Negotiating Committee Update
Section 6 and Interest-Based Bargaining
The Committee started the month of October participating in APA’s first Special Board of Directors Meeting for this round of Section 6. We progressed through the month with ongoing coordination with other APA committees and subject matter experts as well as meeting several times with the Company for bargaining sessions related to Section 6 and separately for improvements to Aggressive Pick-up (APU).
Aggressive Pick-up Update
Work continues on negotiating changes to Aggressive Pick-up to incorporate a seniority component into the APU process, prioritize in-base pilots prior to out-of-base pilots, and to address issues arising from message delivery latency. These negotiations have also included securing a seniority-based AE division qualification plan with tailored PBS bidding limitations for A320 pilots in any bid status which has or will have A321XLR flying that requires the AE qualification. Should an agreement in principle for a letter of agreement be reached with the Company, the Board of Directors and membership will have a minimum of five days to review the provisions and provide feedback prior to any action by the Board.
Section 6 Negotiations: Interest-Based Bargaining
For those who have reviewed APA’s Opener, you saw several references to “interest-based” bargaining principles, such as cultivating a culture of collaborative problem-solving.
APA is approaching Section 6 with a mindset of raising the standard for our careers, airline, and industry by solving contractual and operational problems through interest-based bargaining rather than providing a list of demands. This Board-approved strategy comes after APA leadership received training on bargaining techniques and theories, including interest-based principles.
So, what is “interest-based bargaining” and why did APA decide to shape its Openers on interest-based bargaining principles rather than simply pass a list of asks?
Position-based vs. Interest-based bargaining principles
In a large percentage of bargaining environments, including labor relations, corporate, and even personal day-to-day bargaining (e.g., buying a new car), the most common form of negotiating is competitive or position-based bargaining. These types of negotiations are often transactional and adversarial in nature, with both sides seeking to “win” while the other side “loses.” This type of bargaining often pushes results into a zero-sum gain solution in which, for one side to gain, the other side must end in a worse position.
Interest-based bargaining, however, takes a less transactional approach of “us versus them” and focuses on interests, issues, and problems that are faced by both parties, or which are independent but affect both parties. Initial discussions are collaborative in nature, sharing information, data, and ideas that help foster a broader understanding of each side’s interests. As opposed to passing a document that states “we want X, Y, and Z,” the two sides meet to discuss an overarching topic that both parties see as needing improvement, albeit from differing perspectives. Interest-based bargaining is designed to create an environment which allows both parties to better understand each other’s interests, better identify problems and needs, and better resolve issues. This process creates a strategic advantage at the table as we craft and present proposals designed to increase value for the pilots.
Interest-based principles applied to APA’s Opener
APA’s Opener document is formatted to incorporate interest-based bargaining principles, rather than listing specific asks. APA’s Opener in 2019 listed bullet points section by section without any explanation of why APA was opening on an issue or what interest or problem was trying to be solved; our Opener this year instead identified four broad areas of interest:
- Company strategic direction and growth
- Our pilots
- Scheduling and work rules
- Contract integrity, processes, and administration
The interests identified in the Opener reflect the bargaining priorities established by the APA Board of Directors after considering membership input through surveys, polling, and other methods of data collection.
Within the Opener itself, the above four areas of interest were presented in the form of four separate questions:
| How can our agreements ensure pilots contribute to and benefit from American’s strategic plan and direction? |
| How can the CBA be a tool to attract and retain exceptional aviators? |
| How can we improve scheduling and work rules to increase operational integrity and resilience while maintaining a safe work environment and promoting fulfilling careers? |
| How can we improve CBA provisions to streamline processes and better administer the agreement? |
Each of the four above questions then has sub-bullets focusing the interests and issues. Together, the questions and sub-bullets encompass Company strategy, scheduling and work rule issues, economic issues, quality of life issues, and contract management items.
As a committee, we are not naïve enough to suggest or expect that all items will be resolved using strict interest-based bargaining principles; however, our goal, and our direction from the Board, is to bargain from a position of looking at the bigger picture, exploring options, and then transitioning to particular “asks” and positions at the table. The National Mediation Board (NMB) utilizes interest-based bargaining principles. Utilizing these principles now will also support mediation efforts in the future if we arrive at the NMB.
Additionally, this round of Section 6 will build on the successes of the 2023 Collective Bargaining Agreement (CBA), adjusting, enhancing, and even correcting where required. Bottom line: focused conversations on problems and issues early in the bargaining process invite more robust discussion, create opportunities to explore creative and workable solutions, and allow us to tailor reasoned proposals which will raise the standard for the pilot group.
Recent bargaining sessions
During October, interest-based discussions focused on the following topics: pilot training, blocked trips, how to better support pilots who are unfit to fly, factors that drive pilot staffing levels, and scheduling reliability and resiliency. Typically, in positional bargaining, negotiating teams focus on discrete sections of the CBA. Following an interest-based approach has allowed us to dive into significant topics which touch multiple sections of the CBA. For example, addressing how we can better support pilots who are unfit to fly touches on sick leave accrual and use, mitigating sick hours used if the pilot is able to clear during a sequence, fatigue and reducing fatiguing schedules, physical and mental health, disability, physical examinations, FMLA, family support, etc.
We have negotiating dates set for the remainder of 2026 with a schedule of discussion topics. Your Negotiating Committee is focused on finishing the year strong by continuing the above conversations and moving into options and passing proposals.
Active Section 6 progress is always our primary focus, but we are also able to provide support to the APA Board and committees on both Section 6 items and emergent issues as well.
Please review other recent written negotiating-related updates and communications for additional information:
- SBOD Meeting negotiating briefing: October 7
- Meet the Negotiators:
- LOA 26-02 (Core Medical Plan Contribution Reduction):
The Negotiating Committee will continue to provide regular updates during the Section 6 bargaining process. We remain committed to keeping you apprised of our progress and engaged in our efforts. We are here to ensure we represent the pilot group as led by our Board of Directors.
Share your feedback with the Negotiating Committee through the Negotiating Feedback Form.
In Unity,
Your Negotiating Committee
CA Adam Rutherford, Chair
CA BJ West, Deputy Chair
CA Zach Blackburn
CA Alice Novatnak
CA Matthew Stanley
CA Patrick Zeller