OUR COMMITMENT
TO YOU HAS TERMS.
HOLD US TO THEM.

Judge us by our own votes, decisions, conduct, reports and reasonable efforts. Each signatory accepts personal responsibility for the commitments that apply to their office.

• Publish the commitments, set measurable objectives, explain failures and identify corrective action.
• Apply governing rules consistently, including when those rules limit the signatory’s own authority.
• Represent members fairly, regardless of their politics, criticism or involvement in Members First.

Your participation matters after the ballots are counted. We commit to respecting valid membership decisions and supporting meaningful opportunities to introduce proper business, debate, make motions, vote and use available procedural appeals.

• Explain significant union decisions and respond to legitimate information requests, within lawful confidentiality limits.
• Protect expression, association, advocacy and lawful remedies. Political disagreement must not reduce representation.
• Explain disputed interpretations of authority, identify their basis and seek appropriate resolution.

Office comes with responsibilities to every member. We commit to legitimate use of authority, independent judgment, disclosure of material conflicts and an accurate account of our own votes and actions.

• Do not vote to remove an elected steward without documented legitimate grounds and fair procedure, or a controlling disciplinary determination or adopted standard requiring action.
• Do not support removal in retaliation for protected speech, political disagreement or legitimate grievance advocacy.
• Support steward training, information and administrative help. Respect required safeguards in union discipline.

Members should help shape how their union works. We commit to supporting organized education, participation and lawful proposals that make union business more accessible between membership meetings.

• Continue supporting removal of the January-only restriction on submitting bylaw amendments.
• Develop a Membership’s Committee proposal to help members organize, learn and prepare proposals.
• Consider member-selected committees with defined duties and reports, and authorized volunteer working groups.

Keep bargaining experience working for members, with a record you can follow. We commit to retaining and supporting the seated Negotiating Committee within lawful authority, and seeking professional legal, economic, research and operational support.

• Follow required requests for written bargaining demands. Surveys may supplement a mandatory procedure; they must not silently replace it.
• Help members understand priorities, propose demands and take part in discussion.
• Share substantive information within legitimate confidentiality limits. Respect applicable approval, ratification and referendum requirements.
• Report material developments and distinguish achieved results from objectives still outstanding.

A grievance should have a responsible representative and a path forward. We commit to supporting organized contract enforcement and a functioning Stewards Committee with training, resources and clear responsibilities.

• Identify responsibility for intake, investigation, decisions, advancement, deadlines, appeals and reporting.
• Explain when a grievance is declined, withdrawn or not advanced, including available reconsideration or review.
• Identify repeat violations and pursue remedies and meaningful review of handling decisions.

Your dues should come with understandable reporting and independent examination. We commit to supporting monthly Trustee examinations, providing the required records and reporting the results at the next regular membership meeting.

• Trustees verify information independently and decline to approve unsupported or unverified records. Other signatories must provide records and not interfere.
• Within 60 days of taking office, introduce and support lawful adoption of the proposed $625,000 annual gross-salary schedule.
• Report compensation, allowances, Flight Pay Loss, company reimbursements and expenses clearly. Identify actual savings after necessary services, staffing, transition costs and reporting obligations.

The standards start with us. We commit not to using office, confidential information or representation for personal advantage, and to disclosing material conflicts and following lawful recusal requirements.

• Do not use elected office to obtain favorable treatment or future Atlas management employment. Develop appropriate safeguards, including the contemplated 18-month post-service management restriction, with legal guidance and an explanation of necessary modifications.
• Set measurable, office-specific flying objectives within 45 days of assuming office. Report performance separately from training, reserve, deadheading and union-release activity.
• John Corcoran’s separate commitment: if elected President, he will not outbase during his service, using the CBA’s meaning.

Within 30 days of taking office, each elected signatory must put their implementation plan on the record: the commitments that apply, the necessary actions, responsible participants, deadlines and measurable objectives.

• Publish progress reports at least every 90 days: completed commitments, actions, results, remaining work, obstacles and corrective steps.
• Explain failures honestly, including failures within the signatory’s own responsibility and decisions controlled by others.
• Distinguish promises, proposals, adopted decisions, completed work and results. Invite every member to question performance throughout the term.

Our own reports should be open to scrutiny. We commit to best good-faith efforts to investigate, develop and pursue lawful independent review of personal performance and the maintaining or withdrawal of Members First’s voluntary political endorsement.

• Examine documented complaints, impartial review, notice, a fair response, reasoned findings, corrections, appeals and appropriate endorsement consequences.
• Investigate whether voluntary contractual accountability, including lawful financial consequences for defined serious breaches, is legally appropriate and practical. Seek competent legal and organizational guidance.
• Within 90 days after election-results certification, publish work undertaken, unresolved questions and next steps. Within 180 days after certification, publish a proposed framework or a reasoned explanation of the obstacles, with lawful alternatives and further steps where appropriate.

This is the written standard we ask members to judge us by. The Charter sets out personal campaign commitments, performance standards, reporting and member scrutiny. The candidate acceptance page records those commitments when signed.

• Members may assess these promises throughout the 2027–2029 service term.
• The Charter is not an amendment to the Constitution, Local Bylaws or CBA.
• The final page lists all seven candidates and their offices, with signature and date lines.