Bargaining Updates

Bargaining Report 2/28

Your Union Bargaining Committee met with the Company and Federal Mediator on February 24-25, 2026.

The Company opened bargaining with a firm statement regarding our wage proposal. They believe the wages the Union is proposing would cause Piedmont to become “non-competitive” with third-party ground handling companies. They provided competitor wage data from the following companies.

  • Unifi
  • ABM
  • G2 Secure Staff
  • Prospect Airport Services

They cited airports including CLT, DCA, DFW, PHI and SAT.

Many of the competitor postings reflected the following wage rates:

  • Ramp Agents: $10.50 – $18.54
  • Baggage Handlers: As low as $10.89
  • Passenger Assist Agents: $10.50 – $22.04
  • Ramp Supervisors: $19.50 – $21.00

Some of these postings showed wide pay ranges (for example $12.00 – $28.25) that did not identify which airport or the experience level that was required. Others listed no wage information at all.

In short, they are comparing unionized airline employees to outsourced vendors with inconsistent pay structures, lower entry rates, and limited transparency.

The Company’s message was clear:

If we continue pushing for the wage increases proposed, they claim it could result in:

  • Outsourcing
  • Loss of stations

Your committee strongly pushed back. Airline station decisions are not made off a single hourly rate. They involve safety, reliability, performance metrics, operational control, brand protection and long-term stability. A race to the bottom in wages does not create a competitive airline — it creates turnover, additional training costs and operational risk.

The Company also took a hard stand on part-time benefits. They stated they cannot afford to provide part-time agents with additional benefits beyond what currently exists. They further claimed:

  • There is an “extensive waiting list” of employees requesting to downgrade to part-time.
  • Many part-time employees are not seeking insurance or increased vacation.
  • In their view, part-time employees are primarily here for flight benefits.

Your committee strongly disagrees with this characterization. For the company to mischaracterize the reason our part time employees work at Piedmont is for flight benefits dismisses their hard work and contributions and reduces their level of dedication and commitment! To claim they are here to “just here to fly free” dismisses the reality of the work being performed daily. Part-time employees perform the same operational work:

  • Lifting bags
  • Marshaling aircraft
  • Assisting passengers
  • Working in all weather conditions

It became very clear during these two days at our negotiating sessions that the economic gap remains wide. Your Bargaining Committee had very serious and difficult strategic discussions regarding:

  • What proposals are absolute priorities
  • What can be adjusted strategically
  • How to narrow the gap without sacrificing core protections
  • How to secure real economic movement while protecting job security

These are calculated decisions; not emotional ones. We are balancing:

  • Wage growth
  • Job stability
  • Protection from outsourcing
  • Long-term contract strength
  • Realistic movement at the table

As we shared in our last update, the Federal Mediator has clearly stated that progress requires movement from both parties. The Union and the Company are over $100 million dollars apart.

To generate that movement — and to test the Company’s seriousness about reaching an agreement — your Bargaining Committee worked diligently during these sessions to adjust our Compensation proposal. These adjustments were not made lightly because every adjustment impacts:

  • Your current paycheck
  • Future step progression
  • Longevity earnings
  • The overall economic value of this contract

The Committee carefully evaluated where flexibility could exist without undermining our core objective which is securing meaningful wage growth and protecting long-term earning potential. We tried to narrow the gap and demonstrate good faith in mediation. Now we will see whether the Company is prepared to respond with meaningful movement of their own. Progress requires both sides to engage seriously. We have shown we are willing to do that by adjusting our proposals by almost $30 million dollars. We understand that progress in mediation requires movement — but movement must be responsible and strategic and ultimately movement will NOT be one sided. We remain committed to securing a contract that protects your jobs and improves your future.

Unfortunately, the Mediator did NOT give us new bargaining dates which was EXTREMELY disappointing, especially after the hard work that was DEMONSTRATED BY CWA. He said he had no availability until April and wasn’t even sure what dates in April he could offer. He will review his schedule based on meetings with other unions. He will then submit a possible virtual date for March along with additional dates for April.

More updates to come as we continue this process. Mobilization is critical – Let's Stand United and Strong!

In Solidarity,

Your Bargaining Committee