UPDATES AND VIDEO MESSAGES
22 October 2026
Education is power. Knowledge is empowerment.
Understanding your contractual rights is essential, and we believe your union should provide the resources to help you do just that. Check out our latest video on education and how we plan to better equip our pilots with the knowledge they deserve.
PROTECT. COMMUNICATE. EMPOWER.
The Larkin / Montgomery Slate
19 October 2026
Scheduling decisions should be driven by the pilots they impact.
Our pilot group has changed, and it’s time to collect updated data that reflects what our pilots actually want. Watch our latest video on scheduling and how we plan to give pilots a stronger voice in the process.
PROTECT. COMMUNICATE. EMPOWER.
The Larkin / Montgomery Slate
16 October 2026
FCRs should be more than just paperwork.
Currently, the Union tracks FCRs related to Travel & Hotels. We believe that process should extend across all committees, with the Union receiving and tracking FCR data across the entire operation. Better data means identifying recurring problems, recognizing trends, and addressing issues before they become bigger problems.
BETTER DOCUMENTATION. BETTER ACCOUNTABILITY. STRONGER REPRESENTATION.
The Larkin / Montgomery Slate
15 October 2026
A change in leadership doesn’t mean starting over.
It means building on the work already underway, maintaining momentum, and bringing fresh perspectives to the table. Continuity in negotiations. Accountability in leadership.
PROTECT. COMMUNICATE. EMPOWER.
The Larkin / Montgomery Slate
13 October 2026
Different Bases. Different Fleets. Different Backgrounds.
ONE PILOT GROUP
Representation shouldn’t depend on where you live, what you fly, or how you got here. Our commitment is to EVERY pilot on our seniority list. No exceptions. No one left behind. One Pilot Group. One Seniority List. One Team.
PROTECT. COMMUNICATE. EMPOWER.
The Larkin / Montgomery Slate
12 October 2026
$1.2 MILLION in cuts? Sounds great, but does the math actually add up?
The proposed cut is roughly 75% of Executive Board pay which will presumably be covered by less expensive administrative staff. Pilots on Union Business make 5 hours per 24 while administrative staff will be paid 8 hours for 8 hours. Does this cut consider that administrative staff cannot do mosst of what your elected representatives do?
Big promises make great campaign talking points, but numbers don’t lie. Our pilots deserve more than impressive figures. They deserve realistic plans, financial transparency, and accountability.
Watch how The Larkin / Montgomery Slate breaks down unrealistic promises.
9 October 2026
What do we plan to do differently than the current Executive Board?
Real change doesn’t start at the top. It starts at the core of how our union operates. We believe it’s time to move beyond a Service Model and build an Organizing Model, one that empowers our stewards, committees and membership to take a more active role in shaping our union’s future. Because if we want different results, we have to change how we operate.
Watch how The Larkin / Montgomery Slate plans to make that happen.
8 October 2026
Enforcing the CBA isn’t just a campaign promise. It’s what we do every single day, and we have no intention of stopping.
Our stewards investigate violations, challenge the Company, build grievances, and fight for our pilots’ contractual rights. But let’s be clear. Not every compliant is a contractual violation. Sometimes things are frustrating, inconvenient, or downright unacceptable, but still CBA compliant. Our responsibility is to know the difference, educate our pilots, and take action when the Company crosses the line. And when it does, enforcement doesn’t end at Step 1, and it shouldn’t stall in an ever-growing arbitration backlog. Filing grievances is only part of the job. Seeing them through to resolution is what matters. Leadership should empower the people doing the work, not create more barriers between them and results. We’ve been doing the work. Now we’re ready to strengthen the process.
Watch how The Larkin / Montgomery Slate plans to make that happen.
Negotiating our CBA is too important for unnecessary disruption.
Our approach is simple: get fully briefed, trust the team that has been doing the work, preserve the progress already made, and give them the resources they need to succeed. A change in Executive Board leadership should not mean starting over at the bargaining table. We believe in continuity, stability, and staying the course while making sure our Negotiating Committee has the full weight and support of its elected leadership behind them. They were selected to negotiate on behalf of our entire pilot group. We intend to let them do their job.
4 October 2026
Strong words matter.
Consistent leadership matters more.
Larkin and Shawn sat down to talk about the standard of leadership they believe in. Leadership that is present, accountable, and willing to stand firm for the pilot group when it mattters most. For the Larkin / Montgomery Slate, that standard isn’t reserved for the biggest moments. It’s the standard we intend to bring every day.
2 October 2026