Full section-by-section report
The canonical longform Sections 1–32 report with integrated scope, compensation, reserve, benefits, LOA, implementation, and duration analysis.
Editor's Note: CrewSignal provides source-based comparisons of collective bargaining documents for informational purposes. This analysis is not legal advice, advocacy, or strategy. Official source documents always supersede these summaries. Practical application depends on specific implementation terms and subsequent administration.
Overview
Current agreement effective August 28, 2016 · Amendable since August 28, 2021
Comparison frame: current 2016–2021 amendable agreement vs. rejected 2025–2030 TA vs. proposed 2026–2031 TA.
This unified hub compares TA2 against both TA1 and the 2016–2021 baseline. Use it to reach the full longform report, jump directly to individual sections, review key deep dives, and open the original source documents.
Jump to a contract section
Use the section index below to move directly into the full report by section number and title.
Appendices
Focused issue pages and integrated appendices for scope, compensation methodology, reserve, LOAs, benefits, and reader framework materials.
Source documents
Direct links to the current CBA, TA1, TA2, and the United pilot agreement used for scope analysis.
Section index
Sections 1–8
- Section 1 — Recognition, Successorship and Mergers
- Section 2 — Definitions
- Section 3 — General
- Section 4 — Compensation
- Section 5 — Expenses, Transportation and Lodging
- Section 6 — Minimum Pay and Credit, Hours of Service, and Contractual Legalities
- Section 7 — Scheduling
- Section 8 — Reserve Scheduling Procedures
Sections 9–16
Sections 17–24
Appendices
LOA Appendix
Letter-by-letter architecture with emphasis on implementation timing, LOA 9, LOA 16, LOA 18, LOA 19, and one-time payment provisions.
Summary
TA2 vs. TA1
TA2 improves some front-end economics and preserves multiple TA1 gains, but it also adds a new scope issue and does not newly extend retiree medical beyond TA1.
TA2 vs. Current Baseline
TA2 is materially better than the current 2016–2021 operating baseline in many economic, reserve, benefits, safety, and enforcement areas — but often through phased implementation.
Biggest New Positive
Sit pay is a real new compensation item and should be treated as one, not dismissed as cosmetic.
Biggest New Negative
Scope / LOA 16 adds a real United Express carve-out that does not exist in the current CBA or TA1.
Source documents
The hub, full report, and scope analysis reference the September 29, 2023 United Pilot Agreement. The full agreement is included here as a primary source for the complete report.