Tentative agreement summery

Article 1: Recognition

No Change

Article 2: Successorship

No Change

Article 3: Seniority
Job reassignment (including location movement) and early release will be determined by seniority.

Article 4: Filling of Vacancies

·     A list of current job assignments will be posted online on a company website. The list will be updated when job assignments are modified at any location. Employees will be able to submit standing bids, and standing bids will be reviewed at the time that a vacancy occurs.

·     When vacancies occur and there are no standing bids, the company will post the vacancies online for seven days.

·     Bids for vacancies will be filled by the most senior employee. Qualifications will not be considered, except for the positions of Operations Agent, POC, or other specialty positions.

·     If a vacancy becomes available prior to a new scheduled bid, the company may fill the vacancy temporarily by hiring a new employee. An incumbent employee who has a vacancy bid on file will not be negatively impacted and will be moved to the position with the next scheduled bid, or as soon as they are trained to fill the position, whichever occurs first.

·     A successful bidder may be held in their current position until a replacement is trained—up to a maximum of six weeks.

Article 5: Furlough and Recall

·     The length of time that furloughed employees will retain recall rights increases from three years to four years.

·     Employees will receive furlough pay according to the term in place as of July 2017.

·     Employees who transfer due to a station closing will receive furlough pay in accordance with company policy, provided they remain at the station through the furlough date.

Article 6: Hours of Service

·     The number of hours a part-time employee can be scheduled to work is limited to 30 hours per week.

·     If employees are released from work, they will be released in seniority order by work group and shift.

·     If an employee is not provided a full 30-minute meal period, they will be paid for the entire meal period, or upon agreement with management, they can be released 30 minutes before the end of their shift.

·     The company will make every reasonable effort to provide two 15-minute breaks for shifts of at least 8 hours.

·     Permanent shift trades (entire bid) will be considered if they are received no later than the seventh day of the posting period.

·     Open time lines may be built to cover vacation, leaves of absence, training and terminations, to be awarded in seniority order.

·     Employees are not required to report to work if travel is prohibited by state or local authorities because of severe weather or acts of God.

·     If less than a full complement of employees is required due to severe weather, employees may be granted time off within the work group and shift in order of seniority.

·     If an employee is late or fails to report to work because of severe weather conditions, the absence will be unpaid unless the employee opts to use a DAT vacation day or personal day.

Article 7: Probation
No Change

Article 8: Overtime

·     Lays out the order in which overtime is awarded: first, to the most senior qualified part-time employee who volunteers; second, to the most senior qualified full-time employee who volunteers; third, to a qualified part-time employee by inverse seniority; and finally, to a qualified full-time employee by inverse seniority.

·     The term “work area” is changed to “work group.”

·     No employee can be required to work more than 12 hours per day unless they are required to remain on duty—for example, in order to cover the last flight of the day.

·     Employees who volunteer to work a minimum of five hours of overtime on a regularly scheduled day off cannot be assigned mandatory overtime on that shift.

·     Every reasonable effort will be made to provide at least one-hour notice for mandatory overtime. If one-hour notice is not provided, the company will contact the designated local union representative with the reason for not providing the one-hour notice.

·     Mandatory overtime assigned to employees who are off duty must be confirmed by the employee.

·     An employee assigned mandatory overtime will be afforded a period of not less than eight hours rest from the completion of the mandatory overtime until the start of the employee’s next scheduled shift. If the rest period overlaps with the employee’s next scheduled shift, the company may delay the scheduled start time of the next shift to provide for the eight-hour rest period. Employees will be pay-protected for the portion of the shift missed unless the company extends the entire shift. An employee may elect to waive the rest period if the shift is extended.

·     Two overtime lists will be established in Roster apps:

1)   A list for employees volunteering to work less than four hours of anticipated overtime, known as a “shift extension overtime list.”

2)   A list for employees volunteering to work four or more hours of voluntary overtime, known as an “overtime list.”

Article 9: Training

·     Single-room accommodations lodging will be provided to all non-probationary employees for training away from base.

·     Increase in per diem allowance from $25 to $30.

·     The company will provide at least 30 days’ notice for CBT or equivalent training.

·     The company will provide at least 10 days’ notice for read-and-sign and ad hoc training as agreed upon by the union.

·     Training on a scheduled day off will be paid at the greater of actual time in training or two hours.

Article 10: Uniforms

·     The company will provide new employees with two uniform tops and two uniform bottoms and a jacket appropriate to the location and position. Employees will have the option of long- or short-sleeve tops, and pants or shorts.

·     The company will make available kneepads and disposable gloves for those employees required to have such equipment.

·     The uniform allowance is increased to $325 on the first day of the employee’s anniversary month. Of the $325, $100 will be paid to the employee for the purchase of gloves, shoes, and uniform cleaning.

·     The uniform allowance will carry over from year to year, up to a maximum of $425.

Article 11: Holidays

·     A full-time employee who is given a holiday off, including vacation and floating holidays, will be paid eight hours holiday pay.

·     A part-time employee who is given a holiday off, including vacation and floating holidays, will be paid four hours holiday pay.

·     If a holiday falls during an employee’s vacation, the employee shall be paid for the holiday in addition to vacation.

Article 12: Vacation

·     All employees may elect to roll over one week of vacation from one year to the next.

·     Part-time employees may elect to reserve one week of vacation for the purpose of DAT vacation, to be paid at 10 hours per day.

·     If an employee’s vacation is canceled by the company, the employee will be paid one-and-one-half time pay for all hours worked during the canceled vacation week and permitted to reschedule the vacation.

·     If an employee is displaced, the company will honor one week of previously scheduled vacation time from the employee’s original station.

·     There will be an additional week of vacation for part-time employees with fifteen or more years of service.

Article 13: Compensation

·     Establishment of 15-year wage scales with annual scale increases each January of the Agreement.

o   First wage scale increase retroactive to January 1, 2018.

o   Second wage scale increase effective the first pay period in January 2019.

o   Third wage scale increase effective the first pay period in January 2020.

o   Fourth wage scale increase effective the first pay period in January 2021.

o   Fifth wage scale increase effective the first pay period in January 2022.

·     Annual Lump Sums

o   All Employees not receiving at least a 3% hourly wage rate increase will be guaranteed a lump sum payment equivalent to a 3% increase each January of the new Agreement, calculated as follows:

Any employee who is being paid above the new wage scale longevity step applicable to his/her years of completed service, as of the effective date of each January increase, will receive a 3% lump sum payment based upon hours worked in the previous calendar year.


Employee was earning $12.00 per hour as of December 31, 2017.

On January 1, 2018, the new wage scale rate for the employee’s years of completed service is $11.90 per hour.

Because the actual hourly rate is greater than the scale rate, the employee would be eligible for a 3% lump sum payment. Assuming the employee worked 2080 hours in 2017, they would receive a lump sum payment of $748.80, less applicable payroll deductions ($12.00 X 2080 hours X 3%).

o   Any employee who was being paid an hourly rate below the new wage scale longevity step applicable to their years of completed service who does not receive an hourly rate increase each January of at least 3% shall receive the new higher rate, plus a lump sum payment equal to the difference between the new higher rate and a 3% wage rate increase. The 3% lump sum payment shall be based upon hours worked in the prior calendar year.


Employee was earning $12.00 per hour as of December 31, 2017.

On January 1, 2018, the new wage scale rate for the employee’s years of completed service is $12.25 per hour.

Because the new rate of $12.25 per hour is less than $12.36 per hour (the lowest hourly rate required to provide at least a 3% increase over his prior rate), the employee would be eligible for a lump sum payment to make up the $.11 difference between $12.36 and $12.25. Assuming the employee worked 2080 hours in 2017, they would receive a lump sum payment of $228.80, less applicable payroll deductions ($.11 X 2080 hours) and the new rate of pay will be $12.25 per hour.

·     New “Revenue Premium Days”

o   The company will designate a minimum of fourteen days per year as “revenue premium” days, which will pay time-and-one-half for employees otherwise working such days at straight time rates. If employees are otherwise working at time-and-one-half rates, they will be paid at double time rates.

o   These days will be designated by location and are in addition to the designated holidays paid at time-and-one-half.

·     Annual performance bonuses for dependability and training, up to $400 annually for full-time employees and up to $200 annually for part-time employees, paid out semi-annually and separately for each metric.

·     Ability for the company to increase wage rates by location and/or to apply higher city differentials if local market conditions warrant an adjustment.

·     New Operations differential of $1.00 per hour for employees working in the Operations or Tower area in CLT, DCA, PHL and PHX. Other cities may become eligible if capacity or complexity increases to a similar level.

Article 14: Leaves of Absence

·     The number of union activists/members on union leave of absence is increased from 3 to 12.

·     Days of parental leave for the birth or adoption of a child are increased from one to two days paid and one unpaid.

·     The 80-hour annual cap on paid jury duty leave is eliminated.

Article 15: Sick Leave
Part-time employees accrue one hour of sick leave for every 30 hours worked, up to a maximum of 40 hours per year, and they may roll over a maximum of 40 hours per year.

Article 16: Alcohol and Drug Testing

No Change

Article 17: Benefits

·     No increase in 2018 or 2019 full-time employee cost share contributions for medical and dental coverage (18% employee cost share stays the same as the 2017 employee cost share).

·     Employees enrolled in dental insurance will pay no more than 18% of the cost of the fully insured rate adjusted annually in 2018 & 2019, and they will pay no more than 19%, effective January 1, 2020.

·     Full-time employee cost share contributions will be capped at 19% of the total cost as of January 1, 2020, for the duration of the Agreement.

·     There is a new part-time medical coverage provision for employees who work an average of 30 hours per week, as measured by two, six-month look-back periods per calendar year, with a maximum employee cost share of 25%.

Article 18: Safety and Health

No Change

Article 19: Grievance Procedure

·     Prior to filing a grievance, the union representative and the employee will attempt to discuss the dispute with the employee’s manager to resolve the dispute. The manager will respond to the union within five days. In absence of a discussion, the dispute may be grieved at Step 1.

·     Both the company and the union have the right to investigate the facts relating to a dispute and agree to assist each other in conducting such investigations.

·     Should the union request an update on the status and progress of the investigation of an employee being held out of service, the company shall provide that update.

·     Group grievances arising from discipline may be submitted to the Local Station Manager.

·     Group grievances arising from system-wide contract interpretation may be submitted directly to the Vice President of Human Resources for immediate submission to the system board.

·     By mutual agreement, a Step 2 pre-System Board hearing will be held by telephone prior to a full System Board hearing, and the company will supply a written decision within two business days of the call.

·     An employee may opt to have the steward represent them without the employee being present during a Step 1 or Step 2 grievance meeting. The union will review with the company in advance of the meeting.

Article 20: System Board of Adjustment

·     The System Board of Adjustment is separated in two—one for discipline and one for all other/contract interpretation.

·     The Discipline Board will meet monthly at the PHL, CLT and PHX offices of the company.

·     The Contract Board will meet quarterly, rotating among the PHL, CLT, and PHX offices of the company.

·     The company will be notified 14 days in advance of grievances to be heard at the System Board.

·     If the Board deadlocks, the union or the company may appeal the case to arbitration within 30 days of the System Board deadlock, or the grievance shall be considered to be waived and may not thereafter be submitted to arbitration or any adjustment in any forum.

·     The Neutral Board is reduced from five to three members—one neutral, one company representative, and one union representative.

Article 21: No Strike, No Lockout

No Change

Article 22: Union Representation

·     A union representative will be released to attend System Board hearings as necessary, provided the union gives advance notice to the company, no less than 14 days prior to the hearing.

·     A union representative scheduled to meet with a company representative will be granted space-positive travel.

·     The number of designated employees to handle union business is increased from 10 to 15, without adversely affecting them.

·     Authorized representatives will be allowed excused time, paid at the employee’s pay rate, to attend union-management meetings requested by the company.

·     The company will allow short-term requests for time off without pay for employees designated by the union to attend conferences, training, to assist in the local union office or for other short-term union business with one week of advance notice.

Article 23: Union Security and Maintenance of Membership

No change

Article 24: General and Miscellaneous

·     With at least two business days’ notice employees will be permitted to inspect and copy their personnel files during normal business hours.

·     The company will post a copy of the Agreement on the Piedmont Airlines website and make it accessible for download.

·     The company will continue to apply limited duty moving and travel expenses in a consistent manner.

·     Employees returning from TDY shall have the option to take a scheduled day off before returning to duty.

·     Employees covered by this agreement who were credited with their years of service from a prior company for the purposes of pay and bidding at their station will continue to be honored.
All disciplinary letters will normally be issued within 21 days from the date of the incident or the date the company is aware of the incident, whichever is later. This time limit will not apply to investigations requiring a response from an external agency.

·     Some items were moved to the appropriate Article in the contract.

Article 25: Political Action Fund

No Change

Article 26: Non-Discrimination

No Change

Article 27: Part-Time Employees
Items were moved and changed in the appropriate articles, kept as a quick reference for part-time employees.

Article 28: Duration

Five years: January 1, 2018 through December 31, 2022.

New Article: Scope
The company agrees to give the union 30 days’ notice of station openings and station closings unless the reason is a force majeure (an unanticipated, uncontrollable event).

New Article: Medical Examinations
When an employee fails to pass or is removed from service as a result of a company medical examination, the employee may have the case reviewed. If the company’s medical examiner disagrees with the employee’s medical examiner, the two examiners agree upon a third qualified and neutral medical examiner to determine the employee’s fitness for duty.

Marge Krueger and the rest of the Bargaining team will be in CLT on Friday Feb 9 from 11 - 5 in the Piedmont Room to discuss and answer any Q and A about the contract.

501 Third Street NW
Washington, DC 20001