Maintenance Instructors

These are base wage rates only. They do not include premium pay, overtime, per diem, override pay, or any other additional compensation that may apply.

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 leave of absence, on the date of signing of this Agreement with a bid seniority date of July 1, 2026 or earlier would be furloughed from employment with the Company, unless an employee fails to exercise seniority on the system to fill a permanent full-time vacancy or displace a contractually protected employee.

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.

This agreement would create paid leave for Maintenance Instructors 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 increases hourly per diem rates for Maintenance Instructors traveling on Company business.

The agreement updates 401(k) matching contribution language for employees covered by the Maintenance Instructors 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.

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.

Chicago Point:

AHNOC was added under the Chicago Point.

Houston Point:

TTC added under the Houston Point.

Employees awarded a position at another location may now be provided up to thirty (30) days to report for duty after the award.

The TA updates the definition of the work week and allows schedules with up to ten (10) consecutive hours per day, inclusive of the paid meal period.

Employees on these schedules continue to receive a paid thirty (30) minute meal period.

The overtime language was also updated to create separate overtime rules for:

• Employees assigned to eight (8) hour shifts
• Employees assigned to ten (10) hour shifts

Management will provide the System Committee Chairperson the quarterly schedule as soon as practical, in advance of posting such schedules, allowing for consideration of Union input.

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).

The probationary period for:

• New hires
• Employees awarded their first Maintenance Instructor bid

was changed from one hundred eighty (180) days to two hundred seventy (270) days.

The annual bank of paid union business hours for committee representatives was increased by fifty (50) hours.

The total available bank increases from 500 hours to 550 hours.

The TA creates a formal Maintenance Instructor Upgrade Plan process.

The language recognizes that instructors may require additional preparation and development time before teaching certain subjects or course material.

Instructors will not teach an entire course until the required upgrade plan has been completed, unless the topic being taught is only a portion of the course requirement.

The TA updates travel compensation language for both domestic and international assignments.

Employees assigned to:

• Domestic travel assignments receive one (1) hour of pay before departure and one (1) hour after arrival.
• International travel assignments receive three (3) hours of pay before departure and three (3) hours after arrival.

The TA also establishes that international assignments will first be offered to qualified volunteers.

If there are insufficient volunteers, assignments will be made in reverse bid seniority order.

With management approval, employees assigned to international travel may be reimbursed for required passports, passport renewals, visas, inoculations, and vaccinations connected to the assignment.

Employees assigned to qualifying international work will also receive a $4.50 per hour override for all hours worked on the assignment.

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.