Central Load Planners

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 completed years of seniority. The Step column shows the pay step tied to that seniority 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

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 increases hourly per diem rates for Central Load Planners 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.

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.

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 Central Load Planner 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 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 agreement adds Charter Desk language to the Central Load Planner classification section of the contract.

The Charter Desk position would require qualified Load Planners to provide accurate Load Manifests before supplemental operations, including passenger or cargo sections, military charters, sports team charters, ferry flights, special flights, and test flights.

The language also places Charter Desk operational responsibilities into the contract instead of relying only on existing operational practice.

Charter Desk qualifications would be awarded by Bid Seniority from volunteers within the CLP workgroup.

If there are not enough volunteers to meet operational needs, the Company may assign qualifications in reverse Bid Seniority order.

Employees bidding Charter Desk positions must have at least 1 year of service in the classification.

Employees assigned to the Charter Desk would receive a $3.00 premium.

The Charter Desk premium would increase to $3.25 effective January 1, 2029.

The agreement adds contract language covering how Lead CLP positions would be staffed and qualified.

The Company would staff Lead CLP positions based on operational need using CLPs who hold the Lead CLP qualification.

Lead qualifications would be awarded through Company selection from volunteers within the CLP workgroup.

If there are not enough volunteers to meet operational needs, the Company may assign Lead qualifications in reverse Bid Seniority order.

Employees bidding a Lead vacancy must have at least 1 year of service in the classification.

Mandatory overtime would be limited to no more than 8 hours before or after an employee’s scheduled shift within any 24-hour period.

Every attempt would be made to provide employees at least 1 hour advance notice before mandatory overtime assignments.

If less than 1 hour advance notice is provided, the employee would receive an additional 1.5 hours of pay as a penalty, in addition to pay for overtime actually worked.

Employees would not be assigned mandatory overtime during protected vacation periods.

An employee assigned mandatory overtime immediately before a vacation or DAT day would be placed at the bottom of the mandatory overtime list.

If an employee is required to work 8 hours of mandatory overtime before or after a scheduled shift within a 24-hour period, all 8 additional hours would be paid at double-time (2X).

Employees required to work mandatory overtime on two or more consecutive days would receive a minimum of double-time (2X) pay for all mandatory overtime hours worked.

The agreement removes the previous restriction that limited vacation buy/sell eligibility to co-workers with more than 25 completed years of service.

During or before the vacation bid for the following calendar year, employees may elect to buy one week of vacation for use in the following year, unless they have already elected to defer holidays from the current year to that following year.

Purchased vacation must be bid as a block.

Employees may not both buy a week of vacation for the following year and defer holidays to that same following year.

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.