IAM Union · District 141
Storekeeper
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 | 1 | $19.64 | $20.00 | $20.60 | $21.22 | $21.85 | $22.56 | $23.47 |
| 1 | 2 | $20.32 | $21.62 | $22.27 | $22.93 | $23.62 | $24.39 | $25.37 |
| 2 | 3 | $21.27 | $23.49 | $24.19 | $24.92 | $25.66 | $26.50 | $27.56 |
| 3 | 4 | $22.15 | $25.38 | $26.14 | $26.92 | $27.73 | $28.63 | $29.78 |
| 4 | 5 | $23.34 | $25.74 | $26.51 | $27.31 | $28.12 | $29.04 | $30.20 |
| 5 | 6 | $25.09 | $28.45 | $29.31 | $30.18 | $31.09 | $32.10 | $33.38 |
| 6 | 7 | $26.29 | $31.47 | $32.41 | $33.38 | $34.38 | $35.50 | $36.92 |
| 7 | 8 | $27.48 | $34.76 | $35.81 | $36.88 | $37.99 | $39.22 | $40.79 |
| 8 | 9 | $29.03 | $38.52 | $39.68 | $40.87 | $42.09 | $43.46 | $45.20 |
| 9 | 10 | $31.07 | $40.59 | $41.81 | $43.06 | $44.35 | $45.80 | $47.63 |
| 10 | 11 | $37.16 | $41.00 | $42.23 | $43.50 | $44.80 | $46.26 | $48.11 |
| 11 | 12 | $37.82 | $41.00 | $42.23 | $43.50 | $44.80 | $46.26 | $48.11 |
These are base wage rates only. They do not include premium pay, lead pay, overtime, shift differentials, skill pay, or any other additional compensation that may apply.
The Years column shows how many completed years of seniority an employee has. The Step column shows the pay step tied to that seniority level.
The final two rows show the same negotiated rates. That is important because this agreement would eliminate the final pay step in the progression.
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
No employee in active service, or on an approved leave of absence, on the date of signing of this Agreement with a Company seniority date of July 1, 2026 or earlier would be furloughed from employment with the Company, or furloughed from full-time status to part-time status, unless the Company first provides that employee an opportunity to exercise seniority on the system.
Before a protected employee could be furloughed or reduced to part-time status, the employee would have to be given the opportunity to:
- Fill a permanent full-time vacancy somewhere on the system;
- Displace a junior employee not protected by this language from a permanent full-time position;
- Displace a junior employee in either full-time or part-time status not protected by this language; or
- Fill a permanent vacancy in a higher classification the employee is qualified to hold.
If an employee fails to exercise seniority, declines available opportunities, or does not have sufficient seniority to hold a protected position, the employee could still be furloughed or reduced to part-time status.
Employees furloughed under these circumstances would remain eligible for applicable recall rights and normal furlough pay.
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.
Lead employees currently receive a premium of $3.00 per hour in addition to their basic hourly pay rate.
Effective January 1, 2029, the Lead Premium will increase to $3.25 per hour.
The agreement increases hourly per diem rates for Storekeeper 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 new vacation accrual schedule would 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.
This agreement would create paid leave 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. This includes time for baby bonding.
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 Storekeeper 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.
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.
The agreement updates the Storekeeper classification language to include kitting, Dangerous Goods Acceptance, lifts, and Company-issued devices.
Storekeeper responsibilities include receiving, shipping, checking, inspecting, classifying, issuing, kitting, Dangerous Goods Acceptance, inventorying, and storing supplies, equipment, and materials.
The language also includes operation of warehousing and distribution equipment, including trucks, golf carts, lifts, and Company-issued devices.
Houston DC1 (IAH) now becomes protected under the job security article as well as added to the Houston Point language.
The agreement adds protections covering certain locations that are not specifically listed in Article 2.A.1.a.
Under the new language, Storekeepers would continue to staff locations not listed in Article 2.A.1.a as long as the location maintains an average of at least 50 supply orders over three consecutive calendar months.
The agreement also provides that locations not listed in Article 2.A.1.a where A-Checks are performed by United Technicians at the time of DOR would receive the same job protections contained in Article 2.A.1.a for as long as those A-Checks continue to be performed by United Technicians.
Employees may convert up to three weeks of accrued vacation each year into their sick bank, up to the contractual sick bank maximum.
The converted vacation may be used to help fund sick pay for a planned significant medical event, such as maternity leave, major surgery, or a documented course of treatment.
The TA also allows the vacation conversion option to be used for 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 creates a more defined process for selecting employees into full-time and part-time Designated Station Trainer (DST) assignments.
Full-time DST positions would first be filled through the Lead bid process. Employees must meet the qualifications for the position and pass a selection interview.
Once an employee passes the interview, the result would remain valid for two years. Positions would then be awarded by Lead seniority.
The agreement also allows the Union to select one available Storekeeper to participate in the interview process and provide input.
If no qualified Leads are selected, the position may then be posted to other Storekeepers at the location.
Employees who perform DST work, including part-time assignments, would be paid at the Lead rate for the hours worked.
The agreement allows the Company to create temporary assignments of less than 90 days within the same classification.
Assignments that reach 90 days or more must be posted as regular vacancies.
The Company must notify the Union as soon as practical when short duration assignments exceed 30 days.
Temporary Duty Assignments, or TDYs, are used when employees are needed outside their home location to supplement staffing.
If a TDY is expected to exceed 90 days, the Company must confer with the Local Committee.
If a TDY is expected to exceed 120 days, the Company must confer with the PDGC or designee.
Each station would establish a yearly TDY pool to help fill TDY assignments more quickly.
Employees may opt in or opt out of the pool at times designated by the Company. Employees joining after January 1 would be placed at the bottom of the TDY list.
The first TDY assignment of the year would be offered by basic bid seniority. After an employee accepts or declines a TDY assignment, that employee would move to the bottom of the list.
If the Company does not follow the assignment order, the affected employee will receive first right of refusal for the next qualified TDY opportunity, as long as the employee notifies the Company within 72 hours.
Seasonal assignments would generally be limited to less than 120 days per rolling calendar year, with additional days requiring agreement of the Local Committee.
Project assignments would be used for specialized work outside normal duties, posted and awarded based on qualifications and an interview.
The TA adds work assignment preferencing to the shift bid process for Warehousing and Distribution Storekeepers responsible for servicing aircraft maintenance.
At hub locations, employees bidding schedules would also be able to preference work assignments within their bid area.
At Line stations, the process may also be used if both the Union and Company agree.
The TA keeps the normal probationary period at 180 calendar days of active service for both newly hired and transferring employees.
The agreement also allows probation to be extended up to a maximum of 240 days when additional training time is needed.
For transferring employees, any extension requires Local Committee concurrence and monthly job evaluations demonstrating the need for the extension.
For newly hired employees, the Company must also provide monthly job evaluations to the Local Committee showing why the extension is necessary.
The TA further provides that employees completing probation, or employees whose probation is extended, will select a bid line their seniority can hold no later than the 181st day and report by the beginning of the next pay period.
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 TA updates the process for assigning domestic inventory recovery travel opportunities.
When an assignment becomes available, the Company will make every reasonable effort to offer the trip to the qualified employee at the top of the list.
Employees offered an assignment move to the bottom of the list whether they accept or decline the opportunity.
If no employees on the list are available, the Company may solicit employees who are not currently on the list.
Employees scheduled for a regular day off are considered unavailable unless management approves rescheduling the RDO. If an employee is considered unavailable, their place on the list does not change.
The TA also establishes a process for situations where a travel assignment unexpectedly extends beyond the employee’s regular shift, including discussions about same-day return travel or overnight accommodations.
Employees disciplined for failing to adequately perform inventory recovery assignments may be removed from the travel list for six months before becoming eligible to sign up again.
Handling of non-aircraft related material at United-operated Warehousing and Distribution airport locations, provided that such material is not stored within the facility, will no longer be protected work under LOA 9.
The TA provides that the Company may not unilaterally impose a vaccination requirement on employees covered by the agreement except when required by law or by the terms of a government contract.
The agreement also states that the Company may still offer voluntary incentives to encourage vaccination.