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Association of Flight Attendants-CWA Alaska Airlines Master Executive Council

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Health Benefits Coverage & Staffing Adjustment Leaves

Benefits Committee

Our Benefits Committee has been notified that there are multiple issues with health benefits coverage for those returning from staffing adjustment leaves (SAL). If you are on a staffing adjustment leave or have recently returned from one, please be aware of the following.

Re-Enrolling After A Leave

While we disagree that one should have to re-enroll in Health Benefits when returning from Staffing Leave, we strongly suggest that you do so. Check to make sure that all your prior coverages are in place. To do so, you can call your health plan directly or visit www.MyAlaskaBenefits.com and check your coverage. We’ve also been advised that once you re-enroll, it can take several days for the coverage to update. You should also have received an email in your company Outlook email regarding health benefits when returning from SAL.

Health Benefits Deductions For September Premiums And Direct Billing

Health benefits premiums, like payroll, are deducted in the subsequent month (i.e., in October for September). When on a Staffing Leave, these deductions do not take place. Flight Attendants are advised to review their pay statement to determine whether or not deductions were taken from October 20th paychecks.

Direct Billing Notice Errors

Those on Staffing Adjustment Leave should have received a direct bill from Cobra Management Services (CMS) with instructions to self-pay the employee contribution for September Health Benefits. We are aware that some Flight Attendants DID receive this notice, and it was correct. We are also aware that many did NOT receive a direct bill and that some did receive bills for very strange amounts that do not reflect the usual employee contributions.

No Direct Bill Received

If you did not receive a direct bill, or if you did not have a correct bill or a deduction from your October 20 paycheck, please contact CMS. The balance owed must be paid to continue coverage. You can contact CMS at:

Phone: (425) 452-9889, ext. 145 or (866) 527-7580, ext. 145
Email: services@cobramanagement.com

Service Charges May Apply

Payments made by credit card or electronic funds transfer have an added service charge applied by the vendor. You might prefer to mail a check to avoid these.

Reporting Issues And Questions

If you’re having challenges with any of these issues, please email management at tiffany.perry@alaskaair.com and emmit.elliott@alaskaair.com and cc our AFA Benefits Committee at benefits@afaalaska.org. Our Benefits and Grievance Committees are continuing to work to resolve these issues.

Benefits Committee Meeting Recap – 4th Quarter 2023

Benefits Committee

  • On Tuesday, October 24, the AFA Benefits Committee Chairpersons held a meeting to discuss their continued efforts in assisting Flight Attendants with work-related benefits such as insurance, maternity, worker’s compensation, and leave of absence programs. 
  • The Committee also met with management to receive updates and address concerns brought forward by Flight Attendants.
  • If you have ideas, thoughts, or feedback for the committee, your Local Benefits Committee Chairperson would love to hear from you!

On Tuesday, October 24, representatives from our Local AFA Benefits Committees met to discuss their ongoing work related to Flight Attendant work-related benefits, including insurance, maternity, worker’s compensation, and leave of absence programs. Representing you at the meeting were Deb Wallstrom (ANC), Kathy O’Malley (SEA), Ann LaRue (PDX), Julie Pearson (SFO), Majo Tanco, (LAX), and Sonia Quackenbush (SAN). Also present were MEC Benefits Committee Chairperson Terry Taylor and MEC Grievance Committee Chairperson Stephanie Adams.

The committee met with the following management representatives: Mike Link, Senior Labor Relations Program Manager; Josh Madsen, Director – Health and Absence Management; Tiffany Perry, Health and Welfare Program Manager; Leah Ables, Director-Payroll, Margo Fincher, Manager-Absence Management; and Tracy Middleton and Stevie Ray Brown, from the Absence Management Department.

The committee’s next meeting will be scheduled for early January.

Topics of Discussion

The committee reviewed a number of items both during internal AFA-only conversation and when meeting with management. Some items discussed include:

  • Difficulty connecting with the Inflight FA Leave Team, either via telephone, returned message, or email. Should you encounter this problem, please reach out to your Local Council Benefits Representative. 
  • Challenges with the Return to Work process. Once you are released to return to work, you must send your written release to FA.Leave@alaskaair.com, as well as to Hartford or Sedgwick.
  • Introduction and description of new AirGroup EAP provider, Lyra. This program will take the place of Active Support starting January 01, 2024. Lyra will offer 10 free counseling sessions per covered employee/family member, per situation. They will offer both in-person and telehealth sessions. Those who are currently using Active Support counselors can complete the current six offered Active Support Sessions and will still be eligible for 10 sessions with Lyra starting in January.
  • An electronic version of the Pay Preference form has been in development for some time. This will be very helpful to those employees who do not have access to a printer. It is expected to be available by the end of the year.
  • Washington Paid Family Leave will go into effect for our work group in January 2024. Premiums are partially paid by the company, and partially payroll-deducted. This plan requires online application through the State of Washington. Oregon Paid Family leave went into effect in June of this year, with premium contributions starting that month. Each state has an ‘hours worked’ minimum requirement for eligibility.

What The Committee Is Working On

  1. Health Benefits following Staffing Adjustment Leave (SAL). We disagree with the new process requiring re-enrollment in health benefits following SALs. We are working to resolve this issue.
  2. Implementation of Washington Paid Family Leave, Oregon Paid Family Leave, and Washington Paid Sick Leave. We have requested the company communicate their processes and intent with implementation, application, and administration of these programs.
  3. Calculator Challenges. We continue to hear from members who believe the TFP calculators are inaccurate. The recent Flight Attendant Website Alert (10/20/23) indicated the company is aware of this and is working on it. As the end of the year draws closer we need these tools repaired and accurate.

We Want to Hear From You!

If you have any feedback or concerns that you would like to share, please don’t hesitate to reach out to us. Your Local Benefits Committee is here to assist and represent you to management. You can find our contact information on the Benefits Committee page of the AFA Alaska website. We are committed to helping you in any way we can!

New Medical Billing Protections For You

Employee Assistance Program (EAP)/Professional Standards Committee

  • New rules that went into place on January 1, 2022 will provide new billing protections related to some medical care expenses.
  • The new rules provide expanded protections against the practice of “balance billing” by providers in certain instances.
  • You can read more about these new protections at www.cms.gov/nosurprises/consumers. 

Starting January 1, 2022, consumers will have new billing protections when getting emergency care, non-emergency care from out of network providers at in-network facilities, and air ambulance services from out-of-network providers. Through new rules aimed to protect consumers, excessive out-of-pocket costs will be restricted, and emergency services must continue to be covered without any prior authorization, and regardless of whether or not a provider or facility is in-network. The Consolidated Appropriations Act of 2021 contains many provisions to help protect consumers from surprise bills starting in 2022, including the No Surprises Act under title I and Transparency under title II. 

What are surprise medical bills?

If you have health insurance and get care from an out-of-network provider or at an out-of-network facility, your health plan may not cover the entire out-of-network cost. This can leave you with higher costs than if you got care from an in-network provider or facility. In the past, in addition to any out-of-network cost sharing you might owe, the out-of-network provider or facility could bill you for the difference between the billed charge and the amount your health plan paid, unless banned by state law. This is called “balance billing.” An unexpected balance bill from an out-of-network provider is also called a surprise medical bill.

What are the new protections if I have health insurance?

If you get health coverage through your employer, the Health Insurance Marketplace®, or an individual health insurance plan you purchase directly from an insurance company, these new rules will:

  • Ban surprise bills for emergency services, even if you get them out-of-network and without approval beforehand (prior authorization).
  • Ban out-of-network cost-sharing (like out-of-network coinsurance or copayments) for all emergency and some non-emergency services. You can’t be charged more than in-network cost-sharing for these services.
  • Ban out-of-network charges and balance bills for supplemental care (like anesthesiology or radiology) by out-of-network providers who work at an in-network facility.
  • Require that health care providers and facilities give you an easy-to-understand notice explaining that getting care out-of-network could be more expensive and options to avoid balance bills. You’re not required to sign this notice or get care out-of-network.

Are there exceptions to these protections?

Some health insurance coverage programs already have protections against high medical bills. You’re already protected against surprise medical billing if you have coverage through Medicare, Medicaid, Indian Health Services, Veterans Affairs Health Care, or TRICARE.

If you would like to learn more about protections for consumers, understanding costs in advance to avoid surprise bills, and what happens when payment disagreements arise after receiving medical care go to www.cms.gov/nosurprises/consumers.

Management vs. State and Local Laws – Part 3

Management vs. State and Local Laws – Part 3

Master Executive Council (MEC), Grievance Committee, Benefits Committee

This is the third in a series reporting on management’s opposition to various state and local laws, the latest developments to complex state law litigations related to these laws that are playing out in Washington and California, and what Flight Attendants can do about it.

Read Part 2 here >

Read Part 1 here >

In This Edition

  • WA Long Term Care (Cares Fund)
  • CA 2021 COVID-19 Supplemental Paid Sick Leave

WA Long Term Care (Cares Fund)

Management will unilaterally decline to initiate payroll deductions for flight crew in January 2022

The Washington Cares Fund is the nation’s first state-administered long-term care insurance program. Benefits will be funded by a 0.58% employee-paid payroll tax beginning January 1, 2022. However, Alaska Airlines management has unilaterally taken the position that the WA Cares Fund does not apply to flight crew and therefore will not initiate payroll deductions this coming January. In an email titled “Important Information About Washington’s Long-Term Care Act” (July 8, 2021), management advised all WA-domiciled Alaska Airlines Flight Attendants that flight crew may still consider pursuing a permanent one-time opt-out of the Program and all associated taxes and benefits by obtaining private long-term care insurance prior to the deadline of November 1, 2021. Currently, there is no opt-out option for any employee who becomes domiciled in (i.e., employed in) Washington after the applicable deadlines.

If management will not deduct flight crew contributions, then why bother opting out?

Flight Attendants may eventually change jobs within the Company (i.e., transfer to another position that is not classified as flight crew) or work for other employers within Washington. Additionally, the Company’s position regarding flight crew is currently untested from a legal perspective. It is entirely possible that the courts may eventually require Alaska Airlines to withhold WA Cares Fund payroll contributions on behalf of flight crew.

Grossly unfair to non-resident employees

Although all WA-domiciled flight crew would otherwise theoretically be required to contribute to the fund (except for management’s unilateral position regarding flight crew and certain state and local laws), only Washington residents may utilize Care Fund benefits. This is grossly unfair to non-resident flight crew (i.e., out of state commuters). Consequently, AFA Alaska agrees with and supports ALPA Alaska in filing legal objections with Washington State regarding concerns that the WA Cares Fund violates the Dormant Commerce Clause, which is inferred from Article I of the US Constitution, and the Privileges and Immunities Clause, which is derived from Article IV, Section 2 of the US Constitution. Resolution under this path could take a very long time, so this is another reason that non-resident WA-domiciled flight crew might consider opting out if possible.

Challenges with opting out

Unfortunately, it is extremely challenging to opt out unless you started applying for private insurance many, many months ago—especially if you are younger. AFA is unaware of any private insurers who are currently offering new long-term care policies. Additionally, there is a significant administrative backlog of applications with all known private insurers, so it is very concerning—and unknown—whether all pending policies will be executed prior to the November 1st deadline.

Will I be required to directly contribute to the WA Cares Fund or pay back contributions not made on my behalf?

Quite simply, it is unclear but doubtful. Again, AFA Alaska agrees with and supports ALPA Alaska filing legal objections with Washington State regarding concerns that the WA Cares Fund raises due process problems insofar as the law does not specify who bears consequences for an employer’s failure to remit employee premiums or what those consequences would be. However, there is no mechanism for employees to make direct contributions to the WA Care Fund, and there is no provision in the law to recoup contributions not withheld and made by the employer.

Interestingly, Alaska Airlines management personnel from the People Team (i.e., Human Resources) have advised individual Flight Attendants who have directly inquired with them that the Company would “likely” be required to pay back the contributions owed on behalf of flight crew if Washington State came back and said that flight crew are required to pay such contributions. This is presumably under a scenario in which the State of Washington prevailed in the courts pursuant to this almost-inevitable dispute. However, Alaska Airlines management has not responded to the Association’s inquiry to confirm such guidance prior to publication of this update.

Estimated (theoretical) contributions

$25k gross annual earnings = ~$12/month | $50k gross annual earnings = ~$24/month | $75k gross annual earnings = ~$36/month | $100k gross annual earnings = ~$48/month

CA 2021 COVID-19 Supplemental Paid Sick Leave

Up to 80 paid hours for certain COVID-19 related absences from a separate employer-paid sick bank

One of the more notable temporary COVID-19 laws is California’s 2021 COVID-19 Supplemental Paid Sick Leave. The law was effective as of March 29, 2021, was retroactive to January 1, 2021, and ends soon on September 30, 2021.  It states that California employees will be paid up to 80 hours by the employer rather than through the employee’s own sick leave bank for COVID-19 related quarantines, vaccination appointments and vaccine symptoms. Click here for FAQs. Thus far, management has denied all requests from Flight Attendants to comply with the law, e.g., to pay out of the separate COVID-19 sick bank.  

Filing a claim

Any CA-domiciled Flight Attendant who has used Sick Leave for COVID-19 related absences between January 1st and September 30th should file a claim or a report of a labor law violation with the Labor Commissioner’s Office, which is the state agency charged with enforcement. Please file a claim as soon as possible, but our understanding is that the state accepts such claims for up to three years. Flight Attendants also always have the option to hire their own attorney at their own expense if so desired.

AFA Alaska representatives are here to help

Although AFA cannot represent any FAs regarding such claims, we would very much appreciate you keeping us posted on any developments. Outside counsel has already responded to some claims with very official-looking but in our opinion not entirely on point legalese. AFA Alaska representatives are more than willing to help by supplying basic information and tips, and we would cooperate with any requests from claim investigators. Do not let management’s legal tactics put you off from pressing forward with your rightful claim!

Management vs. State and Local Laws – Part 2

Management vs. State and Local Laws – Part 2

Master Executive Council (MEC), Grievance Committee, Benefits Committee

This is the second in a series reporting on management’s opposition to various state and local laws, the latest developments to complex state law litigations related to these laws that are playing out in Washington and California, and what Flight Attendants can do about it.

Read Part 1 here >

In This Edition

  • Definition of Sick Family/Sick Child
  • Applicable State Laws
  • Filing a Claim with the Appropriate Agency

Most Liberal of the Flight Attendant Domicile State Laws Definition of “Sick Family/Sick Child”

The Roberts Decision and LOA 5 Sick Family/Sick Child

AFA arbitrated Grievance No. 36-99-02-49-03 “Family Leave Benefits” in 2005, which resulted in a favorable ruling for AFA by now-deceased Arbitrator Thomas Roberts. This award, which is usually referenced as “The Roberts Decision” by AFA and management, was at least in part subsequently incorporated into the current contract via Letter of Agreement 5 “Sick Family/Sick Child”:

[W]henever the collective-bargaining agreement refers to a sick child, it is understood that this is a placeholder for “family member.” With the Association’s agreement, the Company will apply the most liberal of the laws of the states in which Flight Attendants are domiciled in determining the appropriate definition of “family member.” When this definition is determined, including any subsequent amendments pursuant to changes in the law or in the interpretation of the law, the Company will publish the definition and distribute it to the Flight Attendants.

Through arbitration and bargaining, the Company is required to apply the most liberal of the Flight Attendant domicile state laws definition of “family member” for whom a Flight Attendant may utilize sick leave to care for that individual, under what circumstances and whether Flight Attendants will receive points under the Attendance Policy for such absences.

Updated list of qualified family members for Sick Family/Sick Child (as of August 30, 2021)

“Family member” includes: • Spouse • Registered domestic partner • Child (biological, step, adopted, foster, legal ward, or registered domestic partner’s child) of any age • Parent (biological, adoptive, step, foster, parent-in-law, or registered domestic partner’s parent) • Legal guardian of the F/A, spouse, or registered domestic partner as a minor • Individual with whom the F/A has or had an in loco parentis relationship – persons in loco parentis are those with day-to-day responsibilities to care for or financially support a child, or who had such responsibility for the employee when the employee was a child • Grandparent • Grandchild • Sibling

Points for Sick Family/Sick Child (in dispute)

Generally, no points apply for time off to care for the above individuals unless the Flight Attendant does not have enough sick leave to cover the absence. See Bulletin #2021-0059 for more information about the Company’s application in these circumstances. Please note this application remains in dispute via ongoing litigation.

Applicable State Laws

Summary

✅ = Honored | ⚠ = Partially honored and/or in dispute | 🚫 = Denied

State laws that AFA believes should apply to flight crew include but are not limited to:

  • Washington
    • WA Family Care Act (WFCA) – 🚫
    • WA Paid Sick Leave (WPSL) – 🚫
    • WA Paid Family Leave (WPFL) – 🚫
    • WA Long Term Care (Cares Fund) – 🚫
  • Oregon
    • OR Family Leave Act (OFLA) – 🚫
    • OR Paid Family and Medical Leave Insurance (PFMLI) – N/A
  • California
    • CA State Disability Insurance (CASDI) – ✅
    • CA Family Rights Act (CFRA) – 🚫
    • CA Family School Partnership Act – 🚫
  • All
    • Wage statement laws: AK, WA, OR – ✅; CA = ⚠
    • Supplemental/temporary COVID-19 leave laws – 🚫

Washington

WA Family Care Act (WFCA)

  • Reference:  RCW 49.12
  • Rule(s) of Interest to FAs:  Use of accrued vacation pay to care for qualified family members under certain conditions.
  • Status:  State of WA & AFA won lawsuit in 9th Circuit Court of Appeals; however, the Company continues to appeal at state level.
  • AS Compliance: No
  • Contact Information:  Washington State Department of Labor and Industries | Mailing Address: PO Box 44000 Olympia, WA  98504-4000 | Phone:  360-902-5800 | Website:  www.lni.wa.gov –> For Workers –> File a Workplace Complaint

WA Paid Sick Leave (WPSL)

  • Reference:  Initiative 1433
  • Rule(s) of Interest to FAs: (1) Employees can use sick leave for preventative care for themselves and/or applicable family members. (2) Discipline and infractions that may lead to discipline (including Attendance Points) cannot be assessed for use of paid SL. (3) Employees can use paid SL on the 90th calendar day of employment (i.e., during FA probationary period).
  • Status:  A4A is appealing summary judgment motion in favor of State of WA & AFA.  The State of WA won in the 9th Circuit Court of Appeals; however, the Company continues to appeal.
  • AS Compliance: No
  • Contact Information: Washington State Department of Labor and Industries | Mailing Address: PO Box 44000 Olympia, WA  98504-4000 | Phone:  360-902-5800 | Website:  www.lni.wa.gov –> For Workers –> File a Workplace Complaint

WA Paid Family Leave (WPFL)

  • Reference: Builds on FMLA & RCW 50A
  • Rule(s) of Interest to FAs: WPFL is a statewide insurance program that ensures paid family leave for various situations. WPFL usually covers 12 weeks of leave, or up to 18 weeks in certain circumstances, and workers receive between $100 and $1,000 per week depending on their income.
  • Status:  No known disputes currently. – Premiums were to be deducted starting January 1, 2019, and leaves were to be allowed beginning January 1, 2020. 
  • AS Compliance: No
  • Contact Information:  Employment Security Department | Phone:  1-833-717-2273 | Email:  paidleave@esd.wa.gov | Website:paidleave.wa.gov

WA Long Term Care (Cares Fund)

  • Reference:  RCW 50B.04
  • Rule(s) of Interest to FAs:  The WA Cares Fund was created to reduce pressure on the Medicaid system. Once vested, you will be eligible to access a maximum lifetime benefit of $36,500 (adjusted for inflation) to pay for expenses associated with needing assistance with activities of daily living (ADLs). Unlike private insurance that generally requires you to be unable to do two ADLs, the WA Cares Fund requires that individuals need assistance with three ADLs to qualify. Examples of ADLs: Dressing, bathing, cognitive impairment, and other basic functions of your daily routine. Benefits are not portable or payable if you reside outside of Washington state at the time the benefit is needed.
  • Status:  No known disputes currently. – Paid for by a 0.58% tax on employee wages starting January 1, 2022, with benefits beginning in January 2025.
  • AS Compliance:  No – The Company does not intend to collect premiums.
  • Contact Information:  Washington State Department of Social and Health Services | Email:  wacaresfund@dshs.wa.gov | Website: http://www.wacaresfund.wa.gov/

Oregon

OR Family Leave Act (OFLA)

OR Paid Family and Medical Leave Insurance (OPFMLI)

  • Reference:  HB 2005​
  • Rule(s) of Interest to FAs: OPFMLI will provide 12 weeks of paid time off for various circumstances, with weekly benefits capped at $1215. The employee must have earned at least $1,000 in wages during the previous year. This leave will run concurrent with OFLA. 
  • Status: State pushing start date to January 2023 or later
  • AS Compliance:  N/A – Begins in 2023 or later, but AS will likely not follow the law.
  • Contact Information:  Oregon Employment Department | Mailing Address:  875 Union St. NE Salem, OR 97311 | Phone: 503-947-1394 | Email:  paidfamilyandmedicalleave@oregon.gov | Website: https://www.oregon.gov/employ/PFMLI/Pages/default.aspx

California

CA State Disability Insurance (CASDI)

  • Reference:  California Unemployment Insurance Code §2601 et seq.
  • Rule(s) of Interest to FAs:  Partial wage replacement for non-work disability: illness, injury and/or pregnancy. SDI contributions are paid by California workers covered by the SDI program.
  • Status:  No known disputes currently
  • AS Compliance:  Yes – Since 1987
  • Contact Information:  Employment Development Department | Phone numbers:  English: 1-800-480-3287; and Spanish: 1-866-658-8846 | Website:  https://askedd.edd.ca.gov or https://edd.ca.gov/Disability/SDI_Online.htm

CA Family Rights Act (CFRA)

  • Reference:
  • Rule(s) of Interest to FAs: CFRA includes a generous pregnancy disability leave (PDL) and other family care and medical leave provisions under The Fair Employment and Housing Act. Requires 1250 hours in the prior 12 months. CFRA is like FMLA, but CFRA also covers domestic partner and domestic partner’s children. An employer can require the employee to use vacation pay, but the employee cannot use sick leave if not for the employee’s own medical condition. Health benefits must be continued during the leave if the employer is part of a group plan.
  • Status:  No lawsuits known to AFA at this time.
  • AS Compliance:  No
  • Contact Information:  Department of Fair Employment and Housing | Mailing Address: 2218 Kausen Drive, Suite 100, Elk Grove, CA 95758 | Phone: (800) 884-1684 | Email:  contact.center@dfeh.ca.gov | Website:  http://www.dfeh.ca.gov/

CA Family School Partnership Act

  • Reference:  CA Labor Code 230.8
  • Rule(s) of Interest to FAs: Employees may take 8 hours/month up to 40 hours/year to attend any day care or K-12 school function that is sponsored, supervised, or approved by the school, school board, or childcare facility. Time loss may be paid out of vacation pay, compensatory time off (CTO), personal time off or unpaid. Attendance Points may not be assessed for using this leave. Applies to parents, grandparents, or guardians with at least seven days’ notice.
  • Status:  No known disputes currently. – AFA encourages eligible and willing California FAs to request time off under this law and then to file a complaint with the state when denied.
  • AS Compliance:  No
  • Contact Information:  CA Dept of Industrial Relations | Phone Numbers: 1-844-619-8786 or SFO 415-703-5300, LAX 213-620-6330 or SAN 619-220-5451 | Email:  DLSE2@Dir.CA.gov | Website:  https://www.dfeh.ca.gov –> Complaints

Filing a Claim with the Appropriate Agency

AFA cannot file claims on behalf of Flight Attendants, but we’re here to assist

AFA does not have the ‘standing’ to file complaints with state or local agencies on behalf of affected employees–even if those employees are AFA Alaska members. However, we are very much interested in guiding and supporting members to file such complaints. Flight Attendants should reach out to their local AFA Benefits Committee representatives to discuss the law in question, and we will refer you to the applicable state agency so you can file a claim. Flight Attendants should copy an AFA rep into any email correspondence with the state.

Helpful tips

When filing a claim, the Flight Attendant will need to provide evidence of the Company’s refusal to comply with the law. Flight Attendants are encouraged to keep a documentation trail and to file timely as there may be filing timelines. We encourage Flight Attendants to tell any state agency representative that Alaska Airlines is knowingly disregarding the law.  AFA is hopeful that the states will act against Alaska Airlines management directly and compel the Company to comply with applicable state laws.   

In the Next Edition (Publishing Monday)

  • WA Long Term Care (Cares Fund)
  • CA 2021 COVID-19 Supplemental Paid Sick Leave

Council 35 (SFO) LEC Officer Election Results

Polls closed at 12 PM PT today for the election of Council 35 LEC Officers, representing Alaska Airlines Flight Attendants based in San Francisco. The following AFA Flight Attendants have been elected to Local Council Officer positions: LEC President: Melissa OsborneLEC Vice President: Virginia FritzLEC Secretary: James IkeharaCouncil Representative: Bradley Young View the certified election results here >> These […]

Council 18 (LAX) LEC Officer Election Results

Polls closed at 11 AM PT today for the election of Council 18 LEC Officers, representing Alaska Airlines Flight Attendants based in Los Angeles. The following AFA Flight Attendants have been elected to Local Council Officer positions: LEC President: Kelese Richardson LEC Vice President: Bryan WallLEC Secretary: Jodi Leann NelsonCouncil Representative: Eric Howell View the certified election results here >> […]

Meet Your Merged MEC Committee Chairpersons

We’re excited to introduce our first group of newly elected merged MEC Committee Chairpersons, who will begin their roles on June 1. These leaders are dedicated to representing the interests of our Flight Attendants as they coordinate activities across the merged committees of both airlines. They’ll work closely with the Local Committee Chairpersons from all […]

Uniform Committee Meeting Recap – 2nd Quarter 2025

This message is for pre-merger Alaska Flight Attendants On Thursday, May 8, the AFA Local Uniform Committee Chairpersons met to discuss their ongoing work to represent Flight Attendants and push for improvements in the workplace. Representing you at the meeting were Kim Mazzolini (ANC), Dena Heath (SEA), David Jelinek (PDX), Lisa Mueller (SFO), Heather Holmes […]

Council 15 (SAN) LEC Officer Election Results

Polls closed at 12 PM PT yesterday for the election of Council 15 LEC Officers, representing Alaska Airlines Flight Attendants based in San Diego. The following AFA Flight Attendants have been elected to Local Council Officer positions: LEC President: Brice McGeeLEC Vice President: Melanie BukerLEC Secretary: Katharine “Kitty” Cohen View the certified election results here >> These newly […]

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