SkyWest Pilots — F.A.Q.
Straightforward answers about ALPA representation under the Railway Labor Act (RLA) and the contract topics pilots care about most.
1) ALPA Basics & Representation
The Air Line Pilots Association, Int’l (ALPA) provides professional support in negotiations, legal, safety, training, economic analysis, and communications. SkyWest pilots elect SkyWest pilot representatives and form a SkyWest Master Executive Council (MEC). That MEC sets priorities and leads negotiations — decisions remain with SkyWest pilots.
Policy can change unilaterally. A collective-bargaining agreement (CBA) is enforceable under the RLA and includes a grievance/arbitration process if terms are violated. That accountability creates predictability for scheduling, pay, and quality of life.
No. Each ALPA carrier’s MEC operates independently. National ALPA provides resources; the SkyWest MEC decides SkyWest goals and what to pursue at the table.
Yes. Any tentative agreement (TA) reached by our Negotiating Committee must be ratified by a majority of SkyWest pilots before it takes effect.
2) The Issues Pilots Ask About Most (Policy Today vs. Contract Language)
- Vacation program is company-administered under SP 3011, including Company Derivation of Vacation Slot Ability, bidding windows, cancellations, and posting/open bidding for unfilled periods.
- Conflicts with training/equipment/status are handled per SP 3011 (e.g., training conflicts & rollbacks).
- Accrual/pay treatment is defined, but slot minimums and blackout rules are not fixed by a negotiated contract.
- Lock in slot minimums by period/base/seat and publish award rules (rounds, tie-breaks, roll-downs).
- Set uniform carryover/rollback standards; cap cancellations; require timely posting of unfilled slots.
- Make violations grievable with arbitration remedies (restoration, make-whole pay, and penalties).
- Company may reflow/reassign a pairing mid-trip to meet operational needs (e.g., specific cases explicitly referenced — reflow or reassign within the original pairing footprint during passport renewal).
- Pay protection exists in certain reflow/reassignment scenarios; hotels/rest triggers addressed in policy sections.
- Broader mid-trip changes, displacement, SIPs, and pairing extension mechanics are outlined in Scheduling (SP 3017).
- Define when reflows are permitted, order of use (volunteers vs. inverse seniority), and notice standards.
- Protect trip guarantee/rigs after changes; set minimum credit or premium if footprint is materially altered.
- Require hotel/transportation triggers and codify return-to-original-pairing priority where practicable.
- MDG = 4:12 per duty day (except split-duty overnights).
- Duty guarantee = 1:2 up to 12 hours, with premium pay beyond 12; TAFB guarantee = 1:4.
- Long sits (e.g., 3+ hrs) aren’t a standalone trigger; coverage comes via duty/TAFB math unless specified.
- Increase MDG and add explicit duty or trip rigs (e.g., 1:2 duty; 1:3.5 TAFB; 1:4.2 trip) as minimums.
- Add a standalone credit for long sits (e.g., >3 hrs in duty) or a sit-to-credit converter.
- Freeze guarantee after reassignment/IRROPS and set “no-worse-than” rules for modifications.
- Defined as assignments onto scheduled days off; required use is in reverse seniority; counts as overtime.
- Overtime rate = 1.5× hourly rate when junior-manned by the Company.
- Impose hard monthly/annual caps and “last resort” call order.
- Raise pay (e.g., 2.0×) and protect guaranteed days off with pay and replacement days.
- Make misuse grievable with make-whole and penalty pay.
- Jumpseat access & procedures are covered in a dedicated section; a formal commuter-protection clause is not codified like at some union carriers.
- Create a protected commuter policy: defined listings/backup attempts, documented disruptions, and no discipline when complied with.
- Standardize reassignment/pay after protected misses; add hotel/transport triggers as needed.
- Reserve types and mechanics include RAP (short-call reserve availability periods), LCR (report no earlier than 12 hours after notification), and Ready Reserve.
- Monthly guarantee 75:36 with specific “breaking guarantee” reconciliation rules; PCL (proffering credit limit) table controls awards of open time to reserves.
- Minimum days off and daily net/min reserve staffing values are published in Scheduling/Reserve sections.
- Set tighter RAP windows and callout time; define assignment order and limit short-call/ready-reserve usage.
- Protect the guarantee more aggressively (no mid-month “breaks” for certain events; better crediting on airport standby).
- Increase published minimum days off; restrict late releases into days off; add pay premiums for late assignments.
- DMA program (e.g., ASE, EGE) is defined in policy with qualification/currency standards.
- Separate pay/guarantee elements exist for DMA pilots, plus +1.0 hr credit per scheduled DMA landing under listed conditions.
- Codify selection/retention/expiration rules, training/proficiency cadence, and bid protections for DMA lines.
- Enhance premiums for DMA segments and IRROPS protections when displaced from DMA flying.
- Dedicated section covers pay, mode of transportation, DH to/from assignments; DH counts as duty time.
- Set minimum seat standard and hard credit (block or fixed), cap reroutes, and limit duty impact of long DHs.
- Spell out hotel/transport and IRROPS handling with pay protection when plans change.
- Expenses policy provides per diem and lodging; no dedicated meal-trigger language (e.g., for long legs/sits) is codified.
- Add meal/stipend triggers by duty length, leg length (e.g., >3 hrs / ~1,200 mi), or when sits aren’t long enough to obtain food.
- Provide remedies (stipend, delay relief) when triggers aren’t met.
3) How Representation Works (RLA / NMB)
Airline representation is governed by the Railway Labor Act and administered by the National Mediation Board. When a majority of eligible pilots sign valid authorization (paper or electronic), the NMB can authorize an election. If ALPA wins, it is certified as the exclusive representative of SkyWest pilots.
SkyWest pilots form a SkyWest MEC, elect officers and committee chairs, set bargaining priorities, and begin negotiations. ALPA supports with professional negotiators, legal, economic, safety, training, and communications teams.
Timelines vary with scope, leverage, company posture, and unity. Many first contracts are measured in months to a couple of years. The focus is a quality, enforceable agreement that fits SkyWest operations.
4) Privacy, Dues & Common Questions
Yes. Authorization cards and interest information are handled through secure channels for NMB purposes. Employers do not receive a list of signers from the union or the NMB.
Dues apply after certification and when you choose to become a member. Typical ALPA dues are about 1.9% of applicable earnings. There are no back-dues for the organizing period. Voting on a tentative agreement is separate from dues status.
No automatic changes. Certification creates the legal right to bargain. Improvements are made through negotiations and then enforced via the grievance/arbitration process in the contract.
Use the site’s secure contact form. A pilot representative will respond and connect you with resources as needed.