatory overtime based on the needs of the operation.

This TA spells out what happens when a meal period is missed. Employees still get paid for all hours worked, may request to leave 30 minutes early, and receive a clear process when management claims an extraordinary operational need.

[MODIFIED - Changes in Bold]

c. For shifts less than 8 hours and entitled to a meal period:

i. Meal periods should be scheduled between two hours before or two hours after the midpoint of a shift.

ii. Employees who are assigned a meal period which starts within the first 30 minutes of a shift, with the pre-authorization of management, may elect one of the following options:

A. Accept the meal period.

B. Accept the meal period and leave 30 minutes early.

C. Forego the meal period.

D. Forego the meal period and leave 30 minutes early.

iii. An employee who is entitled to a meal period and does not receive a meal period may be allowed to leave work 30 minutes early with the pre-authorization of management.

iv. In any of the above options, employees will be paid for all hours worked.

[CONTEXT]

d. Where applicable federal, state or local law mandates a more beneficial meal or break period practice, practices will be altered in that location to comply with the applicable law.

This TA creates clearer meal period rules for shorter shifts. It gives employees defined options when a meal period is scheduled too early or missed, while preserving pay for all hours worked.

a. Mandatory overtime is overtime that an employee is assigned and required to work involuntarily, and will only be required in operational emergencies when sufficient voluntary overtime cannot be secured to maintain the Company’s operation. Mandatory overtime will be limited to the number of employees and hours required to cover the emergency as determined by local management. For employees in Airport Operations, the Company or technology will communicate the reason for mandatory overtime, the seniority of employees assigned mandatory overtime, and the estimated duration of mandatory overtime based on current information.

c. Mandatory overtime will be assigned in reverse bid seniority order according to shift end times, except that employees already working overtime will be assigned last. All shift end times within 45 minutes of the start of the mandatory assignment may be grouped together.

d. When assigning mandatory overtime, the Company will make a reasonable effort, if possible, to review remaining shift end times to reduce mandatory overtime durations in reverse seniority order.

The Company must tell employees why mandatory overtime is needed, who is being assigned by seniority, and how long it is expected to last. It also allows shift end times within 45 minutes to be grouped and requires reasonable efforts to minimize mandatory overtime.