Discipline may result from violating Company policies, FAA regulations, or provisions of the CBA. Examples include safety violations, misconduct, policy breaches, or other serious incidents.
In very serious cases (for example, violations of FAA drug/alcohol rules), the Company may impose immediate removal from duty.

No. The CBA places limits on how long certain disciplinary records can be used:

• Safety-related discipline generally expires after 5 years.
• Customer-complaint-related discipline typically expires after 12 months, unless there is a similar issue within that period.

Older, expired discipline cannot be used as the basis for new discipline.

Yes. If you are called to any meeting that may result in discipline, you have the right to have a union representative or steward present.
You must be told what the meeting is about, and you must be given a reasonable time to arrange for representation.

This is a negotiated right in the CBA; it does not automatically exist under the RLA, so always use it.

• Immediately ask if the meeting could result in discipline.
• If yes, request a union representative before the meeting begins.
• Do not make statements or answer questions until your representative is present.
• If management refuses to delay the meeting, attend, but repeat your request for representation and avoid making detailed statements.

The Company may place a pilot on paid administrative leave while investigating an issue. After this, they must tell you in writing what the allegations are and what steps will follow.

If you are suspended without pay or terminated, you have the right to challenge the decision through the grievance process.

Yes. The CBA provides a structured grievance procedure for contesting discipline or discharge.
This includes multiple steps, deadlines, and opportunities to present your case.
If the grievance is not resolved, the case may move to the System Board of Adjustment, which functions as binding arbitration.

The Board can overturn discipline, reinstate a pilot, and award back pay if appropriate.

Yes. If the System Board finds that the Company lacked just cause or violated the CBA, it may order full reinstatement, correct your employment record, and restore lost pay or benefits.

You should always try to delay the meeting until your representative arrives, but if management insists you attend, you must go, while repeating your request for representation.
Your representative can address any procedural problems later in the grievance process.

Yes. The grievance procedure includes strict timelines. Missing a deadline can jeopardize your case, so contact your union representative immediately if you receive discipline, a suspension, or a termination notice.

• Your Local 109 Steward or Representative
• The Trustee or officers of Local 109
• Any union-designated grievance representative under the CBA

Do not delay; early involvement is critical.

• You cannot be disciplined or terminated without just cause.
• You have the right to union representation during any meeting that may result in discipline.
• The Company must follow progressive discipline, except in severe cases.
• You have a strong, structured grievance and arbitration system for challenging Company actions.
• Old discipline eventually expires and cannot be used against you.
• You can be reinstated if the Company’s actions violated the CBA or lacked just cause.
• Quick reporting to your union is essential because deadlines matter.