Vote NO
Allegiant Air Pilots — Stand Together

Don't Settle.
Vote NO.

This is our moment to stand for ourselves and our profession. Get informed, stay united, and vote NO.

Why We Oppose It
01
It Locks In Below-Peer Pay
Ratifying this agreement signals to management — and to the JCBA table — that Allegiant pilots accept being worth less than their peers. That precedent will follow us into every future negotiation.
02
Agreed Items Were Left Out
Improvements that were already negotiated and tentatively agreed to have been excluded from this agreement. That's not a bridge forward — it's a step backward.
03
The Fear Messaging Is Intentional
Fear of risk, fear of uncertainty, fear of losing bonuses — this is a negotiating strategy, not an honest assessment. Don't let it drive your vote.
04
Bonuses Don't Replace Long-Term Losses
Retention bonuses and short-term fixes cannot compensate for years of lost ground on pay and work rules. A one-time payment is not a career.
05
It Weakens Our JCBA Position
Accepting substandard terms now sets the baseline for the upcoming Joint Collective Bargaining Agreement. We need to arrive at that table from a position of strength, not compromise.
06
Unity Is the Leverage
A united NO vote is not a sign of weakness — it is the message. When pilots stand together and reject a weak deal, management learns we won't be divided or rushed. That's not losing leverage. That's creating it.
Retention bonuses and short-term fixes cannot make up for long-term losses in pay and work rules.
Run the Numbers

What the Pay Actually Looks Like

The following comparison uses top captain pay rates under both the current contract and the proposed Bridge Agreement. All figures reflect the highest pay scale in each agreement — this is what the best-case scenario looks like for a top captain under each structure.

Every pilot's situation is different. We strongly encourage each pilot — regardless of position or seniority — to run the numbers for their own pay scale and typical hours. What a top captain may gain or lose will look different from what a first officer or mid-seniority captain experiences. Know your own number before you vote.

Hours Current Flight Pay + Retention Bonus Current Total Bridge Pay Difference
70 hrs $16,240 $6,902 $23,142 $22,400 −$742
75 hrs $17,400 $6,902 $24,302 $24,000 −$302
81 hrs $18,792 $6,902 $25,694 $25,920 +$226
85 hrs $19,998 $6,902 $26,900 $27,200 +$300
90 hrs $21,506 $6,902 + $406 $28,814 $28,800 −$14
95 hrs $23,014 $6,902 + $812 $30,728 $30,400 −$328
100 hrs $24,522 $6,902 + $1,218 $32,642 $32,000 −$642

All rates are top captain pay under both agreements. Current: $232/hr (hrs 1–81), $301.60/hr over 81 (130% of base). Retention bonus: $6,902/mo to 85 hrs, then $81.20/hr over 85. Bridge: $320/hr flat, all hours. Negative difference means current contract + bonus pays MORE than the Bridge Agreement.

Retention Bonus (Current — Legally Guaranteed)
$6,902/mo for hours up to 85
$81.20/hr for hours over 85

The retention bonus is a signed legal agreement. It is not contingent on ratification. If pilots vote NO, negotiations remain open and the bonus keeps accruing. Anyone telling you otherwise is not giving you an accurate picture.

The Bottom Line

The pay is basically the same.
So what exactly are you being asked to risk?

01
The numbers don't lie. When you include the retention bonus, top captains under the current contract are making the same or more than the Bridge Agreement pays at almost every hour level. The Bridge Agreement is not a significant pay raise. For many pilots, it is effectively a pay cut when the full picture is accounted for.
02
Your retention bonus is a signed legal agreement. It is not a favor. It is not goodwill. It cannot simply be taken away because you voted NO. If anyone is suggesting your bonus is at risk if you reject the Bridge Agreement, that is not an accurate statement of the law or the contract.
03
Mediation is not required to get a deal. There is a rumor that the NMB may pull out of mediation if this is rejected. That may or may not be true. What is true: pilots and management can negotiate directly without the NMB. And the NMB has threatened other groups before — then called them back in. A threat designed to pressure a YES vote is not the same as a guaranteed outcome.
04
The fear is the strategy. When the case for ratification rests on what you might lose rather than what you're actually gaining, that tells you something. Ask yourself: if this agreement were truly as strong as they say, why would they need to scare you into it?
You are not voting to protect your bonus.
Your bonus is already protected.
You are voting on whether this agreement is good enough.
It isn't.
A Specific Concern

Base Realignment & Displacement Language

There is concern among pilots that Allegiant may be planning a base realignment. Nothing is confirmed — but if it happens, the strength of the displacement language in your contract determines everything.

Weak displacement language doesn't show up as a problem on signing day. It shows up the morning crew scheduling calls to tell you your base is closing and your options are limited. By then, it's too late to negotiate.

The question worth asking now: does this Bridge Agreement strengthen, weaken, or leave unchanged the displacement protections from the previous CBA? If the answer is "weaker" — or "we're not sure" — that deserves serious consideration before you vote.

No contract promises "home every night" — that's a scheduling outcome, not a contractual guarantee. What a contract can and must do is ensure that if bases change, displacement follows seniority strictly, with no room for management to choose who gets moved and who doesn't.

Weak displacement language gives management discretion. Strong displacement language removes it. That distinction matters enormously if a base realignment ever happens.

Questions Worth Asking Before You Vote
Does displacement strictly follow seniority, with no management discretion over who gets moved?
Has the displacement language changed from the previous CBA — and if so, how?
What protections exist if you are involuntarily displaced from your base?
How does the Sun Country merger affect base assignments and seniority integration?
Strong Pilots.
Strong Contracts.

Management wins when pilots are tired, divided, and eager to move on. A deal signed quickly to end uncertainty isn't a win — it's a concession dressed up as progress.

Every time pilots accept less, the next negotiation starts from that lower point. Patience isn't weakness. A NO vote isn't failure. Negotiations continue — and that's where this needs to be settled properly.

Don't trade a career for short-term relief. Vote NO.

The Case Against

What this agreement actually means for your career.

The Bridge Agreement is being presented as a safe path forward. But locking in pay rates below our peers doesn't protect us — it signals to the industry that we accept being worth less. That signal follows us directly into JCBA negotiations.

What's harder to overlook: improvements that were already negotiated and tentatively agreed to were left out of this agreement. That's not a bridge to something better. That's giving back ground we already won.

There is also a rumor circulating that NMB mediators have threatened to pull out of mediation until the JCBA if pilots reject this deal. That may or may not be accurate. But here is what is accurate: mediation is not required to reach an agreement. Pilots and management can negotiate directly without the NMB at the table. And the NMB has made similar threats to other pilot groups before — and then called them back in when a better deal needed to get done. A threat is not a verdict.

Separately, weeks have passed since the announcement and the completed document has not been released. Pilots will likely see the full language before a vote — but how much time will they have to review it carefully? And based on what has already been shared, improvements that were previously negotiated and tentatively agreed to appear to have been left out. If that's true of what we know about, it raises a fair question about what else may be missing from the final language.

This is not uncharted territory. Pilot groups and flight attendants across the industry have rejected first agreements and returned to the table — and secured meaningful improvements as a result. Voting NO is not a radical act. It is a proven and legitimate part of the negotiating process. Now it is Allegiant pilots' turn to use it.

The fear messaging — about bonuses, about risk, about uncertainty — is a strategy. Here's the fact: if pilots vote NO, negotiations remain open and retention bonuses keep accruing. A NO vote does not put your bonus at risk. What a short-term bonus cannot do is compensate for years of lost ground on pay rates and work rules. Those losses compound every year for the rest of your career.

Weak agreements don't hold. Scheduling protections that aren't properly written and enforced disappear the moment the company needs flexibility. Promises made without strong contract language aren't promises — they're preferences.

Unity isn't something we talk about in the crew room and forget at the ballot box. It's the only leverage we've ever had. The clock doesn't run out on a NO vote — negotiations remain open, and that's exactly where we need to be.

We have earned more. We deserve better. This is the moment to say so.

Don't Back Down

Stand Firm.

When the full document arrives, read every line. Ask what was previously agreed to that isn't there anymore.
If you vote NO, your retention bonus continues to accrue. Don't let that fear drive your decision.
The terms we accept today set the floor for every negotiation that follows.
Rushing a deal to end the discomfort of uncertainty is not strategy — it's surrender.
No contract promises "home every night" — but strong displacement language ensures seniority governs who moves, not management's preference.
Unity is not a crew room conversation. It's what happens when every pilot votes the same way.
Mediation is not required to reach a deal — pilots and management can negotiate directly. The NMB does not control whether an agreement gets done.
The NMB has threatened other pilot groups before. Those groups voted NO anyway — and were called back in. Better deals followed.
A NO vote keeps the process moving. Don't let rumors about what the NMB might do drive your decision.
Pilot groups and flight attendants across the industry have rejected first agreements and won better terms. Voting NO is a proven part of the process — not a risk.
We have earned more. Stand together. Vote NO.
What We've Heard Before

Promises age poorly.
Contracts are forever.

"Your base is secure."
A base realignment hasn't been announced — but if one comes, your contract's displacement language is the only thing protecting you. It's worth knowing exactly what that language says before you vote.
"Home every night."
No contract promises this — it's a scheduling outcome that depends on where your base is. Strong displacement language ensures that if bases change, seniority governs who moves, not management's discretion.
"Industry-leading."
That claim deserves scrutiny. Compare the specifics — pay rates, rigs, scheduling protections — against what pilots at other carriers actually have.
"Trust the process."
The process has produced a Bridge Agreement instead of a full CBA. That's worth examining honestly before casting a vote.
"Business realities."
Business conditions are always a reason to ask pilots for patience. They are rarely a reason for management to give more.
"The agreement is finalized."
Pilots will see the full language before a vote — but how much time will they have to review it? And if improvements that were already tentatively agreed to were left out of what's been shared so far, what else might be missing from the final document?
"A NO vote puts your bonus at risk."
This is not accurate. If pilots vote NO, negotiations remain open and retention bonuses keep accruing. The bonus is not contingent on ratification.
"Rejecting this is too risky."
Pilot groups and flight attendants across the industry have voted down first agreements and secured meaningful improvements on the second pass. It is a normal, proven part of collective bargaining. Now it's Allegiant pilots' turn.
"The NMB will walk away if you vote NO."
There is a rumor that NMB mediators threatened to pull out until the JCBA if this deal is rejected. That may or may not be true. What is true: mediation is not required to reach an agreement. Pilots and management can negotiate directly. And the NMB has made similar threats to other groups — then called them back in when a better deal was needed.
Scrutiny is not disloyalty. Asking hard questions before a ratification vote is exactly what informed pilots should do.
Read it carefully. Vote accordingly.
Pilot Voices

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