Fleet Service Tentative Agreements

These are base wage rates only. They do not include premium pay, lead pay, overtime, shift differentials, license pay, 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 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.

Lead and Move Team employees currently receive a premium of $3.00 per hour in addition to their basic hourly pay rate.

Effective January 1, 2029, the Lead and Move Team Premium will increase to $3.25 per hour.

This agreement would create paid leave for Fleet Service employees following the birth or adoption of a child.

Birth Parents would be eligible for up to eight calendar weeks of Paid Maternity Leave for medical recovery following delivery.

Eligible new parents would also be able to take up to two calendar weeks of paid New Parent Leave following the birth or adoption of a new minor child.

New moms would have paid time to recover after delivery.

New parents would have paid time following birth or adoption.

The agreement recognizes both Birth Parents and non-Birth Parents.

Paid Maternity Leave would provide up to eight calendar weeks, and New Parent Leave would provide up to two calendar weeks.

These benefits would coordinate with federal, state, and local leave programs so employees can receive up to 100% of regular pay.

Beginning January 1, 2027, full-time Fleet Service employees would move through the vacation schedule faster and reach higher vacation levels earlier in their careers.

The agreement moves several vacation milestones forward, reducing the amount of time employees must wait before reaching additional vacation weeks.

Under the new schedule, employees would reach 3 weeks of vacation at 4 years of service, 4 weeks at 11 years, 5 weeks at 17 years, and 6 weeks at 24 years.

The TA shortens the time employees must wait to reach higher vacation levels throughout much of their careers.

Employees would be able to convert up to 3 weeks of accrued vacation each year into their sick bank, up to the contractual sick bank maximum.

The Variable Use Option may be used to help cover pay protection during a planned significant medical event, such as maternity leave, major surgery, or a documented course of medical treatment.

This TA would also allow the Variable Use Option to be used for Retiree Bridge Medical.

The TA increases the amount of vacation that may be converted into the sick bank and expands the program to include Retiree Bridge Medical.

The agreement establishes defined meal-period windows for both 8-hour and 10-hour shifts.

For 8-hour shifts, meal periods must be assigned between the beginning of the 4th hour and the end of the 6th hour.

For 10-hour shifts, meal periods must be assigned between the beginning of the 5th hour and the end of the 7th hour.

If a meal period is not assigned within the contract window, the agreement includes a process and potential remedy for handling missed meal periods.

The updated language creates clearer contractual standards for when meal periods must be assigned.

That gives members and representatives more defined language to use when meal periods are delayed, missed, or reassigned.

The agreement adds a defined meal-period window for shifts under 8 hours that qualify for a meal period.

For those shifts, meal periods should be scheduled between two hours before and two hours after the midpoint of the shift.

The updated language replaces the older midpoint language with a clearer standard members can more easily understand and apply.

The agreement also creates options for situations where a meal period begins within the first 30 minutes of a shift.

With management pre-authorization, employees may accept the meal period, leave early, forego the meal period, or combine those options depending on operational needs.

Employees must still be paid for all hours worked.

If a meal period cannot be provided during the contract window because of operational necessity, the agreement outlines a process for handling it.

Management may assign a new 30-minute meal period later in the shift at another operationally feasible time.

Employees may also request to leave 30 minutes early, depending on operational needs and management approval.

If employees work through the meal period, the agreement includes pay protections and remedies tied to the missed meal period process.

The updated language creates a more structured process for handling missed or delayed meal periods.

It also reinforces a basic principle: if members work the time, they must be paid for the time.

The TA strengthens and formalizes Union representation rights during disciplinary investigations.

It puts key investigation protections directly into the contract, including representation during questioning, witness representation, and access to investigation statements.

This makes those rights clearer, easier to enforce, and harder to ignore.

The TA adds pay protections for employees who are held out of service during an investigation.

The employee’s schedule would be frozen, and awarded trades and overtime may continue to be paid for up to 14 calendar days when the employee is otherwise qualified and available to work.

If an employee remains held out of service without pay for more than 30 calendar days, the employee would normally return to paid status beginning on the 31st day unless a listed exception applies.

The TA adds clearer timelines for Investigative Review Meetings, grievance hearings, Company responses, and appeals.

Investigative Review Meetings would normally be held within 15 business days after proposed charges are issued.

The agreement also requires both sides to exchange documents and records before hearings within the timelines listed in the TA.

These changes help keep investigations and grievances from sitting unresolved without movement.

The TA adds a defined improvement process for employees holding Lead classifications.

Before returning a Lead employee to the basic classification, the Company would provide coaching and counseling and may provide targeted training to help the employee remain in the position.

The agreement also establishes a written warning process tied to Lead qualification and performance issues, with those warnings remaining active for 12 months.

The TA also updates language covering disciplinary records connected to harassment, discrimination, and retaliation policy investigations.

New technology now makes it possible for the Company to do a better job communicating mandatory overtime assignments.

The TA would make those communication practices a required part of the mandatory overtime process.

Employees assigned mandatory overtime must be told the reason for the overtime, the seniority of employees being assigned, and the estimated duration based on current operational information.

Mandatory overtime would continue to be assigned in reverse bid seniority order after qualified employees currently at work have had the opportunity to volunteer.

The TA also updates how assignments may be grouped. Shift end times within 45 minutes of the start of a mandatory overtime assignment may be grouped together for assignment purposes.

The agreement also states that the Company will make a reasonable effort, when possible, to reduce overtime durations while continuing assignments in reverse seniority order.

The agreement keeps the existing standard that every attempt will be made to notify employees of mandatory overtime at least one hour in advance.

The TA adds a new penalty payment when that notice is not provided.

If less than one hour of advance notice is given, the employee would receive an additional 1.5 hours of pay on top of the pay earned for the mandatory overtime actually worked.

The TA establishes minimum pay protections for mandatory overtime assignments.

Mandatory overtime hours must be paid at no less than time and one-half, regardless of work status or hours worked.

If an employee is required to work mandatory overtime on two or more consecutive days, all mandatory overtime hours worked during those assignments would be paid at double time.

Employees would not be assigned mandatory overtime during vacation periods.

Employees assigned mandatory overtime before a vacation or DAT day would be moved to the bottom of the mandatory overtime list afterward.

The TA also states that if mandatory overtime creates a rest-period issue, every attempt will be made to adjust the employee’s shift to provide at least 8 hours of rest.

The Company may not unilaterally impose a vaccination requirement on an employee covered by this agreement except when required by law or by the terms of a government contract.

This section shall not limit the Company’s ability to offer voluntary incentives to employees covered by this agreement to encourage vaccination.

The agreement would place a contractual limit on Relief bid lines at each station. The Company will no longer have the ability to make everyone relief.

Relief bid lines would not exceed 30%.

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 will allow every Union Member to have a say in where they want to work.

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 TA adds language for Temporary Duty Assignments, known as TDY assignments, when employees are needed to work outside their home location to supplement staffing.

Each station would establish a TDY pool each year for employees covered by the agreement.

Employees would be able to opt in or opt out of the TDY pool at times designated by the Company.

The first TDY assignment in the calendar year would be offered by basic bid seniority.

After an employee accepts or declines a TDY assignment, that employee would move to the bottom of the TDY list.

This creates a clearer rotation process for offering TDY opportunities.

The TA also addresses urgent TDY needs when the scheduled flight to the assignment is set to depart within 12 hours.

In those situations, the Company would first use employees from the TDY pool who are already on shift when the urgent need is identified.

This gives the Company a faster process for urgent staffing needs while still using the TDY pool first.

If the Company does not follow the TDY assignment order, the affected employee would receive first right of refusal for the next available qualified TDY opportunity, as long as the employee notifies the Company within 72 hours.

The TA also updates Lead assignment language. When a Lead job is regularly filled by temporary upgrade for more than half the time over 60 consecutive days, a regular Lead vacancy is generally required to be posted and awarded.

The Company and Union would meet to discuss situations where short-term operational needs or unexpected outages may mean a permanent Lead is not required.