Rights of Union Members

As your designated bargaining representative, Local 109 is obligated to represent all pilots fairly, in good faith, and without discrimination in all matters related to the CBA and the RLA.
This includes bargaining, grievances, workplace disputes, and representational rights.

The RLA permits agency shop provisions, and the CBA includes one: (Article 3.1–3.3, 3.10)

• Pilots must become members or agency fee payers within 60 days of hire.
• No pilot can be pressured to join or not join the union.
• Beck objector rights must be provided to all pilots.

The RLA does not automatically grant NLRA-style Weingarten rights, but Local 109 has negotiated those protections into the contract. (Article 9.2 & 9.3)

Pilots have the right to union representation:

• During investigatory meetings where discipline may result.
• When asked for statements regarding incidents that could lead to discipline.
• When called into a meeting where disciplinary action could be taken.
• Representation may be in person or virtual.

The Company must:

• Inform pilots of the reasons for the meeting.
• Allow reasonable time (up to 48 hours) for a representative to attend.
• At the conclusion of the investigatory meeting, the Pilot will be notified in writing of the next steps and expected timeline for the investigation.

Under the RLA, discipline cannot be arbitrary, and the CBA strengthens this through explicit due-process protections: (Article 9)

• Discipline and discharge must be for just cause.
• The Company must use progressive discipline, except for serious misconduct.
• Pilots may grieve discipline or discharge through the grievance and System Board procedures.
• Pilots removed from duty must receive written notice of the reasons.
• Paid administrative leave may be used only under defined rules.

Certain disciplinary records have built-in expiration limits:

• Safety-related discipline older than 5 years cannot be used.
• Customer-complaint discipline older than 12 months cannot be used unless repeated.

Your CBA provides a detailed, multi-step grievance process for any dispute over the interpretation or application of the agreement: (Article 6)

• Step 1: Attempt resolution with supervisor (10-day timelines).
• Step 2–4: Written grievances, formal responses, and escalation.
• Strict time limits protect your right to timely resolution.

If a pilot is exonerated: (Article 6.8)

• All references must be removed from their record.
• The pilot must be made whole.

The RLA requires that contract disputes in the airline industry be resolved through a System Board of Adjustment, not the courts (except in rare circumstances).

Local 109’s CBA includes a binding four-member System Board with neutral arbitration if the members deadlock. (Article 7)

• Jurisdiction includes pay, rules, working conditions, discipline, and discharge.
• Decisions are final and binding.
• No arbitrator may modify the contract.

The RLA significantly limits strikes; the CBA defines and restricts job actions: (Article 8)

• Pilots cannot strike, slow down, sick-out, or conduct work stoppages during the contract term.
• The Company cannot lock out pilots.
• Limited protections exist for refusing to cross picket lines if safety is at risk.

Seniority is a core RLA principle. Your CBA establishes: (Article 11–13)

• Company and bidding seniority definitions
• Seniority-based layoffs, furloughs, and recalls
• Transition Status protections for displaced pilots
• No new hires until all qualified furloughed pilots are recalled

These protections ensure fair and predictable treatment during workforce changes.

Union Representatives and Stewards have defined rights to conduct union business: (Article 10)

• Investigating grievances
• Meeting with pilots on duty time when reasonable
• Presenting grievances to management

Under RLA Section 6 (as applied through the CBA and federal law):

• Wages, rules, and working conditions remain in status quo during bargaining.
• Neither side may impose changes without exhausting the RLA mediation process.

This ensures stability and prevents unilateral changes by the employer.