This is Jane Allen with an Update for September 16, 2005.

I'll begin with the great news that starting October 1, we'll have another opportunity to earn service-charge waived travel passes for meeting our performance goals. If we achieve our Definite Intent to Repurchase, or DIR goal, for the fourth quarter of this year, every employee will receive eight service-charge waived segments for two round-trip flights. Though the fourth-quarter DIR goal won't be approved by the Board of Directors and announced until the end of the month, the work has already begun to focus more intently on our customers' experience, particularly on international flights. Every division throughout the company is developing an action plan that represents a back-to-the-basics approach toward service for our customers.

This DIR incentive complements the goals we already have in place for reliability. And in 2006, we'll be taking a look at our various incentive programs to determine the best structure and features that will be meaningful to employees, with a goal of driving the best possible results. I'll share more details about this new DIR incentive as they become available.

And there's more good news. We're making great progress in the area of new hire recruitment and training - thanks to the tremendous work that many people are doing to make this happen. While much of how we'll go about training is still in the planning stage, today I want to share some of what we know about the recruitment process.

As you know, we haven't had new hires since 2001 and lot has changed in recruiting, training and hiring since the last time we were in the marketplace. Consequently, our approach to recruitment is changing as well.

To learn more, we looked at the marketplace and we talked and visited other airlines who are hiring flight attendants. What we learned is that the internet plays a prominent role in today's recruitment process.

So it makes sense to recruit for this position through the internet, which is an enormous change for us. We will run advertisements in major publications seeking candidates and immediately open our recruitment Web site. People interested in the job will go to our Web site to read about the nature of the work and about United. If they want to apply, they will complete two levels of on-line screening. Candidates who successfully pass the online screening will go for an initial face-to-face interview in the local offices of the candidate sourcing firm with which we are partnering in our recruitment program.

Our recruitment partner determines whether the candidate's attributes match the required attributes provided by United. Those best match candidates will travel to WHQ for group and one-on-one interviews.

I know you are eager to have new hires on the line. New hires may mean you can finally move off reserve or maybe they mean you get to transfer to another domicile, or perhaps you are looking forward to holding better lines. The good news is that you won't have to wait much longer. We'll begin advertising for flight attendant candidates and open our recruitment Web site in mid-November and the first training class is scheduled to begin on January 9, 2006.

Customer service and safety remain the key focus of our selection process and our training program. But, all of you know - better than anyone else - how dramatically many aspects of your job have changed. You've had to go through the very painful and deeply personal process of changing along with them. So it is extremely important that we hire people that are compatible with the good work that you are doing today. In the coming weeks I'll talk about how we're going to do that through the changes we're making to the training program.

Finally, we recently announced some route changes in NewsReal this week. We review our routes on an ongoing basis to confirm that they continue to meet customer demand and deliver the economic performances needed by the company. These reviews are critical to United effectively operating in the intensely competitive airline industry and include an analysis of revenue, fuel costs and route profitability. As a result of this review, service will be discontinued on some routes and increased on others during the winter season. Among the changes - one of the two roundtrip flights between New York and London and the San Francisco-Paris route will be permanently discontinued. We discussed this change with our CDG-based flight attendants and crews that fly into Paris a couple of weeks ago.

I want you to know that this will have no immediate impact on the flight attendants based in Paris. On an interim basis, we will schedule additional, less efficient flying into CDG to make up for the loss of the San Francisco flying. As we move forward, we will be reviewing all available options for the long term status of the domicile.

I also want to make it very clear to all of you - as I did in my letter to the Paris-based flight attendants - that these decisions are based purely on poor economics of these routes - and in no way reflect the exemplary services our flight attendants have provided to our customers in these markets.

That's all I have for today. Thank you for all of your great work and I'll talk with you next week.