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Interesting, Allegiant's new TA.

Contract Duration: 5 years

Increase in Allegiant cost fulfill the contract is an estimated $350 million over 5 years

Pre contract average pilot cost was 142k/pilot. Post contract average pilot cost is over 200k/pilot

“Easy” for a post contract mid-range Captain to earn over $250k/year

2016 Hourly CA Pay scales:

2 year = $159.92

5 year = $179.83

10 year = $206.40

12 year = $216.42 (DOS+5 $231.98)

2016 Hourly FO Pay scales:

1 year = 53.80

2 year = $96.16

5 year = $115.27

8 year = $129.85

10 year = $138

12 year = $145

We still have 130% override (hours flown above 81)

No “band” pay scales

No PTO

Sick bank: 4 hours/month up to 600 hours. It can be used as discretionary time for trip drops. It cannot be cashed out.

Vacation: 2-4 years longevity = 2 weeks. 5-8 years longevity = 3 weeks. 9+ years longevity = 4 weeks

1 week of vacation = 20 pilot credit hours (PCH)

PCH = Pilot Credit Hours. Max PCH per month = 95 unless waived by pilot.

Days off: 12 day off/month except 3 months a year at 11 days/month (on peak flying months). RSV / Composite (mixed) lines have 12 days off but reduce to 10 days off on 3 peak months

70 hours guarantee for line holders. 72 hours guarantee for RSV

No trip rigs except that overnight trips are paid at 4 hours/day or scheduled daily bock, whichever is greater.

2/1 duty rig. Example - 12 hours duty = 6 hours minimum pay.

Single days off allowed but 6 days must be paired (Example: 2x3, 3x2, 4+2, 6x1). Essentially, on all but peak months, 6 single days off are still permissible. Peak months would have up to 4 single days off.

PBS has been agreed upon, but if Merlot and CBI cannot meet the demands of the new scheduling rules, alternate software is a possibility. The union and company must agree on the system.

Scope Language prohibits Allegiant from forming another parent company to circumvent Allegiant pilots and our union contract.

Good union security / dues checkoff.

Moving / relocation language is good (based on distance).

Leave of absence language included.

Long term disability language (paid by the company) with protection out to retirement age is included.

Retirement: 10% match with 5% employee contribution. That’s a 200% match on the pilots first 5%. Contributions beyond 5% are unmatched.

Health insurance will be the Teamcare “MM200 Plan.” It’s a Blue Cross Blue Shield plan from Team Care Trust. The plan has a “low deductible and great benefits” and is used by many including UPS truck drivers. “Huge Benefit” – Greg Unterseher. October timeframe for implementation. Individual $134/mo, Family $400/mo

VBD and TDY language is virtually unchanged. One minor difference is a required 4-day-off bock if on involuntarily TDY.

TDY will be published. Pilots will be selected. First voluntarily, then involuntary. After the pilots are selected, then they bid where based on seniority. (The involuntary TDY will have seniority bidding as to where they go). TDY’s will bid company seniority in their temporary base.

$2/hr Per Diem

Deadhead Compensation = 50% of pay including all surface transportation

Training Pay = 4 hours/day

The term “Mission Mode” has been changed to “Voluntary Flying Notification” and pays at 200% credit.

Open time will continue to be paid above guarantee (ABG) at straight pay. No changes to open time compensation

IOE bump (removed for training) with no reassignment within two hours will be given a day off (no TOA or footprint)

Pilots on RSV are not required to sit airport reserve duty (ready reserve at the airport)

Pilots called from RSV who show up for a cancelled assignment will be released from duty. No more “back on RSV” after being called to

Date of signing: pay / per diem adjustments effective August 1 (target date). Medical should become available around October. Sick / leave / vacation available within a couple months

Profit Sharing: Pilots will be included in the existing company plan.

New equipment stipulations: Aircraft over 177 seats will require negotiation of a new pay scale

Pilots will receive a 1.5% annual hourly pay increases at after contract expiration

We are no longer “at will” employees

Grievances and union protection are all to industry standard

Dues will be 1.5%

No mention of a signing bonus or retroactive pay

An official union release of contract highlights will be available midweek next week

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