Hello, this is Jane Allen with an Update for Friday, February 4, 2005.

This week in Bankruptcy Court, Judge Wedoff approved new agreements with four of our unions - AFA, ALPA, PAFCA and TWU - after each union's membership voted to approve their respective tentative agreements. The judge also granted United's motion seeking temporary pay reductions for AMFA. Judge Wedoff previously entered an order for temporary reductions for IAM. This arrangement provides United with the cost savings we need right now, as we continue to seek a permanent consensual agreements with AMFA and the IAM, and resolve pension issues with all our unions.

I realize that it's the personal sacrifices that you and your colleagues are willing to make that enabled us to achieve ratified consensual agreements. I want you to know that no one views these events as victories - they are unfortunate necessities given our current situation and the challenges our company and industry continue to face.

Flight attendants will see the changes to their pay reflected in the February 16 paycheck. This will include all the reductions that are a result of the negotiated contract changes that were retroactive to January 7, 2005. Reductions for salaried and management employees were reflected in paychecks starting on January 16. With everything that has changed and continues to change, I understand that many of you may be asking yourself, Why am I here? Why should I remain here? I know these are tough questions.

In answering these questions, I think it's important for people to look at where we are headed, and it's much, much more than just the door to exit from Chapter 11. Together we are working to build a vibrant, viable company that will return value to employees, shareholders and all other stakeholders. A company where there will be opportunities for advancement, for exciting, challenging work. A company where you can expect jobs providing competitive wages, benefits, profit sharing and Success Sharing. A company that is nimble and adaptable in an ever-changing, competitive environment. And a company of which we can all be very proud. That is our goal and I know that the hard work that everyone is doing puts us on the road to reaching those goals.

Moving on, I'd like to bring you up to date on the 2005 Success Sharing program. There will be more information available next week, but I thought an overview would be helpful.

All eligible employees continue to participate in Success Sharing although some employee groups have new percentages for employee participation.

The fundamentals of Success Sharing are the same. We now have three quarterly goals: Customer Satisfaction, as measured by definite intent to repurchase; Reliability, measured by on-time 00 departure; and Cost Control, measured by Cost per Available Seat Mile, or CASM, excluding fuel costs. Operating earnings will remain an annual goal.

The new CASM Success Sharing goal will help us understand that we all have the ability, and the responsibility, to work to reduce costs. Controlling costs is fundamental to building a financially strong company.

Another new element this year is that employees can now earn two rewards for on-time :00. In addition to the Success Sharing payment, employees will receive eight travel segments each quarter - with service charge waived - when we meet our on-time goal, or when United ranks first or second in the DOT report for on-time :00 performance among the seven major U.S. airlines. There will be more information about the 2005 Success Sharing program starting next week, but I wanted to give you a quick overview.

This has been a long and difficult journey, and it's not over. And through it all, you are doing a great job. An extraordinary job. As Glenn said in his Eye on UA message this week, "You are the reason we are succeeding today, and you will be the reason we succeed in the future."

Thank you for listening. Fly safe and I'll talk with you again next week.