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Association of Flight Attendants-CWA Alaska Airlines Master Executive Council

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Staffing Adjustment Leave, Low Bid Option or …?

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Legal disclaimer

Because of the complex interaction between the administration of the various state unemployment insurance (UI) programs; the components of the Coronavirus Aid, Relief and Economic Security (CARES) Act; and the Company’s response to claims, AFA Alaska leadership can neither provide definitive advice for filing UI claims nor assurance of receiving a benefit. The information provided in this communication does not, and is not intended to, constitute legal advice. We will, however, provide as much information as we can and be as transparent as possible about the options.

Thank you for your patience 

Many of you are looking to AFA for insight into staffing projections and for guidance whether to apply for one of the COVID-19 leaves of absence (or potentially to extend if you are already on one), the COVID-19 Staffing Adjustment leave of absence (LOA) or the Low Bid Option…or to hold out for the potential of “something else.” The Master Executive Council (MEC) sincerely thank you for your patience while we’ve taken the better part of this past week to understand all the pieces of the puzzle and to determine management’s intent. We know the deadline to apply for the May COVID-19 Staffing Adjustment LOA or the Low Bid Option is very soon: Monday, April 6, 2020 at 9 AM PT. 

No paid voluntary staffing adjustment or “Early Out”

As of this writing, there is no “something else” pending in the near future: neither a paid voluntary staffing adjustment leave nor an early retirement (“Early Out”) package. AFA initiated preliminary discussions with management about an Early Out, but management is not interested in actively exploring an AFA-driven retirement package at this time. The MEC is aware that management is developing a Company-wide incentive for early retirement, but management has not provided any additional details. 

May staffing

We’re going to level with you that the May schedule is even more significantly reduced than anticipated and the staffing outlook is bleak. As of this writing, AFA’s “back of the beverage napkin” calculations suggest that out of 6000 Flight Attendants, there will be approximately 1700 FAs on a staffing adjustment leave, 360 FAs on various other leaves, 1250 regular Lineholders, 200 Low Bid Option (LBO) Lineholders and 2490 Reserves. These projections are based on a 75 TFP line average in every domicile. The confidence level in our calculations is roughly plus or minus ten percent (+/-10%), and the numbers could shift if more FAs go on leave or apply for LBO. 

May scheduling and pay

Individual Lineholders will receive a line award of no less than 75 TFP plus or minus 10 TFP. Individual LBO Lineholders will receive a line award of no less than 37.5 plus or minus 5 TFP. [Click here for the §10.Q Low Bid Option LOA (12/19/2017) > ] The reserve pool will potentially encompass the bottom two-thirds of the seniority list of bidding FAs. Reserves are guaranteed 90 TFP for 18 days of reserve, and management is not offering LBO Reserve at this time. (See Inflight Mobile Device > Goodreader app > Supplemental Folder > Reserve Survival Guide for additional reserve resources.)

No involuntary furloughs?

Airlines (and airport companies that employ workers) may access federal aid for the sole purpose of continuing pay and benefits for employees. A condition of airlines accepting payroll grant money under the CARES Act isthat the accepting airline may not involuntarily furlough or reduce pay rates and benefits for US-based workers through September 30, 2020. Alaska Airlines management has gone on record that the Company is applying for the aid money. [See “Financial relief: you have questions and we have (some) answers” (AAG login required) for more info.] However, there are several burdensome stipulations being made by the Department of Treasury as conditions of airlines accepting the money. Although there are no indications at this time that Alaska Airlines management will decline the aid, the outcome is yet to be determined.

Unemployment insurance benefits under the CARES Act

Unemployment benefits are determined by the state in which you are domiciled

There are several increased unemployment insurance (UI) benefits under the CARES Act (or COVID-19 Relief Act). Read more >

UI benefit eligibility, payments and duration of benefits vary by state. The number or proportion of reduced hours to qualify for UI benefits such as under the Low Bid Option also varies by state. UI benefits are determined by the state in which you are domiciled and not the state in which you reside if that is a different state. Click here for eligibility requirements in your state >

UI benefits are very likely for voluntary or involuntary leaves or reduction in hours due to COVID-19

If you take a voluntary or involuntary leave or a reduction in hours because of COVID-19 (that reason is key), then you are very likely eligible for UI benefits under the CARES Act. However, you are probably ineligible for the COVID-19 UI benefits if you are receiving paid sick leave or other forms of paid leave (such as when coordinating sick leave or vacation/Longevity Paid Time Off). Most states have loosened or eliminated job search requirements to be eligible for unemployment related to COVID-19.

Unemployment Insurance typically does not cover employees who took a leave or left their jobs voluntarily unless it was in response to the COVID-19 downturn. That is why it is important to have a verification letter stating the leave/furlough/reduction in hours is due to COVID-19. It is also crucial when applying for UI benefits that you state as often as you can that you are on a leave/furlough/reduction in hours “due to COVID-19.”

Management to “remain neutral” on unemployment claims

Management has committed to “remain neutral” on unemployment claims, which means the Company will not contest claims and therefore the state will exclusively determine eligibility for UI benefits. The MEC is aware of a popular misconception that the state will automatically deny UI benefits if the employer reports the leave as voluntary, but that is not true. 

Reason provided by the Company for the LOA or reduction in hours

Management has informed AFA that the Company will provide the state with the following reason for the respective leave of absence (LOA) or reduction in hours: 

  • “Due to a school or childcare closure because of COVID-19” [School/Childcare Closures or Educational Disruption LOA (EDLOA)]
  • “To self-isolate due to COVID-19” [Self-Isolation or Voluntary Quarantine LOA (VQLOA)]
  • “Voluntary leave of absence in response to a reduction in capacity related to COVID-19” [COVID-19 Staffing Adjustment LOA] 
  • “Due to a reduction in capacity related to COVID-19, the employer has reduced hours for this employee” [Low Bid Option]

Written verification of your leave status

If you do or did not receive a written verification of your leave status or your reduced schedule when approved for the leave or reduced schedule, you may request such verification through the HR/People Resource Line by calling 1-844-899-3617 or emailing HRBP@alaskaair.com. 

Weekly UI payments

The weekly UI payments that eligible workers can receive was increased by $600 through July 31, 2020. The $600 UI payment from the federal government is over and above the UI payment from the state. Combining the federal and state UI payment, it is possible to receive nearly the same income or maybe even more than if you are working depending on your state (Washington is very favorable) and your income during the qualifying period. As stated earlier, you are probably ineligible for the COVID-19 UI benefits if you are receiving paid sick leave or other forms of paid leave (such as when coordinating sick leave or vacation/Longevity Paid Time Off). UI benefit payments are taxable income. Taxes are usually withheld from UI benefit payments at 10% by default unless the employee opts out of withholding.

Which option is best?

Every situation is unique, so the answer will be different for everyone. [Visit the Company’s Alaska AFA COVID-19 Leaves page to learn more information about your leave options, including a side-by-side comparison document: COVID-19 Employee Leave Programs Comparison (AAG login required).]

School/Childcare Closure or Educational Disruption LOA (EDLOA)

  • Duration: Length of the school/childcare closure
  • Documentation: Leave application, proof of closure may be requested
  • Health insurance coverage: Continued and maintained by paying the active employee rates
  • UI benefits: Almost definite yes if unpaid. Very likely ineligible if paid (i.e. coordinating sick leave or vacation/Longevity PTO)
  • Travel privileges: Suspended for FA but remains in effect for dependents

Self-Isolation or Voluntary Quarantine LOA (VQLOA)

  • Duration: Self-selected for up to 30 days but leaves are being extended upon request. (If you desire a longer leave, indicate “30 days but requesting to extend to xx days”)
  • Documentation: Leave application. No additional documentation required if selecting “I wish to remove myself from the workplace due to exposure to COVID-19 but I have not been diagnosed with COVID-19 or am symptomatic.”
  • Health insurance coverage: Continued and maintained by paying the active employee rates
  • UI benefits: Almost definite yes if unpaid. Very likely no if paid (i.e. coordinating sick leave or vacation/Longevity PTO) 
  • Travel privileges: Suspended for FA but remains in effect for dependents

COVID-19 Staffing Adjustment LOA

  • Duration: Bid month
  • Documentation: Leave application
  • Health insurance coverage: Continued and maintained (i.e. paid) by the Company
  • UI benefits: Confidence is high but still untested 
  • Travel privileges: Remain in effect
  • 240/480/960: “Double 480 credit” of 2.667 TFP per day or 82.7 TFP for May

Unpaid VQLOA vs. Staffing Adjustment LOA

On the balance, an unpaid VQLOA is the most flexible leave option and the most likely to be eligible for a UI benefit payment. Flight Attendants can also apply for the VQLOA now—no need to wait until May. However, the Flight Attendant must pay the active employee rate for continuation of health insurance and her/his pass privileges are suspended while on the leave. 

If a Flight Attendant is willing to accept a little risk by potentially going without an income (no UI benefit) for the month of May, then s/he can apply for a Staffing Adjustment LOA. If s/he is successful in obtaining the UI benefit while on this leave, then the FA will also have Company-paid health insurance coverage and retain her/his travel privileges. 

Another option to consider is to go on a VQLOA now through the end of May. If other Flight Attendants have been successful in obtaining a UI benefit payment while on a Staffing Adjustment LOA in May, then one could apply for a Staffing Adjustment LOA in June.

These are very difficult and stressful times for all of us.  This has been a fluid situation, but please know that we are committed to achieving the best solutions possible for our Flight Attendants.  We’ve tried to give you as much current and factual information as possible but there is no ‘right answer’ for everyone.  Each decision must be based on your best assessment of the available options. 

If you are confused by the many opinions and inaccurate information being offered, you are not alone.  Your AFA representatives are committed to ensuring that you have the information you need and will be happy to answer questions.   If you have a question, please reach out to your LEC Officers, either by phone or email.

In Solidarity,

Your MEC – Jeffrey Peterson, Brian Palmer, Linda Christou, Matt Cook, Terry Taylor, Mario de’Medici, Melissa Osborne, Tim Green and Brice McGee

Coronavirus (COVID-19) Update – March 28, 2020

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In This Edition

  • Coronavirus Aid, Relief, and Economic Security (CARES) Act
  • Staffing Adjustment Leave, Low Bid Option or …?
  • Pre-Cancellations Due to COVID-19 Schedule Changes (Section 10.S)
  • Long Stage Length Duty Period (“4k”) Sequences During COVID-19 Schedule Disruptions

Coronavirus Aid, Relief, and Economic Security (CARES) Act

The AFA-CWA International Officers sent out an AFA Interactive message yesterday regarding the House of Representatives passing vote on the CARES Act, the hard work that went into achieving the relief package, and the upcoming work that will need to be done to implement the bill.  You can read the entire message by clicking here.

What Happens Next?

Now that the CARES Act has been passed by Congress and signed into law by the President, the work begins to implement the bill.  The language within the CARES Act is extensive and both AFA and management are conducting an extensive review to ensure that there is a full understanding of the contents.   

AFA representatives have received many questions about how the relief package will apply to Flight Attendants, how management intends to manage staffing, how unemployment benefits might apply to the various leaves of absence available, and many more. It is critical that your AFA leaders understand how the CARES Act, our collective bargaining agreement (CBA), state and federal benefits and any other significant factors interact.  We thank you in advance for your patience while we work through the answers to these and other questions over the coming week.

Staffing Adjustment Leave, Low Bid Option or …?

Many of you are looking to AFA for guidance whether to take one of the approximately 2700 (!) 30-day Staffing Adjustment Leaves or one of the approximately 205 Low Bid Options for May or to hold out for potentially something else. The Master Executive Council (MEC) completely understands. You have our commitment to be as transparent as possible and to keep you informed regarding the latest information and developments. There is a lot of material to absorb, so we are taking a few days to educate ourselves before we communicate more to the Membership.

In the meantime, management has agreed to extend the deadline for applying for a Staffing Adjustment Leave or Low Bid Option to Monday, April 6, 2020 at 0900 PT. This will give everyone more time to consider their options.

Additionally, management has agreed to work with AFA to potentially revisit the COVID-19 Staffing Adjustment Leaves and the other COVID-19 leaves already in effect in order to provide maximal benefit to Flight Attendants and to the Company depending on the implications of the CARES Act. Because of this commitment, we do not have concerns with Flight Attendants submitting an application for any of the leaves at this time.

Pre-Cancellations Due to COVID-19 Schedule Changes (Section 10.S)

Scheduling Committee

Due to the unprecedented number of flight cancellations on a daily basis, Flight Attendants have reported difficulty in achieving timely assistance from Crew Scheduling and receiving phone calls for non-urgent issues at all hours of the night. Crew Scheduling is overwhelmed with the sheer number of cancellations, pairing modifications and associated follow-up.

AFA and management have agreed to temporarily modify the notification procedures under Section 10.S [Pre-Cancellations] from Sunday, March 29, 2020 at midnight PT (Saturday night tonight) to April 30, 2020 at 2359 PT.

*** Crew Scheduling will continue to give notice of cancellation per contract but not until the departure date of the sequence is within 7days. ***

For sequences more than 7 days out:

  • To waive pay protection: If FA wishes to waive pay protection for a sequence containing one or more legs of cancelled flying, please email CrewSked.FADesk@alaskaair.com. Crew Scheduling will process timely per the LOA but no more than 24 hours after submission.
  • To not waive pay protection: If FA wishes to review alternative options and not waive pay protection, please wait to call Crew Scheduling until it is one day prior to the departure date of the sequence.

For sequences 2 to 7 days out:

  • To waive pay protection: If FA wishes to waive pay protection for a sequence containing one or more legs of cancelled flying, please email CrewSked.FADesk@alaskaair.com. Crew Scheduling will process timely per the LOA but no more than 24 hours after submission.
  • To not waive pay protection: If FA wishes to review alternative options and not waive pay protection, please wait to call until it is one day prior to the departure date of the sequence.

For sequences 1 day out: (i.e. the day prior to the departure date of the sequence):

  • Call Crew Scheduling per contract

More details can be found in the Pre-Cancellations Due to COVID-19 Schedule Changes Letter of Agreement.

Long Stage Length Duty Period (“4k”) Sequences During COVID-19 Schedule Disruptions (Section 10.DD)

Scheduling Committee

AFA and management would also like to reduce the number of unnecessary mid-continental (“mid-con”) remain overnights (RONs) for Flight Attendants resulting from schedule disruptions related to COVID-19.

AFA and management have agreed to temporarily allow Crew Scheduling to build additional Long Stage Length Duty Period (“4k”) sequences that are not already in the bid packet (i.e. following bid awards) under Section 10.DD.11 [Pre-Cancellations] from Sunday, March 29, 2020 at midnight PT (Saturday night tonight) to April 30, 2020 at 2359 PT.

More details can be found in the Long Stage Length Duty Period (“4k”) Sequences During COVID-19 Schedule Disruptions Letter of Agreement.

“Why Are We Still Flying?”

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A Flight Attendant’s job 99.99% of the time is comprised of ensuring safety compliance, providing inflight service, functioning as aviation’s first responders during a medical situation or other inflight emergency, and training to prepare for the aforementioned tasks. The current working conditions that Flight Attendants are being subjected to is the other 0.01% (or maybe even the other 0.001%).

Times of national crisis

Critical infrastructure

Aviation is classified as critical transportation infrastructure by the Cybersecurity and Infrastructure Security Agency (CISA), which is a division of the Department of Homeland Security (DHS). Airlines keep flying because it is in the best interest of national security to do so for both “public health and safety as well as community well-being.” Only a federally mandated shutdown, infrastructure collapse or bankruptcy would change that expectation of any individual air carrier.

Essential critical infrastructure workers

Flight Attendants (“air transportation employees”) are essential critical infrastructure workers within the Transportation and Logistics Sector. You can find more info about the critical infrastructure and essential critical infrastructure workers in the CISA’s “Essential Critical Infrastructure Workforce” document. Flight Attendant are indeed classified the same as police officers, hospital workers, etc. If you are working in areas with mandatory quarantines or shelter in place ordinances, feel free to print the “Essential Worker Access Authorization” letter (login required) that Alaska Airlines Corporate Security has provided. This letter is intended for use in conjunction with your Alaska Airlines Crew ID to assist you in traveling for work to, from and between airports, including commuter travel. The letter is not required, but your ID is essential.

Civil Reserve Air Fleet

Air carriers such as Alaska Airlines are members of the Civil Reserve Air Fleet (CRAF). As such, Flight Attendant may be called upon to support the United States Department of Defense airlift requirements in emergencies when the need for airlift exceeds the capability of military aircraft. During Initial Training, we were taught how to don and doff the hazmat suit in case flying under CRAF requires the use of the suit. That was not just theoretical training. Granted, the COVID-19 crisis does not require CRAF mobilization at this time, but the point is that Flight Attendants are expected to do more than just our usual duties during times of national crisis–like now.

Disparate responses from local/state and federal authorities
It is completely understandable that Flight Attendants are confused and extremely concerned by the disparate approaches in social distancing and travel restrictions implemented at the local/state versus federal level. The reality is that the federal government has been extremely slow to recognize and react to the COVID-19 crisis, so local governments have been forced to implement their own efforts to slow community transmission. Meanwhile, aviation is governed by federal authority, so the airlines have been operating under the guidance provided by the Center for Disease Control (CDC) and the Federal Aviation Administration (FAA). 

CDC guidance provides a carve out for potential cabin crew exposure to the virus, which says that crews should simply self-monitor and continue working unless they subsequently become symptomatic. It is totally unacceptable that COVID-19 tests are not readily available for cabin crew–and for so many other deserving Americans. This is a glaring failure. The already bad situation is further exacerbated by the lack of coordination between the respective government agencies involved.

Aviation’s first responders

AFA has been extremely clear in all communications with airline management, legislators and government agencies that Flight Attendants are aviation’s first responders and should therefore be screened the same as any other healthcare worker. At the very least we should be screened the same as passengers. AFA has been moving the needle at individual carriers and internationally, but all the simultaneous urgent issues have somewhat drowned out those efforts. We have also been able to secure numerous increased protections for Flight Attendants, but more needs to be done.

Railway Labor Act

For US airlines, the Labor-management relationship is governed by the Railway Labor Act (RLA). The RLA is specifically designed to minimize the potential for disruption of interstate commerce. The unions cannot legally take any action to ground the airlines. Further, AFA Alaska cannot do so for Alaska Airlines pursuant to the “General Association: No Lock-Out Provision” in §27.C of the collective bargaining agreement. Even if the Master Executive Council (MEC) simply were to make a general statement calling upon Alaska Airlines management to ground the operation, would that really be the right thing to do for the long-term survival of the Company?

Potential financial impact of halting operations

Is it reasonable to ask Alaska Airlines management to ground operations without a federal mandate to ground all carriers? Is it reasonable to advocate for the Company to pay all employees during a time when no revenue is coming in? Meanwhile, other carriers would benefit from the decreased capacity over shared routes, and they would be potentially emboldened to exploit that temporary competitive advantage. Is it reasonable to expect there to be a financially solvent Company to return to after such a scenario?

AFA Alaska leadership has a responsibility to collectively look out for all 6000+ Alaska Airlines flight attendants, the approximately 23,000 direct employees of the airline and the numerous vendor employees who also rely on the Company for their livelihoods. It is a tough balance to strike between protecting the health of employees and their immediate families today versus ensuring a paycheck in the immediate future versus securing the greatest chance of having any paycheck at all from this Company in the long term. The reality is that this Company needs a sufficient number of Flight Attendants who are willing to fly in order keep the operation running, which will help maintain the Company’s relative financial advantage over other carriers. See Seeking Alpha’s “Southwest Airlines And Alaska Air: Built To Survive Coronavirus” article for more information.

If there is no Company, then there are no employees and no union advocates. The situation is really that dire. There are several US carriers that are expected to announce bankruptcy in the coming days or weeks. Even the bigger ones like Alaska Airlines will have to take very significant steps to stop the cash flow bleed if the government does not approve a financial aid package.

What can you do to help?

Please, please, please tell Congress to push through an aid package that puts workers first and protects our pay, our jobs and our healthcare. AFA and Alaska Airlines have provided their respective versions of a message to send to Congress, and they are both very easy to complete. Encourage your co-workers to do the same right now!

AFA: https://actionnetwork.org/letters/congress-must-put-aviation-workers-ahead-of-corporations

Alaska Airlines: https://p2a.co/kwRvayQ?p2asource=Alaska

AFA will continue fighting to protect our Flight Attendants as best we can given the tools at our disposal and within the practical limitations of our sphere of influence.

In Solidarity,

Your MEC – Jeffrey Peterson, Brian Palmer, Linda Christou, Matt Cook, Terry Taylor, Mario de’Medici, Melissa Osborne, Tim Green and Brice McGee

Recurrent Training 2020 – Part 6

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Breaking news!

Limited self-correction during door evacuation drills

The Master Executive Council (MEC) has been informed that limited self-correction is now allowed during door evacuation drills in one specific circumstance. Flight Attendants are expected to come to Recurrent Training (RT) prepared to demonstrate proficiency by using verbatim evacuation commands. However, if the (incorrect) command “STAND BACK” is corrected to “STAY BACK, STAY BACK, STAY BACK…” during an evacuation drill evaluation, then this will be considered successful.

If self-correction occurs as described above, then the Inflight Instructor will debrief with the student after the evaluation is complete. The purpose of the debrief is to ensure the student is clear on the Flight Attendant Manual (FAM) standard of “STAY BACK – STAY BACK” (no “STAND BACK”). For now, this will be the only self-correction allowed during evacuation drills.

Proposed redesign of the Special Track Training submitted to the FAA

Management submitted the proposed redesign of the Special Track Training to the FAA today. The FAA has up to 16 working days to accept or reject the proposal. In the interim, AFA and management have agreed to not allow any Flight Attendant to proceed to the fourth drill attempt; affected FAs are currently being pay protected while we wait for the FAA’s response.

Additional approved exceptions to the verbatim evacuation commands

Again, Flight Attendants are expected to come to RT prepared to demonstrate proficiency by using verbatim evacuation commands. However, one more variant on “plane” that is used throughout the British Commonwealth has been added to the approved exceptions: aeroplane. Flight Attendants will be deemed proficient and therefore successful in completing their evacuation evaluation if they inadvertently use any of the now five approved exceptions: “the,” “airplane,” “aeroplane,” “aircraft” and “jump.” Italicized text inside of parenthesis indicate the approved exceptions to the verbatim evacuation commands:

“Heads down, stay down” / “Open seatbelts — Open seatbelts” / “Stay back — Stay back” / “You two, stay at the bottom” / “Help (the) people off” / “Send them away from the plane (/ airplane / aeroplane / aircraft)” / “Leave everything” / “Exit here” / “Jump (Jump)”.

The MEC anticipates publishing another RT update following our meeting this coming Wednesday with one of the FAA Cabin Safety Inspectors assigned to Alaska Airlines or pending any new developments.

In Solidarity,

Your MEC – Jeffrey Peterson, Brian Palmer, Linda Christou, Matt Cook, Terry Taylor, Mario de’Medici, Melissa Osborne, Tim Green and Brice McGee

Recurrent Training 2020 – Part 5

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During the two-week pause of Recurrent Training (RT), management has redesigned the program with the assistance of a vendor that was contracted to help facilitate the process changes. Many of those changes were solidified through an alpha test of the redesigned RT 2020 and subsequent beta test over the past week. AFA leadership participated in the tests along with senior Inflight Instructors and a small group of line Flight Attendants.

Management sent an “RT Improvement Plan” email (February 8, 2020) on Saturday that outlined what Flight Attendants can expect for the relaunch of RT on Monday, February 10. Not surprisingly, many of you had questions or concerns about that communication.

Summary of and commentary about the RT Improvement Plan

Hands-on time has increased from 90 minutes with no time allocated for emergency equipment to 2.5 hours including doors and emergency equipment.

However, 2.5 hours is still not enough because of resource constraints. Once one factors in the number of students, instructors, drills, etc., an individual FA will likely have only a few minutes for any particular door drill. The Master Executive Council (MEC) strongly believes management should allocate more hands-on time.

Thirty minutes of hands-on training is now available before the start of every RT class.

AFA has lingering concerns with the emphasis on voluntary uncompensated training outside of negotiated training hours. This is not an acceptable long-term solution due to the totality of the circumstances.

Scheduled open houses to allow for voluntary practice time on equipment.

Same objection as above: Voluntary uncompensated training outside of negotiated training hours is not an acceptable long-term solution.

The completion packet has been streamlined by condensing the number of drills from 31 to 20.

Condensing is good, but AFA has advocated for more trimming where allowed by regulation.

The instructors are again able to provide direct feedback after unsuccessful drill attempts.

Direct feedback should never have been eliminated in the first place. The MEC believes this is an epic fail on management’s part.

Instructors audited the program content for accuracy. 

Excellent! However, who thought it was a good idea to not have the instructors audit the program content for accuracy before now?

Upgraded the RT website to enhance the user experience.

The upgrades are subtle, so the MEC questions how much this will actually enhance the user experience. However, we do appreciate the effort.

Pre-class material, videos, and classroom content has been audited to ensure accuracy.

Is it painfully obvious that quality assurance is extremely under-resourced in Inflight Training?

Topics still being actively explored

Separately, the Master Executive Council (MEC) has taken part in several meetings with management this past week for continuing discussions about the evolving RT situation. A key discussion occurred on Thursday with Vice President of Inflight Ron Calvin, VP Labor Relations Jenny Wetzel, VP Safety & Security Max Tidwell, VP Flight Operations John Ladner, MD Inflight Operations Michaela Littman and MD Labor Relations Carmen Williams.

Topics of particular interest that are still being actively explored:

  • Revamping the “Special Track Training” program. (A Flight Attendant is currently put into Special Track Training following the third unsuccessful attempt of any drill evaluation.)
  • AFA’s grave concerns regarding potential termination of employment following a fourth unsuccessful attempt.
  • Whether self-correction during drill evaluations was possible. Management committed to clarifying with the FAA and to report back as soon as possible.

Management intends to submit a proposal to the Federal Aviation Administration for a redesigned Special Track Training program early this week that will hopefully resolve the first two issues above. The FAA has up to 16 working days to accept or reject the proposal. In the interim, AFA and management have agreed to not allow any Flight Attendant to proceed to the fourth drill attempt; affected FAs are currently being pay protected, but this doesn’t lessen the emotional impact.

Accountability and oversight

AFA has asked management to disclose which specific changes to the RT program were required by the Federal Aviation Administration (FAA) as a result of its audit of the Inflight training program last fall and which changes were management’s discretion. The parties will continue that conversation this week. Additionally, the MEC is scheduled to meet with one of the FAA Cabin Safety Inspectors assigned to Alaska Airlines this coming Wednesday.

We anticipate publishing another RT update in the coming days pending any new developments.

In Solidarity,

Your MEC – Jeffrey Peterson, Brian Palmer, Linda Christou, Matt Cook, Terry Taylor, Mario de’Medici, Melissa Osborne, Tim Green and Brice McGee

Latest News

Staffing Adjustment Leave, Low Bid Option or …?

By

Legal disclaimer Because of the complex interaction between the administration of the various state unemployment insurance (UI) programs; the components of the Coronavirus Aid, Relief and Economic Security (CARES) Act; and the Company’s response to claims, AFA Alaska leadership can neither provide definitive advice for filing UI claims nor assurance of receiving a benefit. The information provided […]

Coronavirus (COVID-19) Update – March 28, 2020

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In This Edition Contacting AFA Representatives for Support Pre-Cancellations (JCBA Section 10.S) REMINDER: Negotiating Committee Interviews – Additional Opportunity Grievance Committee Report Contacting AFA Representatives For Support As always, AFA representatives remain available to provide assistance during the current situation.  In order to provide you with the best possible support, we ask that you continue to […]

“Why Are We Still Flying?”

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A Flight Attendant’s job 99.99% of the time is comprised of ensuring safety compliance, providing inflight service, functioning as aviation’s first responders during a medical situation or other inflight emergency, and training to prepare for the aforementioned tasks. The current working conditions that Flight Attendants are being subjected to is the other 0.01% (or maybe even […]

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