ATI-Ready to Strike by alpaorg

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READY TO STRIKE A publication of the ATI Master Executive Council | October 2023

It’s Your Union Strike Authorization Vote: What You Need to Know

Where We Stand

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TABLE OF CONTENTS

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CONTENTS A Message from Your Communications Chairman.............. 4 A Message from Your MEC Chair.......................................... 5 Three Years of ATI Negotiations........................................... 6 Where We Stand..................................................................... 8

A History of Labor Action in Aviation Page 14

ATI First Virtual Picket.......................................................... 11 Negotiations: Then vs. Now.................................................12 A History of Labor Action in Aviation...................................14 RLA Refresher........................................................................15 Strike Authorization Vote: What You Need To Know..........16 Seeking a Fair Contract for a Strong Future.......................18 Our Team............................................................................... 20 Family Corner....................................................................... 22 It’s Your Union, Your Voice ................................................. 24 Be “In the Know” with P2P................................................... 25

Strike Authorization Vote: What You Need to Know Page 16 ANSPORT IN TR T’L

You Are Your Union. Keep Informed. Stay Engaged.......... 26

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Pilot Peer Support Is Here for You...................................... 25

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It’s Your Union, Your Voice Page 24

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ANSPORT IN TR EDITORIAL STAFF

Courtney Garmhaus Communications Strategist

Managing Editor

Captain Karl Kuga Communications Committee Chair

Managing Editor

TECHNICAL STAFF

Gina Leahy Mary Ann Walsh Laela Suddoo

Copy Editor Graphic Designer Production Coordinator

The ATI Ready to Strike Magazine is an official publication of the ATI MEC. It is intended as a forum for the ATI MEC and its members in good standing in the Air Line Pilots Association, Int’l. Opinions, viewpoints, articles, and photographs are actively solicited from the membership. Materials from other than elected officers represent the view of the writer only. Letters to the editor are welcomed and should be submitted to Courtney.Garmhaus@ alpa.org. No anonymous material will be considered.

This magazine was created jointly by your MEC, Strategic Planning & Strike Committee, Contract Negotiating Committee, and Communications Committee to provide an overall view of the current status of negotiations and why we are calling for a strike authorization vote. Please read it in its entirety, and in order, along with your spouse, partner, or any other stakeholders in your career. This is your career and your future. Stay informed, stay engaged.

ATI READY TO STRIKE

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COMMUNICATIONS CHAIR A message from your

Communications Chairman Captain Karl Kuga

he date is Aug. 21, 2018, my first day at ATI. There I was, a retired Marine pilot, getting ready to fly the 767 and I could not think of a better place to be than this airline. As I settled in as a first officer, I realized my choice was spot on and looked forward to making ATI my “forever” job into retirement. Schedules fit well into balancing my family life with our mission to support Amazon Air and the U.S. military. Morale was high across our cadre of pilots and growth seemed endless as pilots across many walks of aviation came gushing through the doors to partake in the incredible “ATI culture.” This era now seems to be a distant past as we have shifted to one of fatiguing schedules with constant day/night transitions, shorter layovers, fear of being junior-manned at the end of two-week trips, and massive pay discrepancies. Those same pilots who came to be part of ATI are now on their way out! Over the past three years, we have endured the most significant pandemic of the past century and an economy that produced massive growth in cargo operations as e-commerce and our largest customer, Amazon, saw demand skyrocket. As legacy passenger carriers were on significantly reduced schedules while still getting paid, ATI pilots were keeping the economy rolling by delivering product in challenging pandemic conditions. We did not bat an eye and flew our lines as we knew it was for the overall good of not just our company, but of our nation as a whole. It is beyond time that the senior leaders of both ATI and ATSG recognize and justly compensate the commitment of our pilot group and the massive sacrifices we make each day, facing challenging schedules and ever-changing external obstacles. We have seen numerous airlines resolve their labor negotiations recently by working together for the common good of both parties. Sadly, this is not the case for ATI and ATSG, as our management does not appear interested in sharing the massive profits made year after year and cannot come to the negotiating table with realistic proposals. As a result, we watch as our seasoned and experienced pilots choose other airlines that value their pilots with better compensation and retirement packages, flexible schedules, and, most importantly, respect for their professionalism. It is time to restore our company to the airline I appreciated when I was hired. While our senior management cannot seem to capitalize on making this a destination airline in partnership with our Amazon team, we see the value in what this airline can offer and will continue to fight for it. Management has proved incapable of recognizing the staffing issues that threaten our future, so we will spell it out for them and for their investors: a competitive contract is the only way to ensure we continue to be the largest, most successful Amazon carrier. We are all honored to be a part of Amazon Air operations and have done our part to grow our once small entity into the fastest-growing U.S. cargo airline. ATSG leadership can right this ship and get us back on course by retaining our experienced pilots, but they must provide us with what we have earned—a contract that reflects the value we bring to ATI. I took the position of MEC Communications chair to fight for our team, ensure our pilots receive regular updates, and to keep our spirit positive and focused. Together, we can reach our goal sooner rather than later with the results we all desire. I still truly believe in ATI and have made a commitment to reset this once great airline back to the satisfying place of the past. We will win this! 

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A message from your

MEC Chairman and Captain Representative By Captain Mike Sterling

oon, each one of us will have a decision to make that will affect our career trajectory, our livelihood, our future. A strike authorization vote tells management that we are serious about achieving a competitive contract. It is not a decision to take lightly, so we put together this magazine to give you the information you need to feel confident in your vote. I ask you to take the time to review it thoroughly and if you have a partner who depends on your career, read it with them. After all, despite our love of flying, I think most of us will agree that we do this job for our loved ones, for our families. It is my hope that after reading the information provided and asking any questions you have (you can always reach your MEC officers via DART or at ATIMECOfficers@alpa.org), you will vote YES on the strike authorization vote. Unity is our greatest strength and our greatest opportunity. Your unity and engagement are the most powerful tools we provide the Contract Negotiating Committee to leverage at the bargaining table because when we all speak together with one voice, we cannot be ignored. If we show up, together, with strong participation and a resounding yes vote on the strike authorization, we send an undeniable message to management: we are ready to go the distance, up to and including exercising our rights to self-help under the Railway Labor Act (RLA), to secure a contract that reflects the value we bring to Air Transport International. YOU HAVE EARNED THE CONTRACT BEING WITHHELD FROM YOU.

ATSG is profitable, and ATI pilots helped deliver those profits. Every passenger and package we safely fly and deliver with incredible reliability builds those profits. Every day we spend away from our families, the holidays and special events we miss, add up to a success that we do not share in. We deliver the superior reliability and service that has allowed ATI to grow into Amazon’s largest air carrier and a longtime important partner to U.S. Air Force Air Mobility Command, and we are instrumental in the success of ATSG.

Management’s failure to deliver a competitive contract has driven our highly experienced and hardworking pilots out the door at alarming rates. The resulting staffing imbalance has directly impacted our quality of life, leading to an increase in fatiguing schedules, lost days off, junior assignments, and missed time with family. Make no mistake: the Company’s lack of action to reach a ratifiable contract has harmed you, your career, and our reputation as the best in the business. Yes, we deserve better pay, retirement, and work rules, but we need a competitive contract to continue to produce the high-level product our partners have come to expect thanks to the hard work and commitment of our pilots year after year. I am proud to be an ATI pilot. I am proud to fly the Amazon brand, proud to fly for our military, and I have made ATI my career. I know many of you feel the same. You can be proud and still want change. You can be angry and still believe in your company. You can be optimistic and still fight to see that your optimism comes to fruition. Your Contract Negotiating Committee and MEC leadership are ATI pilots, too. We share in your pain and suffering and we, like you, take great pride in flying for Amazon Air and AMC and in the excellent performance we consistently deliver. We experience the same ATI as you and we are fighting for a better airline for all of us. We are not alone in the fight. We have the power of ALPA and the 75,000 pilots it represents behind us. We are supported by many experts in their respective fields, from negotiating strategists to economic analysts, and brilliant minds from legal, communications, strategic planning, media relations, event planning, creative, multimedia, and more. We go more in depth in the “Our Team” article, but I want to acknowledge the strength and value of having a team of experts behind us who are equally committed to bringing you a competitive, market-based contract. The contract you deserve. The way the Company is treating our pilots is disruptive, disrespectful, and unsustainable. We ask you to stand up and stand together for what you deserve. Vote YES! 

ATI READY TO STRIKE

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FEATURE

THREE YEARS OF ATI NEGOTIATIONS We’ve been in negotiations for nearly three-and-a-half years. In that time, we’ve seen record attrition, so most of you reading this were not here in June 2020 when bargaining began. In fact, only 41% of our pilots currently on property were here before negotiations began. In an industry that is always changing, this is not an acceptable timeline to wait for management to come to the table with a contract.

HOW MUCH CAN CHANGE IN

These are just a few of the major events sin COVID-19 pandemic lockdown 3/2020

President Joe Biden takes office 6/2021

First ATI bargaining session 6/2020

2020

ATI early openers 4/2020

ATI – Black ALPA – Blue WORLD – Green

All data is as of Oct. 30, 2023.

October 2023

2021

ATI amendable date 3/2021

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953 since 1,227 Days negotiations began

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Days since our contract amendable date

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negotiating 5 Mediated sessions at the bargaining table 16 Days with mediator Mike Tosi on property 402 Pilots on June 1, 2020 those still working for 258 Of ATI on Sept. 1, 2023

33 111 Days at the bargaining table Negotiating sessions before mediation

HAL pilots ratify contract 2/2023

THREE-AND-A-HALF YEARS?

nce our negotiations began.

FLE pilots ratify contract 12/2022 DAL pilots ratify contract 3/2023

MAG pilots ratify pay rates LOA 8/2022

ATI pilots and management request NMB mediation 3/2023

HAL announces Amazon agreement 10/2022

AAG wholly owneds ratify pay rates LOA 9/2021

HAL begins Amazon flying 9/2023

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UAL pilots ratify contract 9/2023

First ATI mediated bargaining session 6/2023 AJT pilots ratify contract PAG/BRS pilots ratify contract 6/2023

2023 WJA pilots ratif contract 5/2023

Last pay raise for ATI pilots 3/2022

CMA pilots ratify contract 4/2023 WSG pilots ratify contract 7/2023 SPA pilots ratify contract JBU pilots ratify contract 1/2023

AA pilots ratify contract 8/2023

EDV pilots ratify pay rate LOA 11/2022 ALA pilots ratify contract 11/2022 ATI presents first comprehensive economic proposal 8/2022

ATI READY TO STRIKE

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WHERE WE STAND

e are asking you to stand up for what you deserve, to tell management you are willing to strike for what you deserve. To make that commitment, it’s important that you understand how much is at stake. You need to know just how much less you are valued at ATI than your peers. Please review this piece in tandem with the Contract Comparison available on ati.alpa.org > Committees > Contract Negotiating > ATI Contract Comparison. While some information overlaps, both will help you gain a full picture of why we are asking you to say yes to a strike authorization vote.

YOUR PROFESSIONALISM IS VALUED LESS THAN . . . Pilots who also fly Boeing 767s:

Pilots who also fly cargo widebodies:

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YOU ARE GUARANTEED LESS

*FedEx min pay is three hours for layover trips; six hours for duty-period trips, trips that operate out of designated sort facilities, or duty period that neither originated at or terminated at base; and nine hours for final duty period deadheads to base

ATI READY TO STRIKE

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FEATURE

WHERE WE STAND Continued from page 9

YOU GET LESS TIME TO SPEND WITH YOUR LOVED ONES

Min Days Off UPS ATI AmeriJet Sun Country Omni ABX Atlas FedEx

11 days (28-day bid) 13 days (35-day bid) 28 days (56-day bid) 12 days (1 bid cycle) 24 days (2 bid cycles) 12 days 12 days 12 days (30-day period)—override 10 Days 13 days (31-day period)—override 11 Days 13 days (30-day bid) 14 days (31-day bid) 13 days (30-day bid) 14 days (31-day bid) 13 days (4-week bid) 16 days (5-week bid) 19 days (6-week bid)

Kalitta

14 days (30-day bid) 15 days (31-day bid)

Hawaiian

14 days (30-day bid) 15 days (31-day bid)

YOU RECEIVE LESS FOR RETIREMENT

Maximum total of non-elective direct contributions and max company match *Omni limits total to $10,000, UPS limits total to legal limits

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Where the Company Stands

n nearly three and a half years, the Company has made no meaningful movement on some of the most important factors in our contract. Where does the Company stand? • Unratifiable pay proposal

• Substandard retirement • No vacation proposal • Inability to procure technology

ATI FIRST VIRTUAL PICKET

• Attacking home basing—a nonnegotiable item 

ATI READY TO STRIKE

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COMMITTEES

A Message from Your CNC

NEGOTIATIONS: THEN VS. NOW By Captain Dave Burke Contract Negotiating Committee

ello, fellow ATI pilots and families. As the only member of our current Contract Negotiating Committee (CNC) who also served on the CNC for our 2018 pilot contract, I’d like to offer a little “then vs. now” perspective on how things have progressed and why this process is taking so long. Our 2018 contract took nearly five years of on-again/ off-again, extremely contentious negotiations. All three of the CNC members were captains who had been downgraded to first officers as a result of deep furloughs and a ragged fleet of 757 and 767 freighter aircraft. At one point, we had been reduced to fewer than 100 pilots, and we endured the demise of our corps of professional flight engineers as our last DC-8 aircraft were retired. We, as a group, felt defeated, with little hope for the future or for any growth of the airline. For the first time in our history, we faced a direct

threat of internal competition (known as “whipsaw”) against our sister airline, Airborne Express (ABX), under the tight fists of our shared parent company, ATSG. ATSG was born out of the 2007 purchase of ATI’s then parent company, Cargo Holdings International, which owned ATI and our then sister airline Capital Cargo (CCIA). ATI and CCIA merged in 2013. Other than our very successful operation serving the U.S. military carrying both passengers and cargo with four highly specialized 757 “Combi” aircraft, our freighter operation was dramatically reduced and was operating only a handful of 757/767 freighters for DHL. Unsurprisingly, we faced extreme pressure for a concessionary contract from the very beginning of negotiations in 2013 through and into 2017, when things began to turn around for us. Thankfully, we held our ground throughout those difficult years and came out as conditions improved for us with a ratifiable

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The incredible improvements gained in our 2018 pilot contract over our previous contract were achieved in large part through our dedicated service and continually excellent reliability throughout. We went from a concessionary stance to leading the way in negotiations in 2017. When Kalitta, another airline which we always regarded as a peer, ratified a new pilot contract with great improvements, our ability to demand our worth was set, even though we were in a very delicate position. Things could have easily turned sour for us as a pilot group, as we were relatively small and therefore replaceable. So, what’s the difference between 2018 and now? First of all, our current pilot contract has grown extremely stale, in that many other airlines (including airlines that ATI historically far exceeded in pilot pay, benefits, and quality of life) have leapfrogged us with new, industry-leading pilot contracts, setting the bar ever higher. Our parent company, ATSG, holds the purse strings and refuses to budge in providing the pilots of ATI with anything even remotely close to what we need to compete.

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What was the turning point? Amazon, plain and simple. Amazon, which tiptoed into the market beginning in 2016, needed a carrier that they could count on for their planned exponential growth. One of the other two carriers then flying for Amazon initiated an unannounced strike in 2016, and the other carrier attacked Amazon in an attempt to persuade them to pressure their management, leaving a bad taste in Amazon’s (and DHL’s) mouth. And they did not forget! By 2018, ATSG and Amazon had entered into a business contract that would support the costs and needs of our new pilot contract, and ATI enjoyed unprecedented growth over the next few years. Now, ATI is the largest carrier for Amazon. Our lift capacity and number of aircraft dedicated to the Amazon system rival their other carriers combined.

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contract in early 2018. We allowed for only two minor concessionary items (one of which has yet to be used by the Company!) and saw record-level percentage increases in our pay.

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“Our current pilot contract has grown extremely stale, in that many other airlines (including airlines that ATI historically far exceeded in pilot pay, benefits, and quality of life) have leapfrogged us with new, industry-leading pilot contracts, setting the bar ever higher.” Second, compared with 2018, our overall size imparts a great deal of influence in that our service to Amazon cannot be simply taken away from us without seriously disrupting the network. We do not want to see that happen, of course, but we have more than earned a contract that will attract pilots who want to come to ATI and stay, and to stem the record attrition we’ve endured for the past two years. We remain committed to securing a contract under which we can thrive. Third, Amazon has recently entered into a new business agreement with Hawaiian Airlines, with a plan that includes 10 Airbus aircraft initially and room for more down the road. The pay and benefits that Hawaiian pilots will enjoy as this new service begins in September far exceeds our current standing, and we cannot settle for a contract that does not rise in comparison. Many things have been agreed upon since negotiations began. One of the biggest improvements involves our very outdated scheduling practices. However, after all this time, we remain very far apart in the vital areas of compensation, vacation, retirement, and some elements of scheduling. ATSG has refused to work with us to bring on the deserved improvements of a new contract that respects our contributions and our capabilities. The strike authorization vote is an important step in demonstrating our resolve in kickstarting the currently stalled negotiations. It’s Prime Time for a new contract! 

ATI READY TO STRIKE

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FEATURE

A HISTORY OF LABOR ACTION IN AVIATION

rom the early days of aviation to today, airline workers have used strikes to advocate for better working conditions and compensation. These strikes helped shape not only the aviation industry, but also labor relations in industries far and wide. Here’s a look at a few of the historical strikes/strike votes that have shaped our industry:

1983: ALPA pilots at Continental Airlines stood up against Frank Lorenzo, who used the old bankruptcy code to abrogate the pilots’ contract and reduce wages by 50%, in a strike that lasted 716 days.

1985: United pilots stood unified against a management determined to crush ALPA and install a two-tier pay scale with a strike that lasted 29 days.

1989: 3,400 Eastern pilots put their careers on the line and walked out in a 1983 Continental strike, IAD

sympathy strike with the International Association of Machinists, standing their ground against Frank Lorenzo to fight pilot pushing, protect captain’s authority, maintain safety, and try to save their airline.

1997: A Presidential Emergency Board is used to cut short a pilot strike at American Airlines 12 minutes after it started.

1998: The pilots of Northwest Airlines, then the fourth-largest U.S. airline, went on

strike for 13 days to achieve a competitive contract that addressed pilots’ needs.

2010: ALPA’s Spirit Airlines pilots struck for five days in 2010 which resulted in a

new contract that included improvements in pay, benefits, and work rules that recognize and reward the pilots’ contributions to the company’s success.

2010 Spirit strike, DTW

2022: After three years of negotiations, 99% of ALPA’s Alaska pilots voted to

authorize a strike. Months later, they reached a three-year contract that boosted pay by up to 23%.

2022: American Airlines pilots, represented by the American Pilots Association, voted 99% in favor to authorize a strike. Two months later they reached a deal valued at $9.6 billion.

2023: ALPA’s WestJet and Swoop pilots reached a deal just hours prior to a legal 2022 Delta informational picketing, MSP

strike on a four-year agreement that included industry-leading pay increases, strong job-security protections, and major scheduling and quality-of-life improvements.

2023: Labor unrest between UPS and the Teamsters attracted national news coverage when, with just under a week before an official strike by the 340,000 workers, union negotiators announced a deal with management that raised the bar for pay, benefits, and working conditions across the package-delivery industry.

2023: After a 99% strike authorization vote, Delta Air Line pilots (also represented by ALPA) ratified a four-year, $7 billion deal.

2023: The United MEC authorized their chairman to call a strike vote, demonstrating 2023 United picketing, ORD

their commitment to a ratifiable contract. The parties came to a deal before the pilots needed to express their willingness to strike with an agreement that adds more than $10 billion to the value of the existing contract and raises pilot pay up to 40% over four years. October 2023

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RLA REFRESHER

ecause airlines, like railroads, have a tremendous impact on our economy and national security, our negotiations are governed by the Railway Labor Act (RLA). You can find in-depth articles on the RLA, NMB, and Section 6 process on ati.alpa.org > ATI Pilot Partners and more on how the RLA/NMB determines the timeline for a strike later in this magazine, so here we just want to focus on a brief refresher on the Section 6 process under the RLA.

The Section 6 negotiating process generally follows the steps below 1.

Direct Negotiations: Negotiating representatives from the union and the airline meet to discuss their proposals for changes to the contract. The law provides neither a minimum nor a maximum period of time for direct negotiations.

2. Status Quo: Both parties are in “status quo” until an agreement is reached or the parties are released to self-help, which means they may not engage in self-help—the union may not strike or engage in other job actions, and the Company may not unilaterally change the contractual rates of pay, rules, or working conditions. 3. Mediation: The RLA does not govern when mediation can be/must be requested, but once an application for mediation services has been filed, .the National Mediation Board (NMB) assumes jurisdiction and wields much control over the process. Like direct negotiations, the mediation phase has no statutory time limit; it continues as long as the NMB believes that the mediator can help the parties reach an agreement. 4. Arbitration: The mediation phase generally concludes when either the parties reach an agreement or the NMB proffers binding arbitration. If the NMB determines further mediation is not likely to produce an agreement, it may, at its sole discretion, declare an impasse and offer binding arbitration. Both parties must agree to accept the proffer. If so, the remaining open issues are submitted to arbitration to decide the terms of the new contract and the award is final and binding. 5. 30-Day Cooling-Off Period: Should either party reject the proffer of arbitration, the NMB releases the parties from mediation into a 30-day cooling-off period. During this time, the NMB may continue to offer its services and encourage both parties to meet. This is often referred to as “super mediation.” If no agreement is reached by the end of the 30-day period, both parties may engage in self-help, unless a Presidential Emergency Board (PEB) is created by the president of the United States. 6. Presidential Emergency Board (PEB) Upon receiving notification from the NMB that a labor dispute “threaten(s) substantially to interrupt interstate commerce to a degree such as to deprive any section of the country of essential transportation service,” the president of the United States may appoint a PEB. This board, typically made up of labor arbitrators, will hold hearings and make recommendations regarding open issues. The PEB has 30 days to investigate and render its report to the president. Each party may, but is not required to, accept recommendations of the PEB. If both parties do not accept the PEB recommendations or otherwise reach an agreement, the status quo must be maintained for another 30 days, after which the parties may engage in self-help. 7.

Self-Help: Only after the expiration of the cooling-off period, and in the absence of a PEB, may the parties engage in self-help under the RLA. Self-help involves either or both parties engaging in any number of permitted activities intended to bring economic pressure on the other party. While the RLA does not specify allowable actions under self-help, court decisions over the years have defined parameters. The union may engage in strikes and picketing, while the Company may lock out employees or unilaterally impose changes to pay and working conditions necessary to continue operations, including hiring replacements for striking workers.  ATI READY TO STRIKE

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STRIKE AUTHORIZATION VOTE: WHAT YOU NEED TO KNOW Strike Timeline June 2020 DIRECT NEGOTIATIONS The Company and the union engage in active bargaining. March 2023 MEDIATED NEGOTIATIONS The NMB determines the pace of negotiations and has the power to suspend them entirely. June 2023 Oct. 30, 2023 ATI STRIKE AUTHORIZATION VOTE Your MEC has chosen to hold a strike authorization vote for a two-week period ending Nov. 13. Please take the time to participate. NMB PROFFERS BINDING ARBITRATION Either both parties reach agreement or the NMB makes the decision that no progress will be made and proffers binding arbitration. Note: There is no specific timeline for the NMB to determine that the parties have reached impasse. PROFFER OF BINDING ARBITRATION ACCEPTED OR REJECTED If both parties agree to the binding arbitration it becomes final and binding. If either party rejects the binding agreement, both parties are released to a 30-day cooling-off period.

30 Days

EXPIRATION OF COOLING-OFF PERIOD AND STRIKE IF NO PEB If no agreement is reached by the end of the 30-day period, both parties may then engage in self-help, including a strike by the union, unless a Presidential Emergency Board (PEB) is created by the president of the United States.

30 Days

PEB CALLED If a PEB is created, it has 30 days to investigate and render a report with a recommended resolution to the dispute.

30 Days

PEB STATUS QUO If the parties do not reach an agreement after the PEB recommendations, the status quo must be maintained for another 30 days.

RELEASED TO SELF-HELP (STRIKE) IF PEB CALLED We can be released to strike 90 days after the NMB determines we are making no progress and proffers binding arbitration, assuming a deal is not reached at any of the previous steps.

or unionized pilots, “strike” is one of the strongest words in our vocabulary. It may evoke feelings of empowerment, unity, apprehension, strength, hope, anxiety, pride, gratefulness, or a combination of these. We do not take this significant step lightly. We know what a strike would mean to our pilots and their families, to our company and our customers, to our nation at large. We believe we are at an impasse with a management unwilling to acknowledge the liability our outdated contract is on our airline’s success, and it is time to take a strong stand to show our commitment to achieving a contract that will allow us to prosper. In March 2023, after nearly three years with no progress, we requested the National Mediation Board (NMB) step in to mediate our negotiations. This was a joint decision with the Company and we were hopeful it meant they were ready to get serious at the bargaining table. Unfortunately, management continues to drag their feet and make no meaningful efforts to reach a ratifiable agreement. We do not have any future bargaining sessions scheduled at this time, and we feel management has made clear they do not intend to reach an agreement with us . . . by saying just that in investor calls—ATSG does not intend to reach an agreement with labor in 2023 or perhaps even 2024. We presented an updated comprehensive economic package to the Company in September and have received no response. The last economic proposal the Company submitted was shocking in its denial of the current market for a professional pilot. We provide value to ATI and ATSG. We earn the performance bonuses they pocket. We earn accolades from our customers. We earn the business that brings in the profits. A strike authorization vote demonstrates that we are committed to achieving the competitive contract we have earned.

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that indicates a pilot group’s readiness to go on strike when legally permitted by the NMB and determined by your MEC. All nonprobationary pilots are eligible to vote in a strike authorization vote, and a successful strike authorization vote sends a powerful signal to ATI and ATSG of the willingness of our pilots to fight for an equitable contract.

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Q What is a strike authorization vote? A strike authorization vote is a significant step in A the Railway Labor Act (RLA) negotiating process

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determine when negotiations are no longer useful and to declare an impasse. A strike authorization vote is an important step in the negotiations process when negotiations fail to produce substantive results. No pilot wants to have to strike to force management to negotiate seriously. However, a strike authorization vote that shows overwhelming pilot unity communicates to the Company that we are serious about attaining our goals.

Q How do I participate in the strike authorization vote?

Q Why take this step now? When the strike authorization vote opens it A will authorization vote is authorization by A Athestrike be open for two weeks. All pilots eligible to membership to your MEC, empowering it to determine that a strike should be instituted when legally permitted, and when the MEC believes it is necessary to do so to help secure a new contract. This authorization vote demonstrates that we are willing to go the distance under the procedures of the RLA to achieve the competitive contract we have earned. An overwhelming showing of participation in a vote which results in an overwhelming affirmative vote to authorize a strike is a key tool of leverage to help your MEC obtain the contract you deserve.

Q Does a strike authorization vote mean that we are about to go on strike?

Under the RLA, a strike cannot occur until A No. after the conclusion of a release from the federal mediation process after the NMB determines there is an impasse, and then after the expiration of a subsequent 30-day cooling-off period. At the end of the “cooling off” period, the parties are released to pursue “self help.” Under the RLA, self-help for the labor side is a strike. The vote indicates the pilot group’s willingness to strike if needed, once permitted under the law.

Q How much time is there between a strike authorization vote and an actual strike?

vote (active and in good standing) will receive an e-mail from ALPA National with a personal link or you can visit alpa.org/votenet and log in with your ALPA credentials to cast your vote. If you have questions or technical difficulties, e-mail balloting@alpa.org. This ballot is NOT a vote to immediately engage in a strike, but rather to authorize your MEC to exercise all options under the Railway Labor Act (RLA), up to and including self-help, if and when it becomes necessary to do so.

Q What can I do to help? are many ways to support your Contract A There Negotiating Committee during negotiation: 1.

Wear your orange lanyard until your new lanyard and other items arrive

Read your union communications

Don’t let your questions go unanswered or feedback go unheard: talk to a P2P Committee member or your MEC

Participate in the strike authorization vote when the time comes

If you leave ATI, let us know why and where you’re going via DART or ATIMECOfficers@ alpa.org.

depends on the status of negotiations and the A ItNMB. The NMB operates with no set timeline to ATI READY TO STRIKE

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SEEKING A FAIR CONTRACT FOR A STRONG FUTU

hen you’re at a family gathering this holiday season and Aunt Betsy asks how your career is going or a neighbor says they saw an ad about the ATI pilot contract, what do you say? Here are our primary talking points that you can refer to when explaining why you are fighting for a competitive contract. You can learn more about each of these and read all our past press releases at atipilots.alpa.org.

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ATI Pilots Deliver ATI has earned the position as the largest Amazon carrier in the world by delivering superior reliability and service, which is provided by our pilots. We are instrumental in the success of the company, yet it is the executives who see bonuses while the pilots work under an outdated contract in a demanding environment while facing staffing challenges.

ATI Pilots Earned This Contract

ATSG Is Failing Amazon’s #1 Carrier

ATI is at the forefront of ATSG’s value, regularly earning the Company performance bonuses and averaging a 98% on-time rate. These achievements reflect our pilots’ commitment to delivering a quality product to our customers despite an overwhelming lack of support from management. In the firstquarter earnings call, ATSG CEO Rich Corrado praised ATI’s performance as “outstanding,” stating that ATSG has received numerous bonuses from customers for achieving performance benchmarks, padding their bottom line.

We want ATI to succeed and remain a strong partner for Amazon, but every day without a competitive contract is another day the best and brightest aviators go elsewhere. Three years is too long to negotiate a contract without reaching agreement. The Company is suffering, and we need to reach an agreement that allows us to attract and retain the pilots our carrier needs to support its customers—including Amazon. We are concerned that we will not be able to keep up this superior performance as attrition numbers continue to rise. We want to deliver for Amazon and need our airline to deliver for us. The contract improvements we are looking for will allow our airline to remain successful and competitive.

Record Profits, Record Attrition

ATI Pilots Love Flying for Amazon

In the three and a half years we’ve been in negotiations and working under an outdated contract, ATSG has earned record profits. Yet management’s failure to deliver a competitive contract has driven our highly experienced and hardworking pilots out the door at alarming rates. 31% of pilots have left so far this year, on top of the 25% who left last year. Many of these pilots intended to spend their careers at ATI, but left for airlines offering better compensation and quality of life. ATI needs to be a career destination once again.

Our pilots love Amazon. We are proud to wear Amazon colors and deliver Amazon packages across the country and across the world. Our pilots are dedicated to the Amazon brand and make every effort—often despite hindrance from the Company—to achieve and exceed our performance metrics. No one is committed to the success of ATI more than we are, but if we want to achieve our common goal of remaining the world’s largest Amazon carrier, we need a contract that reflects the pilots’ contributions and commitment to this carrier

ATI Pilots Are Concerned for Our Future ATI pilots are disappointed and frustrated at the lack of progress from management at the negotiating table. Further, we are concerned about the impact the staffing issues will have on our customers. We have clear polling data from our pilots and know what it will take to ratify a deal from our management. We expect them to show up for us and for the company we’re investing our futures in.

ATI READY TO STRIKE

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OUR TEAM

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ANS ORT n the Skypointer comms, we share who was “at the table” for each TR side,IN but there are a lot more hands helping us behind the scenes. We are not alone in this; the entire might of ALPA is fighting for us. Here’s a little introduction to our team:

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ATI Pilots Before talking about anyone involved with the dayto-day negotiations, we first have to acknowledge that as a bottom-up organization our pilots run the show. All direction for negotiating priorities comes from the pilot group via polling, surveys, direct feedback, and pilot subject-matter experts (SMEs).

MEC/LEC 190 ATI is a single-council pilot group, so our LEC is also our MEC. The LEC/MEC takes the pilot feedback and provides direction to the CNC on negotiating proposals. Our current MEC/LEC is: • Captain Mike Sterling, chair/captain rep

Contract Negotiating Committee Our Contract Negotiating Committee (CNC) is composed of ATI pilots who volunteer their time to bargain with the Company on behalf of the entire pilot group. Our current CNC is:

• First Officer Brody Ludke-Hughes, vice chair/first officer rep • Captain Solomon Kirkpatrick, secretary-treasurer

• Captain Solomon Kirkpatrick, chair

ATI-Dedicated Staff

• Captain Mike Sterling, lead negotiator • Captain Dave Burke, member • First Officer Brody Ludke-Hughes, member

ALPA membership means we have a dedicated team of staff experts who support everything we do as an MEC. These staff are also highly involved in negotiations strategy and support: • Matt Huntsman, labor relations counsel • Courtney Garmhaus, communications strategist

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ALPA National Support Finally, not even all the experts listed above could do this alone. It takes dozens of people working on the back end to produce the knowledge, campaigns, projects, and products that will help us achieve a contract (and conduct daily business). Here are just a few of the departments, teams, and people who have helped us: • National Strategic Preparedness & Strike Committee (pilot volunteers from various airlines) • MECs, SPSCs, and individual pilots from many member airlines • Captain Ronan O’Donoghue (ALA), Captain David Campbell (ALA), and Captain Reed Donoghue (DAL), ATI “Go-Team”

ATI Negotiations Staff

• Marcus Migliore and Tom Ciantra, legal

In addition to the year-round staff dedicated to ATI whether we’re in bargaining or not, we have additional staff support during Section 6 negotiations: • Anna LeBovidge, assistant director, Representation • Jeanette Duvall, senior economics analyst • Anya Piazza, strategic planning and training specialist • Nina Ing, communications specialist • Captain Wes Clapper, Strike Oversight Board

• Corey Kuhn and Dan Bristol, media relations • Sarah McCann and Sam Ahn, digital ads/ social media • Katy Adams, Doug Baj, Jen Lofquist, and Nadege Harrison, pilot group support • Richard Bowers and Carl Peoples, purchasing • Eric Davis and Eric Snow, multimedia • Laela Suddoo and the entire creative team • Paul Karg and the entire economic and financial analysis team • Chris Stergalas and the entire digital strategy team • Sharon Bhagwandin and the entire content strategy team • Meghan Seeberger and the entire event planning team • Jennifer Crichton and the entire finance team • Membership, IT, Retirement & Insurance, Safety, and other national SMEs

ATI READY TO STRIKE

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FAMILY CORNER If you love an ATI pilot, this contract matters to you. This contract will affect your pilot’s livelihood, career trajectory, retirement security, and more. ATI pilot spouses, partners, and loved ones share why it matters to them.

s the spouse of a Marine, I was used to the time apart, the exhausting schedules, and the challenging work environment my spouse endured. When he retired from the Marines and joined ATI in 2018, I thought those sacrifices were over. I looked forward to benefits and work rules that would improve his life and increase his time at home. However, five years later, our family is facing the same challenges.

ATI and ATSG management seem to ignore that the families of their pilots are also struggling under this outdated pilot contract. When our pilots come home so exhausted it takes them two days to refresh and engage with their family, we must pick up the slack. When they need additional rest in an outbase due to fatiguing schedules, we must keep our families on schedule and our homes running. When our pilots agonize over whether to stay or start over at another airline, we must listen, encourage, and offer advice. In short, we are stakeholders in this fight. It is time for us to unite, as our pilot group has done. We can help by keeping abreast of all the communications and information from the union and by staying vigilant alongside our pilots as they fight to make ATI the family-oriented airline it once was. I created a private Facebook group for spouses/partners of ATI pilots to have a forum to learn more, ask questions, express concerns, and generally unite, even if only virtually, to support each other and our spouses. Please join the private group, Facebook.com/Groups/ ATIPilotPartners. For verification, we’ll ask for your pilot’s legal name (as listed on the seniority list). My husband is my world and I will do what it takes to support him, his career, our life, and our future. I know I’m not alone in this sentiment, so I ask all spouses, partners, and significant others to get involved and support our pilots who are dedicated to the Amazon and military flight mission. Hopefully, ATI and ATSG management will follow suit and recognize and reward them for their unwavering commitment to this company. —Mary Kuga

hen my husband first explained the two-week-on, two-week-off ATI schedule to me, we decided to try it for one year. We found that despite the missed holidays and special events, it worked for us. As promised, we had the conversation at the one-year mark, but we both already knew he’d stay at ATI. Josh loved the culture and the uninterrupted two weeks at home. We’ve now invested seven years into ATI because we believed their commitment to the pilots would stay consistent. Our family has made a lot of sacrifices to support the pilot lifestyle, and now with sky-high attrition and a contract that is three years overdue, I find myself wondering if we should have been more open to starting over with a larger, more stable carrier that genuinely values their pilots.

—Kelsea H. October 2023

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Learn more ab the n egotia out ting proces s, kee p up w key co it mms, and m h at at ore i.alpa. org > Pilot P ATI artne rs.

’m an FO at Atlas and my wife, Amy, is an FO at ATI. We both flew for passenger airlines previously but moved to cargo to achieve our dream of making Montana our home. Amy applied at ATI because the schedule would allow her to only have to commute once per month. We both thought ATI would be her last airline, but now she is considering leaving due to the Company’s lack of commitment to negotiating a fair and equitable contract and the erosion of quality of life due to tough day/night transitions and 13-hour duty days. It is disheartening to see her work so hard and to listen to her talk about all of you and the hard work being done to keep ATI flying, and a desired place to work, only to get the cold shoulder from management.

—Brian B.

y husband joined ATI seven years ago and was excited about the opportunities. He has put in so much effort into helping grow ATI, but as time passes it appears that ATI isn’t returning the favor. With inflation rising, record attrition, and no contract in sight, he is spending more time away from our five- and one-yearold boys, and we have to contemplate if ATI is the right choice for our family. —Francette P.

e have made tremendous sacrifices to make my husband’s career possible. I want to feel confident he will return home to me alive because his company values safety. I want him to be adequately compensated because he works hard. I want him to be respected because he is respectable. At ATI, I see a company that prioritizes profits over people and shareholders over stability. This career is not something everyone can do, and the soft-handed executives at ATI would become cognizant of this if they made any attempt to become pilots themselves.

—Annika P. ATI READY TO STRIKE

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IT’S YOUR UNION, YOUR VOICE Captain Cain “Dan” Grimes ATI Strategic Preparedness & Strike Committee Chair Fellow crewmembers, I’m Dan Grimes, chair of the now-renamed Strategic Preparedness & Strike Committee (SPSC). The SPSC is a very mobile committee comprised of myself, Drew Patterson, Garret Fontaine, David Ayala, and Thomas McRae. We are very active in this phase of our negotiations, so I want to share an overview of what the SPSC does: •

Support the strategic goals of our MEC

•

Help to build an internal organizational structure to promote and leverage pilot unity

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Act in an advisory capacity by helping the MEC organize, train, and equip our committees to ensure our pilot group is prepared to implement a strike, if necessary

•

Assist in the development, planning, and coordination of actions, as directed by the MEC

In the coming weeks, you will see our work in action. Our goal is to use our union’s one voice to tell management that this pilot group is committed to fighting for a competitive contract. Remember, it’s not the union, it’s our union. We are all members of our MEC and of ALPA National. We are strongest when we stand together with our ATI MEC brothers and sisters, with our fellow union members from all the other ALPA airlines standing with us. You may have seen some of this already, and you’re going to see more as they’re currently ramping up assistance to complete our strategic plans. Let’s continue to strengthen our union and speak loudly as one. Please do not sit and wonder or speculate as to what’s going on with your union. Read your union comms. Contact the committees with your questions and ideas. Join a committee. Be part of the solution.

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BE “IN THE KNOW” WITH P2P

ilot-to-Pilot, or P2P, volunteers are your reliable source of information from ALPA, but also your channel to MEC leadership. The goal of P2P is to enhance communication and understanding through two-way dialogue: pilots can talk directly to P2P volunteers about their concerns or questions, and P2P volunteers share information and facts with the pilot group.

TSP ETE IS OS A ITLA

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If you ever hear something you’re unsure about, want more information on recent union/ company news, or have questions/concerns you’d like addressed, contact P2P. P2P volunteers are empowered to get you the answers you need. 

PILOT PEER SUPPORT IS HERE FOR YOU

rofessional aviation is a unique career in that we spend a great deal of our time on the road away from our loved ones. We are not only conducting intricate flight operations, but also working to maintain and support our relationships back at home. The added tension of contract negotiations takes a toll on our pilots and those around them. It is important to include our families in these conversations and make sure the support system goes both ways. Our families and our wellbeing come before everything else. We are working toward a better situation for us all, but it’s a hard road and we must be mindful of our mental health throughout this process. To perform our duties safely and effectively, we must make sure that we are being taken care of and recognize the onset of anxiety or depression. Pilot Peer Support is a network of pilot volunteers specially trained to assist our crewmembers through personal hardships including stress, financial problems, substance abuse, family or relationship

issues, or any other work and personal situations. PPS is available 24/7 to listen and offer confidential, nonjudgmental support to our members. Call the ALPA National PPS Hotline, 309-PPS-ALPA (309-7772572), at any time to have a conversation. You can also send a DART or e-mail to ATIPilotPeerSupport@ alpa.org with your contact information to request a call back. Our volunteers offer empathy and support to fellow pilots dealing with life’s stresses, and access other appropriate sources when necessary. This support structure is a nonpunitive asset that can help line pilots in times of need. Confidentiality is the most important element of PPS, and it facilitates the proper avenues to seek help. Please reach out if you find yourself or a crewmember in need of assistance. ATI Pilot Peer Support Team, Captain Josh Hoy, Captain Garren Forth, and Captain William Huff

ATI READY TO STRIKE

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FEATURE

YOU ARE YOUR UNION KEEP INFORMED. STAY ENGAGED.

s professional pilots, we have a lot of responsibility. We are responsible for operating safely. For knowing our own limits. For learning new procedures. For leading our fellow crewmembers in an emergency situation. For the safety of our cargo and the lives of the passengers and crews on every flight. As union members, we also have a lot of responsibility. We are responsible for electing representatives who we feel truly represent our priorities. For voting on a contract. For participating when asked. For knowing what is going on in our union. For stepping up when we see an area that needs change or support.

The MEC and the Contract Negotiating Committee take direction from you. Make sure your voice is heard. Participate in elections. If you’re willing to step up to an open leadership position, please run. If not, vote for the candidate you feel best represents you.

We ask all pilots to participate in their union by: •

Familiarizing yourself with the contract

•

Reading our communications

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Following our social media accounts

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Taking part in polls and surveys

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Joining all-pilot calls

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Wearing the union gear issued to you

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Supporting our efforts

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Attending Pilot Unity Building events

•

Utilizing the Data Action Report (DART) system to get answers

Ask questions. Talk to your P2P representatives or mentor and ask them the questions you have, or use DART to contact your MEC. Join in-person events when you’re able. Vote. Most importantly, it is your right and your responsibility to vote. The strength of a union is the collective power of many voices, so if you don’t share yours you weaken us all.

Keep Up with Union News

Participate When You Have the Opportunity

Stay in the Know

Use your voice. Contribute to polls and surveys to ensure your priorities are represented. Talk to your reps and provide feedback through DART and the other channels available.

It is incredibly important that you read the publications your union produces. Our Communications Committee, and all the committees who produce content, work hard to bring you relevant, important publications. If you’re not receiving our comms, there are a typically a handful of reasons: Spam Folder: It’s getting caught in spam. Check your spam e-mail settings. New E-mail Address: You changed your e-mail address and haven’t updated your ALPA profile. We highly recommend logging into your ALPA account at least once a year to make sure that your information is up to date. ALPA E-mail: When a member accepts an ALPA volunteer or elected position, they will be assigned an @ alpa.org e-mail address, which automatically becomes their primary address for ALPA communications. Unsubscribed: You may have unsubscribed to our e-mails, even by accident. Visit alpa.org/delivery to resubscribe. “MEC_Fastread_Communications” will get you all the ATI MEC publications. IT Issue: If you’ve tried everything else, it may be a technical issue. In that case, e-mail ITHelpDesk@

alpa.org.

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How Can I Get Involved? The success of our union relies heavily on pilot volunteers. We currently have 16 standing committees and four subcommittees, all of which are accepting volunteers. To read more on each committee’s role, visit ati.alpa.org > Committees. You will also find contact information if you have any questions. To become a volunteer, sign up via the “volunteer” tab.

Are You Following Us?

Public Facebook Page: Facebook. com/ATIPilots Private Pilot Facebook Group: Air Transport Int’l MEC Group (must be verified) Private Pilot Partners Facebook Group: ATI Pilot Partners (must be verified)

Twitter/X: twitter.com/AtiPilots

LinkedIn: linkedin.com/ company/89757841

We do not recommend using your company e-mail address for ALPA correspondence, both for your protection and because it doesn’t always “play well” with our e-mail distribution system. ATI READY TO STRIKE

AIR LINE PILOTS ASSOCIATION, INT’L 7950 Jones Branch Drive, Suite 400S McLean, VA 22102

This Is Your Union. Stay Engaged. Stay Informed.