Please email faq@g4p4a.info if you cannot find an answer to your question.
A: No, that’s a misconception.
ALPA’s strength lies in its deep bench of full-time professionals—negotiators, attorneys, economic and scheduling experts—who work for and with the pilot group to achieve what the membership directs. Negotiating teams don’t act unilaterally; they follow the strategy, goals, and priorities set by the pilots themselves.
What sets ALPA apart is that your elected pilot representatives are supported—not replaced—by a national team of specialists who know how to apply pressure, build leverage, and deliver results without selling pilots short. You're not left to figure it out alone.
In addition, ALPA pilots benefit from pattern bargaining—a strategy where gains by one group set a new industry standard that others can build on. This kind of coordination and support simply doesn’t exist within the IBT model.
The bottom line? ALPA doesn’t cave. It wins contracts by combining expert resources with pilot unity and direction. That’s how real progress is made.
A: We understand the question. In a healthy union environment, pilots wouldn’t need to protect their identities just to advocate for better representation. But at Allegiant, under IBT leadership, that’s the reality we face.
This campaign is not about secrecy—it’s about safety. The IBT has created a culture where dissent is punished and honest questions are met with retaliation. Pilots have been stonewalled when raising contract concerns, dismissed for challenging leadership decisions, and excluded from discussions simply for offering a different view. That’s why many of us are choosing to organize anonymously—for now. And despite the noise, it’s working. Pilots are signing cards because the message resonates, not because of who says it.
Let’s also be absolutely clear: this effort is not affiliated with the removed Executive Council. It is not an attempt to restore the past or seek retribution. This is a forward-focused campaign to replace failed leadership with experienced, proven representation under ALPA. We aren’t here to settle scores—we’re here to raise standards.
We are now in the final stages of forming a formal organizing committee. Once complete, nearly 20 active line pilots will publicly represent this campaign. Those names will come. That transparency matters—and it’s coming. But we will not let a hostile environment, manufactured by a failing union, dictate our timeline.
Importantly, let’s ask the real question: why do Allegiant pilots feel the need to remain anonymous just to advocate for better representation? That fact alone should speak volumes about the current state of our union.
Any claim that this campaign is fake or company-backed is nonsense—and they know it. It's a distraction from what they can’t defend: a decade of missed opportunities, poor strategy, and failed leadership.
This campaign is not about one name. It’s about hundreds of pilots standing together for something better. If you’re one of them—sign a card, ask questions, and stay engaged. The path forward starts with all of us.
A: No.
Signing a card is not a vote; it is a formal request to hold a federally supervised secret ballot election. Under the Railway Labor Act, the National Mediation Board requires that at least 50% of pilots in the bargaining unit sign cards expressing their desire for a representation election before it will schedule an election. Think of it like signing a petition to get something on the ballot—it simply says, "I want the right to vote." Once the required number of cards is submitted and verified, the NMB conducts a secret ballot election where each pilot can choose between keeping the current union, selecting a new representative, or having no union at all. Signing a card does not commit you to vote a certain way, does not change your current contract, and does not make you a member of any organization. It is just the first step toward giving pilots the opportunity to decide who should represent them.
A: No.
Your H1B visa is sponsored by Allegiant—not the IBT—and changing union representation has no effect on your employment or immigration status. To ensure clarity, we brought these concerns directly to professionals experienced in pilot visa issues. Their guidance confirmed what’s already been proven at multiple ALPA-represented airlines: electing ALPA will not disrupt your visa, your job, or your future. IBT’s fear tactics have no basis in fact. ALPA has the legal expertise, structure, and history to represent all pilots—including H1B visa holders—with professionalism and respect.
A: No—absolutely not.
The removed Executive Council is not leading, directing, or participating in this card drive. This movement was launched by a broad group of active line pilots who are focused solely on securing better representation and accountability for all Allegiant pilots—not on reinstalling anyone from the past.
This isn’t about going back. It’s about moving forward—with a system where pilots choose their leaders through free, fair, and transparent elections. Under ALPA, your local leadership is elected by you, not appointed or handpicked behind closed doors.
While the IBT does hold elections, many pilots have seen how those processes are manipulated, delayed, or undermined—often with critical roles like stewards or committee chairs filled by appointment instead of a member vote.
We deserve a structure where leadership is earned—not assigned—and where the direction of our union is decided by pilots on the line, not politics or power plays. That’s what this card drive is about.
A: Absolutely not. The card drive is still active and gaining momentum.
The IBT’s tactics have failed to stop this movement. Their strategy relied on fear and misinformation—claiming, falsely, that electing ALPA will result in the immediate loss of health insurance, retention bonuses, or contractual protections. None of that is true.
The truth is simple: Allegiant pilots know better. After more than a year under trusteeship, it’s clear that the current “representation” consists of unelected outsiders with no stake in our seniority list and no credibility with our pilots. Their goal is to cling to power—not to fight for your future.
Our mission hasn’t changed. G4P4A is committed to restoring pilot-led representation at Allegiant, backed by a union that understands airline pilots—because it is run by airline pilots.
This drive continues, and it will continue until Allegiant pilots secure the professional representation they deserve.
A: Every Allegiant line pilot—regardless of status—can sign a card, and doing so initiates a federally governed process toward a democratic union election.
Who Can Sign
All non-management Allegiant pilots are eligible, including:
What Signing a Card Means
Signing a card authorizes G4P4A to petition the National Mediation Board for a secret ballot election to determine union representation. Once cards are collected from 50 percent plus one of eligible pilots, we file the petition with the NMB.
Privacy and Confidentiality
Your signed card is completely confidential. Cards are never shared with Allegiant management, the IBT, or fellow pilots. They are securely handled and stored by G4P4A, and only the NMB verifies eligibility during the petition process.
What Happens Next
The NMB confirms card validity and pilot eligibility. If the threshold is met, the NMB will conduct a secret ballot election where every eligible pilot votes on union representation. If a majority votes for ALPA, the IBT is decertified and ALPA becomes the new bargaining representative.
Why It Matters
Signing a card is not a vote—it is a private request to hold one. It is the first step toward restoring pilot-led representation with a union that understands airline pilots and puts Allegiant pilots first.
A: Yes, signing a card is fully confidential, and federal law protects you from retaliation.
Your decision to sign a card is private. G4P4A collects and stores cards securely and does not share your information with Allegiant management, the IBT, or other pilots. Only the National Mediation Board (NMB) reviews the cards to verify eligibility—no one else sees them.
When we reach the required threshold of 50 percent plus one of eligible pilots, we will petition the NMB to conduct a Secret Ballot Representation Election. This election is confidential, and your vote remains private.
Federal law strictly prohibits retaliation or intimidation for union activity, including signing an authorization card. If you experience any form of pressure, harassment, or retaliation, contact G4P4A immediately at help@g4p4a.info. We are committed to protecting every pilot’s right to seek better representation without fear.
A: Because after more than three years, we still have no contract—and the current union leadership has shown no real plan to change that.
Switching union representation during negotiations is not only legal—it is sometimes essential. Allegiant pilots are not seeing progress. In over three years of negotiations, including more than a year under the direction of emergency trusteeship, the Teamsters have produced no results. Worse, there have been fewer than ten days of actual bargaining in the last six months.
This is not a strategy. It’s stagnation.
Instead of pushing for real progress, the IBT recently attempted a premature proffer of arbitration—a move that signals surrender, not resolve. A proffer is meant to conclude exhausted negotiations. But bargaining has barely occurred, and key issues remain untouched.
That is why Allegiant pilots are seeking new representation through a card drive and petition to the National Mediation Board. While we hope the current team reaches a deal that meets pilot expectations before the election, we are not content to wait indefinitely.
ALPA stands ready to lead if chosen. With a deep bench of airline-specific attorneys, professional negotiators, and economic analysts, ALPA offers pilots real leverage and a history of delivering leading contracts throughout the industry.
This isn’t about abandoning negotiations—it’s about refusing to accept endless delays, half-measures, and a representation structure that answers to Washington before it answers to pilots. The choice to pursue ALPA now reflects a commitment to progress, accountability, and results.
A: No—unions are not all the same. And ALPA has demonstrated, time and again, that it delivers results where others fall short.
While it's reasonable to assume all unions might operate similarly, the reality is that structure, strategy, and effectiveness vary greatly. Here’s why pilots can expect a clear and measurable improvement under ALPA:
Proven Track Record
ALPA is the largest and most experienced pilot union in the world. It has successfully negotiated strong contracts, secured industry-leading pay and benefits, and defended pilot rights at major carriers including Delta, United, Spirit, JetBlue, and many others. Allegiant pilots deserve to be part of that success.
Resources and Expertise
Unlike the IBT, ALPA is built specifically for airline pilots. It brings a full team of aviation-specific professionals to the table—career negotiators, labor attorneys, safety experts, and financial analysts. These experts are embedded in every negotiation and enforcement process, giving pilots real leverage.
Pilot-Led, Staff-Supported
ALPA is governed by pilots, not outsiders. Its structure empowers line pilots to set the agenda while being supported by a deep bench of technical and legal experts. That bottom-up model ensures accountability, responsiveness, and alignment with the needs of the pilot group—not political priorities from a distant headquarters.
National Influence
ALPA has unmatched industry influence. It shapes federal policy, fights for pilot-friendly legislation, and advocates on critical safety and regulatory issues in ways that general labor unions simply cannot match.
Transparency and Accountability
ALPA provides regular financial disclosures, open union meetings, and structured elections at every level of representation. This contrasts with the opaque and top-down structure Allegiant pilots have experienced under the IBT, where key decisions are often made without meaningful pilot input.
By Comparison: IBT’s Failures Are Well-Documented
Conclusion
This isn’t just a question of changing unions—it’s about choosing a union built by and for airline pilots. ALPA offers the structure, expertise, and credibility necessary to achieve what the IBT has failed to deliver. Allegiant pilots deserve the level of representation that has transformed careers at peer airlines—and with ALPA, they can finally get it.
A: Yes. As a non-management pilot, you are fully eligible to sign a card—even while serving as a Local 2118 volunteer.
Your role as a volunteer does not limit your legal right to support a change in union representation. This decision is entirely personal, and G4P4A fully respects your discretion.
Importantly, your card is kept highly confidential. The IBT, Allegiant management, and even fellow pilots will never know whether or not you signed. G4P4A securely collects and stores all cards, and only the National Mediation Board verifies them during the petition process.
Volunteering under the current union does not mean you must remain loyal to its leadership if it no longer reflects your values or goals. Signing a card simply allows a democratic process to move forward—so Allegiant pilots can choose the representation they believe in.
A: Thank you. Your involvement is critical to ensuring Allegiant pilots secure the representation they deserve. Here are several impactful ways to contribute:
1. Collect Authorization Cards
Helping fellow pilots complete and submit authorization cards is one of the most important roles you can take on. A strong card collection effort demonstrates serious support and is necessary to petition for a representation election.
2. Be a Trusted Resource
Educate yourself on the benefits of ALPA representation. Be prepared to answer questions, share reliable materials, and dispel common myths. Your credibility with your peers will help move others to take action.
3. Speak Up and Spread the Word
Conversations matter. Share your reasons for supporting ALPA and encourage open dialogue. Discuss the shortcomings of IBT leadership and the difference ALPA has made at other carriers.
4. Encourage Card Signing
Explain the significance of signing an authorization card—it's not a vote, but the first step toward giving Allegiant pilots a democratic choice. Remind pilots that their signatures are confidential and protected.
5. Hold IBT Leadership Accountable
Challenge misinformation when you hear it. Politely but firmly ensure your fellow pilots are operating with facts, not fear tactics. We believe pilots are capable of making informed choices when given accurate information.
6. Stay Engaged and Visible
Attend informational meetings, contribute to discussions, and stay active in the campaign. Your continued visibility reinforces support and helps build momentum in your base.
Ready to get started?
Contact us at help@g4p4a.info with your name, base, and availability. We’ll connect you with local coordinators and equip you with the resources you need to make a difference.
Thank you for stepping up. With your help, change is within reach.
A: Because this campaign is pilot-led—and because ALPA honors its agreements while standing ready to serve Allegiant pilots once elected.
G4P4A was founded by Allegiant line pilots with one mission: to inform and empower our peers to seek better union representation through ALPA. Our group exists to provide accurate information about ALPA’s track record, explain the steps of the representation process, and ensure Allegiant pilots understand the power of their vote.
ALPA, as a member of the AFL-CIO, abides by a national “no-raid” agreement. This agreement prohibits ALPA from actively campaigning to take over representation from another AFL-CIO-affiliated or affiliated-union workforce—such as the IBT. However, this does not limit ALPA’s ability to accept representation when pilots initiate the process independently and vote for change.
That’s where G4P4A comes in. By conducting the card drive ourselves, we ensure that this effort remains 100% pilot-driven and fully compliant with all federal labor guidelines and inter-union agreements.
Most importantly, ALPA has made clear it stands ready to represent Allegiant pilots if elected. Our goal is to ensure that, when the time comes, ALPA can step in without delay—fully informed, fully prepared, and fully committed to securing the contract Allegiant pilots deserve.
This campaign is for Allegiant pilots, by Allegiant pilots. That’s what makes it powerful—and that’s why it will succeed.
A: All existing agreements—including the CBA, MOUs, and LOAs—remain in full force and effect. Nothing is lost.
When Allegiant pilots elect ALPA, the change in union representation does not void or weaken the existing Collective Bargaining Agreement. The Railway Labor Act ensures that all binding agreements—including MOUs, LOAs, and side letters—remain intact and enforceable until they are formally renegotiated or amended through mutual agreement.
That includes the retention bonus, which remains a contractual obligation. As of Q1 2025, this program represents more than $150 million in total value—over $100,000 per pilot on average. No pilot forfeits this benefit by choosing better representation. Claims suggesting otherwise are false, misleading, and designed to manufacture fear.
Allegiant management cannot legally terminate or ignore the terms of the contract simply because the IBT is decertified. The company is required by federal law to continue honoring all provisions of the current CBA until a new agreement is reached under ALPA.
The only thing that changes is who enforces your contract—and with ALPA, enforcement is backed by a full legal team, contract compliance experts, and a proven track record of holding airline management accountable.
The bottom line: nothing is lost. Everything remains protected. What changes is the strength of the union standing behind you.
A: Ratifying a new CBA is a welcome step forward—but it does not resolve the deeper issues with IBT representation that led to this campaign.
If Allegiant pilots ratify a new Collective Bargaining Agreement during the card drive or the National Mediation Board election process, we fully acknowledge the significance of that progress. The pilots—and even the fourth negotiating committee—deserve credit for pushing a deal over the finish line despite limited support and resources.
However, a ratified contract does not erase the years of missed opportunities, unforced errors, and inadequate representation under the IBT. It does not fix the lack of transparency in Local 2118, the poor training and support for stewards and committees, or the top-down decision-making that has consistently sidelined pilot input. These structural problems will persist—contract or not.
This is why the card drive continues. ALPA offers more than just strong contract negotiators. It offers a proven system of pilot-led governance, professional resources, and institutional support built specifically for airline pilots. ALPA ensures that what comes after contract ratification—enforcement, compliance, and continued progress—is just as strong as what was signed.
In short, a ratified contract is a positive outcome—but it’s not a substitute for the long-term representation Allegiant pilots deserve. That’s why the election for change must still move forward.
A: United pilots used ALPA’s built-in accountability to reject a subpar agreement and drive meaningful change—leading to a vastly improved contract in under a year.
After United’s first tentative agreement was rejected by a large margin, their pilot group utilized ALPA’s recall mechanisms to replace their MEC leadership. This wasn’t a failure—it was ALPA’s democratic process working as intended. The new MEC surveyed their pilots, developed a focused strategy with the help of ALPA National’s professional staff, and delivered an agreement that aligned with pilot expectations—all within one year of the first TA being voted down.
Importantly, the new MEC did not purge their Negotiating Committee. Instead, the group recalibrated its strategy, retained institutional knowledge, and adjusted based on pilot feedback. The result was a strong, enforceable contract backed by ALPA’s legal, financial, and communications infrastructure.
Now contrast that with Allegiant:
Where ALPA members can recall leadership, vote on strategy, and force course correction, Allegiant pilots have been subjected to a top-down approach with little transparency and no recourse. The stagnation we’re experiencing is not for lack of effort by individual volunteers—it's a failure of the structure and support the IBT provides.
The takeaway is clear: ALPA provides not just industry-leading resources, but a system of checks and balances that empowers pilots to correct course when necessary. Allegiant pilots deserve that same ability to hold leaders accountable and move forward with purpose.
A: Yes. Pilots have the legal right to discuss the card drive—so long as it doesn’t interfere with operations or violate company policy regarding on-duty conduct.
Under the Railway Labor Act, Allegiant pilots are protected when engaging in union-related discussions, including support for the G4P4A card drive, during non-working time and in non-work areas.
This means pilots can lawfully talk about the card drive in off-duty settings such as:
As always, these conversations should be respectful, fact-based, and never disrupt flight duties, safety-related tasks, or interfere with passengers. G4P4A encourages pilots to stay informed, educate their peers, and support each other in pursuing better representation—while always upholding our shared standards of professionalism.
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