IAM Union · District 141
Security Officers
2026 Tentative Agreement — a plain-language summary of the proposed changes.
| Years | Step | Current | DOS | DOS +1 | DOS +2 | DOS +3 | DOS +4 | Amendable Date |
|---|---|---|---|---|---|---|---|---|
| 0-18mo | 1 | $19.64 | $20.73 | $21.36 | $22.00 | $22.66 | $23.39 | $24.33 |
| 18-36mo | 2 | $21.35 | $22.54 | $23.21 | $23.91 | $24.63 | $25.43 | $26.44 |
| 36-54mo | 3 | $24.40 | $25.76 | $26.54 | $27.33 | $28.15 | $29.07 | $30.23 |
| 54-60mo | 4 | $28.01 | $29.57 | $30.46 | $31.37 | $32.31 | $33.36 | $34.70 |
| 60+mo | 5 | $30.91 | $33.51 | $34.52 | $35.55 | $36.62 | $37.81 | $39.32 |
These are base wage rates only. They do not include premium pay, overtime, shift differentials, or any other additional compensation that may apply.
The Years column shows the progression range tied to completed service time. The Step column shows the pay step associated with that progression level.
DOS means Date of Signing. DOS +1 means one year after Date of Signing, DOS +2 means two years after Date of Signing, and so on.
Amendable Date means the point when the contract would be open for future negotiations.
The agreement includes a ratification payment for eligible employees after contract ratification.
Eligible employees would receive $125.00 for each completed year of Company service as of the date the agreement is signed.
Employees with less than one year of service would receive a minimum payment of $125.00.
The payment will be issued within 30 days after signing the ratified agreements.
The LOA lists several employee statuses that remain eligible for the ratification payment on the signing date of the agreement.
- Active employees
- Leaves of absence
- Illness
- Military leave
- Certain personal and educational leaves provided under the agreement
Employees in active service, or on an approved leave of absence, on the date of signing with a Company seniority date of July 1, 2026 or earlier would be protected from furlough from employment or reduction from full-time status to part-time status unless the Company first provides an opportunity to exercise seniority on the system.
The agreement increases hourly per diem rates for Passenger Service employees traveling on Company business.
Beginning July 1, 2026, the domestic per diem rate would increase to $2.30 per hour, and the international per diem rate would increase to $2.80 per hour.
The rates would continue increasing by $0.05 per hour each year through January 1, 2031.
| Effective Date | Domestic Per Diem | International Per Diem |
|---|---|---|
| July 1, 2026 | $2.30/hr | $2.80/hr |
| January 1, 2027 | $2.35/hr | $2.85/hr |
| January 1, 2028 | $2.40/hr | $2.90/hr |
| January 1, 2029 | $2.45/hr | $2.95/hr |
| January 1, 2030 | $2.50/hr | $3.00/hr |
| January 1, 2031 | $2.55/hr | $3.05/hr |
The agreement adds Martin Luther King, Jr. Day, Scheduled Super Bowl Sunday, Veterans Day, and the employee’s birthday to the observed holiday list.
| Month | Observed Holiday |
|---|---|
| January |
New Year’s Day Martin Luther King, Jr. DayNew |
| February | Scheduled Super Bowl SundayNew |
| May | Memorial Day |
| July | Independence Day |
| September | Labor Day |
| November |
Veterans DayNew Thanksgiving Day |
| December | Christmas Day |
| Birthday | Employee’s BirthdayNew |
If an employee’s birthday falls on an observed holiday, the birthday holiday would move to the following calendar day.
During the general block vacation bid, employees may elect to be off on their birthday.
Trades picked up on a co-worker’s birthday would be paid at straight time.
Your new Vacation Accrual will begin January 1, 2027, for vacation use starting January 1, 2028.
The TA moves several vacation milestones forward, shortening the wait for additional vacation weeks.
| Completed Years of Service | Vacation Weeks | Vacation Hours |
|---|---|---|
| Less than 1 year | Up to 1 week | Up to 40 hours, prorated |
| 1 year | 2 weeks | 80 hours |
| 4 years | 3 weeks | 120 hours |
| 11 years | 4 weeks | 160 hours |
| 17 years | 5 weeks | 200 hours |
| 24 or more years | 6 weeks | 240 hours |
This agreement would create paid leave for Security Officers employees following the birth or adoption of a child.
Birth Parents would be eligible for up to eight calendar weeks of Paid Maternity Leave for medical recovery following delivery.
Eligible new parents would also be able to take up to two calendar weeks of paid New Parent Leave following the birth or adoption of a new minor child.
The agreement recognizes both Birth Parents and non-Birth Parents.
These benefits would coordinate with federal, state, and local leave programs so employees can receive up to 100% of regular pay.
The agreement updates 401(k) matching contribution language for employees covered by the Security Officers agreement.
Matching contributions would equal the greater of 100% of employee before-tax contributions up to $300 per plan year, or the applicable service-based match.
| Years of Service | Company Match |
|---|---|
| Less than 5 years | 100% of before-tax contributions up to $300 per plan year |
| At least 5 but less than 10 years | 100% of before-tax contributions up to 1% |
| At least 10 but less than 15 years | 100% of before-tax contributions up to 2% |
| At least 15 years | 100% of before-tax contributions up to 3% |
Effective January 1, 2028, eligible employees would receive a direct Company contribution equal to 1% of eligible earnings under the 401(k) plan.
Effective on the amendable date of the agreement, that direct contribution would increase to 2%.
If the IAM National Pension Plan rehabilitation plan increases, the Company may reduce all or part of the scheduled direct contribution to cover all or part of the additional rehabilitation-plan cost.
Before any reduction applies, the Company and Union must meet and discuss how the reduction would apply. Once implemented, the direct contributions described in the agreement cannot be reduced.
Employees may convert up to 3 weeks of accrued vacation per year into their sick bank, up to the maximum sick bank accrual, for the purpose of funding sick pay for a planned upcoming significant medical event (e.g., maternity or major surgery or course of treatment, which will be documented, or Retiree Bridge Medical).
Employees under investigation now have the explicit right to choose their Union representative if reasonably available and on duty.
A second Union representative may now participate strictly as a notetaker in certain investigations.
The Company may limit representation to one representative per side in sensitive investigations involving harassment, discrimination, privacy, or similar concerns.
Witnesses to investigations now have the explicit right to request Union representation or Union advice before making statements.
The Company must now provide copies of statements to the Union representative present during questioning.
Union representatives must be given a reasonable opportunity to consult privately with the employee before questioning begins.
If a statement is taken without Union representation present, the Company must provide a copy to the Union upon written request.
Employees and the Local Committee must now receive written notification regarding the outcome of investigations.
Awarded trades and overtime must now be paid for up to fourteen (14) calendar days while held out pending investigation.
At each station, the Company and Union must now establish a formal process for scheduling and conducting Investigative Review Meetings (IRMs).
IRMs are intended to be held within fifteen (15) business days following proposed charges.
Company evidence must be provided at least 96 hours before the IRM, while Union evidence must be provided at least 48 hours before the IRM.
The Company will issue IRM decisions within thirty (30) calendar days.
The agreement would prevent the Company from unilaterally imposing a vaccination requirement on employees covered by the contract.
Vaccination requirements could still apply if they are required by law or connected to the terms of a government contract.
Voluntary vaccination incentive programs would still be allowed.
The old language required a rebid when a permanent schedule change was exactly 1 hour or more.
The new language changes that standard to more than 1 hour.
Per LOA 09 in the 2023-2025 Agreement, protections covering non-core work would otherwise expire on December 31, 2026.
Under this LOA, if non-core work is transferred to another United work group, the Company must provide advance notice to the Union.
The agreement also states that through one month before the amendable date of the agreement, transferring non-core work to another United work group will not directly cause a reduction in force for employees at the location where the transfer occurs.
In addition, where deicing work is being performed by Ramp Service employees as of July 1, 2026, that work would remain protected and could not be contracted out during the life of the LOA.
The LOA would expire one month before the amendable date of the agreement.
The Union secured updated contract language specifically recognizing Security Officers in the Preamble. This addresses long-standing concerns about unclear identification in the Preamble.
The Union negotiated language formally recognizing vehicle escort duties already being performed by Security Officers. This provides clearer protection, confirms the work as bargaining unit work, and prevents the Company from disputing or removing these responsibilities.
The Union negotiated an increase in paid Union administration hours from 350 to 500 annually. This gives the Security Officer representative more time to investigate grievances, represent members, communicate with the membership, and strengthen overall contract enforcement and advocacy.
Employees eligible for Lead Premium pay would continue receiving an additional premium above their basic hourly pay rate for all compensated hours under the agreement.
The current Lead Premium is $3.00 per hour.
Effective January 1, 2029, the Lead Premium would increase to $3.25 per hour.