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Representing the Flight Attendants of Alaska + Hawaiian

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Grievance Committee Update – 2nd Quarter 2026

This message is for pre-merger Alaska Flight Attendants

Our Grievance Committee is committed to supporting you by ensuring fair disciplinary procedures and upholding our contractual rights. Our contract guarantees at least 13 arbitration dates each year to address both disciplinary and contractual matters. Termination cases are typically prioritized to help Flight Attendants return to work as soon as possible, but we work diligently to balance these with contractual cases. AFA and management jointly decide which cases proceed to arbitration, considering a range of relevant factors.

The steps of discipline are: confirmation of an oral warning (COW), a written warning (WW), suspension (for a varying number of days), and termination. COWs, WWs, and suspensions remain in a Flight Attendant’s file for 18 months, and then are removed. If a Flight Attendant is in a disciplinary step and commits another violation, the new violation will build upon the previous violation. Management doesn’t always progress through the steps of discipline. If management investigates a Flight Attendant for theft or abuse of sick leave, for example, management will terminate the Flight Attendant if there is evidence to support its findings; if there is no evidence, then the Flight Attendant will most likely be issued a record of discussion (ROD). An ROD is not considered discipline. There is no middle ground for certain violations.  

Many Flight Attendants are under the impression that if they’ve been an overall good employee, have no to low attendance points, good kudos, decent seniority, etc., they will not be disciplined. This is not the case; regardless of any good work qualities one may have, if management believes the Flight Attendant committed an offense, they will be disciplined.

If a supervisor or manager contacts you about a flight, work issue, or disciplinary matter and there is no AFA representative present, clearly state that you would like an AFA Representative to join the call before you continue.

Subject of Most Recent Discipline

  • Sick Leave and FMLA Abuse: Terminations for sick leave and FMLA abuse are increasing, often due to travel audits. Management can see all comments or remarks on posted trip trades and personal drops, even if later deleted. If management finds evidence of abuse, termination will result. Never call in sick unless you are truly too ill or injured to fly. Calling in sick for reasons unrelated to your health, such as to care for a pet, is grounds for termination. If you cannot make it to work and are not sick, and cannot obtain a management drop, a no-show may be the best option.
  • Theft: Removing anything from the aircraft except an opened/used box of water, an unused pilot crew meal, or food you have purchased will lead to termination.
  • Timecard fraud: Examples include intentionally delaying boarding door closure to obtain sit pay. Management has terminated for this violation.
  • Reserve “Roulette”: Not being physically within two hours of base for your Reserve Availability Period (RAP) and calling in sick only once given an assignment. Management considers this a terminable violation. Management regularly reviews the trip trade postings and history related to sick calls, and whether comments and money incentives are added to trips that are subsequently called in sick. Even deleted trade history or postings can be seen by management.
  • Picking up trips when you know you are not legally able to work them.
  • Lying during an investigation
  • Drug/Alcohol violations
  • Offering or awarding passengers frequent flyer points in exchange for kudos or completed credit card applications
  • Harassment
  • Refusing scheduling revisions or ignoring requests to call Crew Scheduling.
  • Reserves Commuting During RAP: Commuting during your Reserve Availability Period (RAP), even if you have self-assigned a trip or are not in base for the full reserve period. Management has issued suspensions or terminated employment depending on the situation.
  • Social Media Violations: This includes sending friend or follow requests to passengers using information obtained from Block2Block.
  • Commuter Violations
    • Flight Attendant released from DHD and used D8Y to travel home
    • Flight Attendant used D8Y to travel to a trip picked up out of base
    • Flight Attendant used D8Y to or from incorrect cities
    • Flight Attendant used D8Y for pleasure travel.
    • Commuter audits are conducted monthly, and usually reveal reserve Flight Attendants who were not in base. 
  • Lost IMD or Other Required Items: If your IMD is stolen, obtain a police report as soon as possible.
  • Failing to complete CBT: even if Flight Attendant just forgets to close the training window (tap the “X” at the top of the screen) to move it from in process to complete.
  • Uniform Issues: Flight Attendants have been removed from duty without pay for uniform non-compliance.
  • Late to Gate or Causing a Flight Delay

Hot Topic: Social Media Discipline

Disciplinary actions related to social media, including terminations, are increasing. Remember, social media pages and accounts—including personal and group pages—are not private. The First Amendment right to free speech protects you from government action, but not from private employers like Alaska Airlines. The company has a social media policy, and arbitrators have upheld that comments made on private pages may be subject to discipline by your employer.

Reminder: Short Sick Calls

Section 32.C.5 of the CBA defines a “Short Sick Call” as calling in sick less than two hours before your scheduled check-in. If you want to avoid receiving 2.5 points for a short sick call, you must contact Crew Scheduling after the scheduled check-in time—not simply after you have checked in yourself, as clarified in Section 32.C.6.

Recent Arbitration/Mediation

April 2025Disciplinary Grievance
May 2025Disciplinary Grievance
May 2025Disciplinary Grievance
June 2025Disciplinary Grievance
July 2025Disciplinary Grievance
August 2025Disciplinary Grievance
September 2025Disciplinary Grievance
October 2025Disciplinary Grievance
November 2025Disciplinary Grievance
January 2026Disciplinary Grievance
February 2026Disciplinary Grievance
March 2026Disciplinary Grievance
April 2026Disciplinary Grievance

Recent Contractual Arbitrations

Grievance No.:  36-99-2-38-24-Violation of §8.M and Grievance Settlement 36-99-2-458-22 Violation of §8.D Check In and Debrief.  This grievance alleges the Company’s violation of Collective Bargaining Agreement §8.M [Hours of Service: Domicile Rest] and Grievance Settlement 36-99-2-458-22 [Violation of §8.D Check In and Debrief], and all related sections of the Collective Bargaining Agreement when on or around September 23, 2023, the Company refused to allow a Flight Attendant who had operationally-impacted reduced domicile rest (§8.M.2) to utilize the applicable contractual provisions of §8.M, which would have allowed the Flight Attendant to be removed from their subsequent sequence beginning September 24, 2023, without pay pursuant to §8.M.3, due to the domicile rest time between sequences projecting to fall below CFR-required rest. Instead, on the evening of September 23, 2024, Crew Scheduling altered the Flight Attendant’s check-in time for the subsequent sequence (on September 24, 2023) to a later check-in time in violation of §8.M.2, thereby denying them access to their contractual right to be released from the subsequent sequence without pay pursuant to §8.M.3. 

Decision:

Alaska Airlines, Inc., violated Section 8.M of the collective bargaining agreement when the Flight Attendant waived contractual domicile rest and, before their duty period on the first trip ended and the Company changed their report time for the first duty period of the second trip to meet CFR requirements. Alaska Airlines, Inc. shall cease and desist from unilaterally changing a Flight Attendant’s report time for the first duty period of the second trip to meet CFR requirements before the Flight Attendant’s duty period on the first trip has ended where a Flight Attendant has waived contractual domicile rest.

Recent Grievance Settlements

None

Grievances Recently Mediated 

None

Grievances Recently Granted by Management 

None

Grievances Recently Withdrawn

Grievance No.:  36-99-2-22-14-Violation of Required Maternity Leave.  This grievance alleges the Company’s violation of Section 15.D. and all related sections of the Collective Bargaining Agreement when it failed to require Flight Attendants to begin Maternity Leave after the 28th week of pregnancy.   

Grievance No.:  36-99-2-207-20-Violation of §10, §11.D & §24.L Bundled Scheduling Notifications.  This grievance alleges the Company’s violation of Collective Bargaining Agreement §10 [Scheduling], §11.D [Reserve:  Scheduling/Notice of Time to Report] and §24.L [General and Miscellaneous: Company-Provided Inflight Mobile Device (IMD)], past practice, and all related sections of the Collective Bargaining Agreement when its Jeppesen Crew Access (JCA) scheduling system sent bundled scheduling notifications to Flight Attendants on their Inflight Mobile Devices (IMDs) or directly in Crew Access, requiring Flight Attendants to batch acknowledge or ignore such notifications and thereby resulting in Flight Attendants potentially waiving multiple contractual protections via an extra-contractual point of contact (i.e. Crew Access scheduling notifications).  

Grievance No.:  36-99-2-384-20-Violation of §10.S Scheduling Notifications.  This grievance alleges the Company’s violation of Collective Bargaining Agreement §10.S [Scheduling :  Pre-Cancellations], past practice, and all related sections of the Collective Bargaining Agreement when it used non-contractual scheduling notifications sent to Flight Attendants via the Crew Scheduling system in order to communicate and assign alternate flying or an obligation to call Crew Scheduling within a specific window of time.  If a Flight Attendant accepts such non-contractual scheduling notification(s), which is neither contact by Crew Scheduling via Company email nor via primary phone contact as defined in §10.S.1.a, the scheduling notification(s) violates the contract by abrogating the Flight Attendant’s ability to: (1) decline the alternate assignment and waive pay protection (§10.S.2.b), (2) decline the “out of original footprint by more than two hours” alternate assignment and call Crew Scheduling between 6:00 PM and 8:00 PM (local domicile time) the night prior to the start of the original sequence (§10.S.2.c), or (3) waive pay protection and be relieved of any further scheduling obligation (§10.S.3). 

Grievance No.:  36-99-2-386-20-Violation of §8.Q & §8.R Contactability and Notification of Delay or Cancellation.This grievance alleges the Company’s violation of Collective Bargaining Agreement §8.Q [Hours of Service: Contactability] and §8.R [Hours of Service: Notification of Delay or Cancellation], past practice, and all related sections of the Collective Bargaining Agreement when it used non-contractual scheduling notifications sent via the Crew Scheduling system in order to communicate and assign revised flying to Flight Attendants who were off-duty on a remain overnight (RON). Such scheduling notifications are in violation of the contractually defined means of contact and/or the Flight Attendant’s obligation to respond pursuant to these provisions.

Grievance No.:  36-99-2-41-24- Violation of §25.B Safe and Healthy Workplace-B/E Aerospace Coffee Makers.  This grievance alleges the Company’s violation of Collective Bargaining Agreement §25.B [Air Safety, Heath and Security:  Safe and Healthy Workplace] and all related sections of the Collective Bargaining Agreement when on or about February 15, 2024, it refused AFA’s request to discontinue the use of older style B/E Aerospace coffee makers until adequate physical mitigations are put into place to prevent the coffee makers, when coupled with the Company’s new onboard coffee product, from spewing hot coffee and grounds during the brew process, which has previously resulted in the injury of at least ten Flight Attendants.

Grievance No.:  36-99-2-36-20-Violation of §25.B ANC Training Facility.  This grievance alleges the Company’s violation of Collective Bargaining Agreement §25.B [Air Safety, Health and Security: Safe and Healthy Workplace], past practice, and all related sections of the Collective Bargaining Agreement when it conducted Recurrent Training (RT) drills in Anchorage, Alaska in the Ross Aviation Hanger, and on or about February 16-19, 2020, the external temperature ranged from 18 to 46 degrees Fahrenheit and when the hanger door opened, frequently without notice, the internal hanger temperature dropped to as low as 46 degrees.  After the external hanger door opened it took approximately two hours with a loud heater to get the internal temperature back up to the low to mid 60s.  

Grievances Recently Filed and Awaiting Management Response

None

Grievances Recently Filed and Denied

Grievance No.:  36-99-2-122-25-Violation of §21.T Sit Pay.  This grievance alleges the Company’s violation of Collective Bargaining Agreement §21.T [Compensation: Sit Pay] and §5

[Definitions: Ground Time] and all related sections of the Collective Bargaining Agreement when it refused to pay sit pay for the cumulative time between two flights, which is ground time. Normally it is paid from L1 door opening of the prior flight until L1 door closing for the final time from the departing flight; it should be paid regardless of the interim activities before the closing of the L1 door for the final time.

Grievance No.:  36-99-2-255-25- Violation of §8.F Over-Duty Pay and §11.F

Airport Standby.  This grievance alleges the Company’s violation of Collective Bargaining Agreement §8.F [Hours of Service: Over-Duty Pay] and §11.F [Reserve: Airport Standby] and all related sections of the Collective Bargaining Agreement when it refused to pyramid the pay rate for a Flight Attendant who sits airport standby (APSB) and is subsequently assigned flying with a duty period that initially exceeds 10:30 (except for those APSB Flight Attendants who accept a 4K) but ultimately goes over-duty, greater than 12:30.

Grievance No.:  36-99-2-256-25– Violation of §8.F Over-Duty Pay and §10.E

Line Construction and Operational Impact.  This grievance alleges the Company’s violation of Collective Bargaining Agreement §8.F [Hours of Service: Over-Duty Pay] and §10.E [Scheduling: Line Construction and Operational Impact] and all related sections of the Collective Bargaining Agreement when it refused to pyramid the pay rate of flights, including surface deadheads, for a Flight Attendant whose duty period intrudes into a day off by 15 minutes or more and the trip also extends over-duty, flying over 12:30, in the same duty period.

Grievances Previously Filed, Denied by Management and Currently Awaiting Arbitration Dates

Grievance No.:  36-99-2-55-17-Violation of §21.V Winds Aloft Adjustment of Sit Pay in JCTE.  This grievance alleges the Company’s violation of Collective Bargaining Agreement §21.V [Compensation: “Scheduled” or “Actual” For Minimum Pay Rules (MPRs) and/or Sit Pay], past practice and all related sections of the Collective Bargaining Agreement when its Jeppesen Crew Access (JCA) trading system displayed each posted trip as a static ‘snapshot’ taken at the time of posting rather than a ‘live’ view, thus denying the Flight Attendant the ability to determine whether a trip is eligible for 1.0 TFP of Sit Pay due to an automated scheduling adjustment (e.g. by the Winds Aloft program).

Grievance No.:  36-99-2-41-19-Violation of §25.D.2 Failing to Notify MEC President and ASHSC of Reconfiguration or Re-design Prior to Final Decision. This grievance alleges the Company’s violation of Collective Bargaining Agreement §25.D.2 [Air Safety, Health and Security: Safety Information], past practice and all related sections of the Collective Bargaining Agreement when it failed to notify the MEC President of a decision to reconfigure or re-design the interior of the Airbus aircraft and when it failed to discuss with the ASHSC the parties’ interests and concerns for inflight safety prior to making a final decision on the reconfiguration/re-design. 

Grievance No.:  36-99-2-84-22-Violation of §21.J Ground Delay Pay.  This grievance alleges the Company’s violation of Collective Bargaining Agreement §21.J [Compensation:  Block and Ground Delays], past practice, and all related sections of the Collective Bargaining Agreement when it did not pay ground delay pay accumulatively, requiring each delay to go over 11 minutes to be eligible for pay, when a flight (same flight number/same routing) returns to gate one or more times.  

Grievance No.:  36-99-2-176-22-California Family School Partnership Act Violation of Past Practice and Roberts Award.  This grievance alleges the Company’s violation of past practice, the Roberts Award 36-99-2-49-03, and all related sections of the Collective Bargaining Agreement when it unilaterally disallowed the California Family School Partnership Act for those Flight Attendants based in Los Angeles (LAX); then reinstated, with no notice, the state law for LAX based Flight Attendants only, but not for the other California based Flight Attendants in San Diego (SAN) or San Francisco (SFO), and not for the rest of the Flight Attendants based in our system, Seattle (SEA), Portland (PDX) or Anchorage (ANC), in violation of Roberts.

Grievance No.:  36-99-2-215-23-Violation of §10.J.4 Bidding Packet and Bidding Times and Violation of Grievance Settlement 36-99-2-116-18.  This grievance alleges the Company’s violation of Collective Bargaining Agreement §10.J.4 [Scheduling:  Bid Packets and Bidding Timelines], Grievance Settlement 36-99-2-116-18, past practice, and all related sections of the Collective Bargaining Agreement when on or about July 10, 2023, it and/or the NAVBLUE Preferential Bidding System (PBS) vendor did not provide an administrative lock-out function or a mutually agreeable alternate solution to allow for the correction of a technical issue when processing bid awards without opening up the system to all users.   

Grievance No.:  36-99-2-248-23- Violation of §32 and Roberts Decision.  This grievance alleges the Company’s violation of Collective Bargaining Agreement §32 [Attendance], past practice, the Roberts Award 36-99-2-49-03, and all related sections of the Collective Bargaining Agreement when it unilaterally rolled out state leave laws on a state-by-state basis rather than applying the most liberal of state leave laws to all Flight Attendants regardless of domicile, thereby disparately treating Flight Attendants within the Collective Bargaining unit, in violation of Roberts. 

Grievance No.:  36-99-2-170-24-Violation of §15.G Leaves Related to Serious Aircraft/Crewmember/Passenger Incidents (AQ).  This grievance alleges the Company’s violation of Collective Bargaining Agreement §15.G [Leaves of Absence: Leaves Related to Serious Aircraft/Crewmember/Passenger Incidents] and all related sections of the Collective Bargaining Agreement when on or about August 30, 2024, it refused to allow Flight Attendants the ability to use the above provisions when they had a documented air quality event, as they are requiring the Flight Attendants to file workers’ compensation claims, which are frequently denied.  

Grievance No:  36-99-2-2-25- Violation of §10.Z Personal Drops.  This grievance alleges the Company’s violation of Collective Bargaining Agreement §10.Z [Scheduling: Personal Drop(s)] and all related sections of the Collective Bargaining Agreement occurred when, on or about October 10, 2024, it was discovered that Crew Scheduling was processing personal drops incorrectly. Instead of processing the personal drops in seniority order the day prior, as required by the Collective Bargaining Agreement, Crew Scheduling would process them in random time periods throughout the day of operation, skipping over the contractual requirement to process them in seniority order the day prior. This resulted in Crew Scheduling randomly executing first-come, first-served requests based on their staffing needs, thereby circumventing the seniority order provisions of the Collective Bargaining Agreement.

Grievance No:  36-99-2-73-25-Violation of §8.I Night Rule & 10.DD Long Stage Length Duty Period (“4k”). This grievance alleges t The Company’s violation of Collective Bargaining Agreement §8.I [Hours of Service: Night Rule] and§10.DD [Scheduling: Long Stage Length Duty Period (“4k”)] and all related sections of the Collective Bargaining Agreement when it refused to pay double time (2.0x) for the full duty period on a 4k sequence in which the Flight Attendant is on duty at 4:29 a.m.*, 8:30 a.m.†, and the duty day is ultimately over twelve hours and thirty minutes (12:30), although they currently pay double time (2.0x) on non-4k sequences when the Flight Attendant is on duty at 4:29 a.m.*, 8:30 a.m.†, and the duty day ultimately goes over ten hours and thirty minutes (10:30).

* Local time
† Initial departure station time of the duty period

System Board of Adjustment Interviews – June 2026

This message is for pre-merger Alaska Flight Attendants

Our Master Executive Council (MEC) will be conducting interviews for one (1) Member to serve on the pre-merger Alaska AFA System Board of Adjustment.

Scope

Members are to serve on the System Board of Adjustment for the purpose of arbitrating any disputes or grievances that may arise under the terms of the Agreement between Alaska Airlines or Hawaiian Airlines and its Flight Attendants.

Policy/Responsibilities

  • There will be two members selected by the MEC from active members in good standing to represent the Association. Members will be selected at-large without regard to Local Council or domicile. 
  • Until such time as a joint collective bargaining agreement is ratified, separate System Boards of Adjustment will be maintained for pre-merger Alaska Airlines Flight Attendants and pre-merger Hawaiian Airlines Flight Attendants.
  • Any person seeking a position as a System Board of Adjustment Member must submit a resume. Candidates must interview with the MEC.
  • System Board Members will be selected for a two (2) year election period in accordance with the AFA Constitution and Bylaws. At least one election will be reviewed in June of each year. Selection will be made, insofar as possible, to ensure that both members will not be new at the same time.  
  • The System Board Members will act in the best interest of the membership and the Association and will be consistent with the Agreement between the Flight Attendants and Alaska Airlines or Hawaiian Airlines.
  • The MEC President will have the ability, in the event of an emergency, to appoint a qualified member in good standing to fill an ad hoc position on the Board.
  • The MEC on an ad hoc basis, by majority vote, may appoint an expert as a substitute for one member of the System Board of Adjustment.

Qualifications

  • Current Alaska Airlines Flight Attendant
  • Willingness to attend the requisite grievance training(s)
  • In depth knowledge of the contract
  • Understanding of the principles of just cause
  • Adherence to Grievance Committee policies, procedures, and standards of ethical conduct
  • Ability to maintain confidentiality of sensitive and personal information
  • Maintenance of member-in-good-standing status
  • Ability to remain in good standing with the company
  • Ability to analyze written data and information with high attention to detail
  • Strong written and communication skills
  • Strong computer skills.

Term of Office

The selected candidate will serve a term of office that begins on July 1, 2026, and concludes on June 30, 2028.

Expressing Interest and Interview Scheduling

The MEC will hold interviews of eligible candidates during the June Regular MEC Meeting on Tuesday, June 9, 2026. If you’re interested in interviewing, plan to bid around this date or adjust your schedule accordingly to accommodate. All interviews will be conducted in person in Seattle, WA or using Google Meet videoconferencing at the candidate’s discretion.

Interested candidates should submit an expression of interest and resume using the online expression of interest form. The deadline for submissions is 5 PM Pacific time on Tuesday, June 2, 2026. After the submission deadline, an MEC representative will contact eligible candidates to arrange a specific interview time.

Please note that to submit an expression of interest, you must have a Google account.If you do not have a Google account, you can create one for free at https://accounts.google.com/signup.

Questions?

Any questions regarding the position or application process should be directed to pre-merger Alaska MEC Grievance Committee Chairperson Stephanie Adams at stephanie.adams@afaalaska.org.

Protect Yourself From Potential Discipline on Social Media

Our Grievance Committee would like to provide background on social media, protected classes, and discipline.

Federal protected classes include race, color, religion, sex (including pregnancy, sexual orientation, or transgender status), national origin, age, disability, or genetic information. 

Alaska’s People Policy says:

Personal Conduct
22. Threatening, intimidating, or discourteous behavior, including abusive, profane, or obscene language, acts, or gestures, to guests or employees at any time will not be tolerated.
23. Any form of harassment or discrimination based on a Protected Characteristic is prohibited.

Flight Attendants have also faced discipline under the Social Media section of the People Policy.

Alaska Airlines management has disciplined for posts made in Flight Attendant-run social media groups such as Galley Tea, Patriots with Wings, and others, as well as Flight Attendants’ personal pages, even with very little to show that the poster was a Flight Attendant employed by the company.  In fact, an arbitrator upheld discipline, although there was very little evidence on the Flight Attendant’s personal page to identify them as a company employee.  

We know the world feels unsettled right now, and even within our group, people have strong and different opinions. Still, management continues to issue discipline when company policies are broken, no matter what is happening in the news. Depending on the nature and severity of an incident, outcomes may range from a warning to suspension, or even termination. It’s important to be aware that violations of company policy, whether on social media or in other contexts, can result in a wide range of disciplinary actions.

Most Flight Attendants who were disciplined for social media posts were reported by co-workers. Usually, the person reporting did not want anyone fired—they just wanted the post taken down or prevented from happening again. Instead of going straight to management, you can contact AFA Professional Standards for help. You can find their contact information on the EAP/Professional Standards Committee page of the AFA Alaska + Hawaiian website. The Committee can help facilitate resolution between Flight Attendants without management involvement. Sometimes, taking some breathing room and understanding can help the situation.  

We may not always agree, but everyone wants a respectful and positive workplace. Both AFA and Alaska have rules about treating others with respect at work and online. Please think carefully before posting or commenting on social media and be considerate in your interactions with other Flight Attendants and passengers. If you avoid posting or commenting on things that could break company policy, you can avoid problems.

If you have questions, please contact your Local Grievance Committee or LEC Officers.

Refreshed Inflight Mobile Device (IMD) Distribution

This message is for pre-merger Alaska Flight Attendants

Management has recently informed our Master Executive Council (MEC) that they are distributing new Inflight Mobile Devices (IMDs) to Flight Attendants with devices nearing the end of their lifecycle. The specific schedule for this distribution will be communicated by management separately. Flight Attendants with the oldest devices will be prioritized for replacement and contacted directly by management.

Distribution of Inflight Mobile Device Replacements Letter of Agreement (LOA)

In anticipation of the rollout of updated IMDs, our MEC and management have reached a letter of agreement (LOA) that clarifies the distribution process. AFA LOA 2025-08-13 (Distribution of Inflight iPhone Mobile Device Replacements to AS Flight Attendants) offers several benefits and protections for Flight Attendants, including:

  • Compensation of 0.5 TFP for picking up the device and completing the required setup tasks (this will be automatically paid the following month on the 20th of the month paycheck).
  • Flexible pickup options if you are not scheduled to work during the designated distribution period—coordinate with your Inflight Supervisor to make arrangements for pickup.
  • Limitations on the tasks that Flight Attendants must perform to set up the device.

For complete details, please click here to view the full LOA. The LOA is also available on your IMD in GoodReader or Comply365 in the ASFA Supplemental > Collective Bargaining Agreement folder.

LAX Co-Terminal Pickup

Flight Attendants based at LAX who fly primarily out of co-terminals can pick up their IMD at LAX or any other domicile during the scheduled distribution period. They can also arrange with their Inflight Supervisor to receive their IMD at a mutually agreed-upon time and place. If possible and upon request, they may opt to have their IMD shipped to their chosen address at no cost. For more information, please refer to paragraph 6 of the LOA.

Questions?

If you have any questions regarding the IMD Replacement Distribution LOA, please reach out to your LEC Officers.

Meet Our Pre-Merger Alaska Committee Chairperson & Representatives

This message is for pre-merger Alaska Flight Attendants

We’re excited to introduce the first group of pre-merger Alaska MEC Committee Chairpersons and Representatives for the upcoming MEC Officer term. They’ll begin transitioning into their roles over the next few months and officially start their terms on January 1, 2026. Below, you’ll find brief biographies that highlight their backgrounds and experiences as they prepare to support our Flight Attendant group.

Stephanie Adams, MEC Grievance Committee Chairperson

Stephanie has been a Flight Attendant for 28 years and is a licensed attorney in Washington. She graduated from Seattle University School of Law in 2003. Stephanie began her career with Alaska Airlines 30 years ago, starting as a Reservation Sales Agent for one year, followed by a year as a Customer Service Agent before becoming a Flight Attendant. For the past nine years, she has served as the MEC Grievance Committee Chairperson. Stephanie became involved with the AFA to help fellow Flight Attendants and looks forward to continuing her support through the grievance process and navigating the collective bargaining agreement.

Outside of work, Stephanie enjoys spending time with her two young adult children and traveling with them. She also has a golden retriever named Murphy and two cats, Milo and Teddy, who receive a lot of her attention. Last year, she ran the New York City Marathon, and New York City is her favorite layover destination.

Bianca Dew, MEC Grievance Committee Assistant

Bianca started her career in 2015 at Virgin America as an SFO-based flight attendant. She holds Associate of Arts in Behavioral Science and a Bachelor of Science in Kinesiology from California Baptist University. After some time flying, she became an Inflight Team Lead and then an Air Transportation Supervisor, where she conducted IOEs and check rides. 

Her dedication to the well-being of her peers led her to become actively involved with AFA. She served as the Legacy Virgin America Scheduling Committee Chairperson and currently as MEC Grievance Committee Assistant, where she continues to represent our Flight Attendants. Bianca has remained a steadfast advocate for the needs of Flight Attendants, leveraging her experience to help address the unique challenges of our profession.

Bianca is currently SEA-based, but when she’s not working, Bianca can be found pursuing her love for the outdoors. An avid traveler, she enjoys hiking, reading, gardening, and snowboarding.

Julie Thornton, MEC Grievance Committee Payroll Representative

Julie Thornton is a proud Seattle native, who earned dual Bachelor of Arts degrees in Communication and Spanish from the University of Washington. Her college years were filled with vibrant experiences, including active involvement in Kappa Delta sorority, where she attended social gatherings and devoted time to philanthropic events—moments that helped shape her love for community and leadership. (Go Huskies!)

Julie’s professional story began on the shores of South Lake Union, where she spent just over two years at a boutique Public Relations firm. While she thrived in the fast-paced PR environment, Julie soon realized her heart was set on a career that combined her love of travel, helping others, and making a tangible difference. In 2013, Julie took a leap and joined Alaska Airlines as a Flight Attendant, initially based in Los Angeles. 

Julie’s commitment to service quickly found an outlet, in 2014 she began volunteering on the Seattle Reserve Committee as a Reserve Buddy. In this mentorship role, Julie welcomed and supported new reserve Flight Attendants, sharing her insights and easing their transitions. In 2018, she was selected as the Seattle Reserve Committee Chairperson—a role in which she fostered a supportive environment for her SEA peers. Julie’s AFA journey continued to blossom in 2020, Julie was appointed to serve her first term as the MEC Reserve Committee Chairperson. Her impact grew further; in 2020 she joined the Seattle Grievance Committee as a Grievance Committee Member. In her new role as Grievance Committee Payroll Representative, she hopes to create enhanced training workshops and peer support resources, making the often-challenging pay system more accessible for all.

When Julie isn’t soaring at 35,000 feet, she’s spending time with her family and friends. She and her husband love introducing their young son, Brooks, to the wonders of the world—along with their two mischievous chocolate Labradors, Herman and Hazel. Julie’s circle of friends and family is her anchor, and she cherishes every moment spent at home or abroad. 

Orna Samuelly, MEC Grievance Committee Payroll Representative

Orna Samuelly is joining the Grievance Committee as a Payroll Representative. A transplanted New Yorker, Orna now calls Seattle home. She holds a BA from Williams College and an MA from Brown University.   Orna’s passion for the airline industry started years back at American Airlines and Northwest Airlines in Revenue Management. After years in consulting and financial management, she found her way back to the industry she loves.   

Orna volunteered to join the Grievance Committee as a Payroll Representative to apply her analytical skills to support fellow Flight Attendants. She also volunteers as the Treasurer on the Board of Purrfect Pals, a Washington cat shelter, and at the Seattle Aquarium, where she loves teaching people about the Giant Pacific Octopus and inspiring them to protect our amazing oceans.   

Orna is excited to support fellow Flight Attendants with their payroll issues, whether to right wrongs or to understand the contract clauses that have impacted their payroll.   Orna has been a Flight Attendant for the last 3 years. She is having fun with it, most of the time, treating it as an adventure, both in the air and on layovers. Discovering Alaska has been a treat, from fabulous hikes in Sitka and Juneau to encountering the big brown bears of Katmai.   

David Jelinek, MEC Uniform Committee Chairperson

David was born and raised on a ranch in a small town in southern Colorado. He attended the University of Northern Colorado and obtained a degree in Costume Design for Theater. He began his career as a flight attendant in 2005 with Frontier Airlines, which is based in Denver. During that time, he served on the Uniform Committee for five years. In 2007, he moved to Portland for love, which, after twenty years, is still going strong. 

In 2013, he began flying for Alaska Airlines. After a bit of coaxing, he joined the Uniform Committee, and in 2017, he took over the position of the Local Uniform Committee Chairperson for Council 39 and the PDX base. David also serves on the Air Safety, Health, and Security Committee (ASHSC), where he has addressed safety concerns in our work environment and performed evacuation drills and proving flights for the FAA on the Airbus and new Boeing MAX aircraft. 

When not flying, David creates gowns and costumes for stage and drag performers. Halloween is a frenzy when he enters his stress-out period to create his costume to top the year before. When not spending time in the air or his sewing room, he enjoys RV camping with his husband, projects on their house, and walks around the neighborhood with their Schnauzer, Baxter. 

After 20 years of flying and five uniforms, David is excited to take on the position of MEC Uniform Committee Chairperson. He is committed to working hard to address Flight Attendant concerns and advocate for a professional, safe, and comfortable uniform for all.  

Boeing 787 Seattle International Service Observation Period Update – May 2026

05/16/2026: This post has been corrected to reflect the correct crew-to-load of 85% that was negotiated with the opening of the SEA base. The previous version incorrectly listed it at 80%. The service comparison document linked below has also been updated to reflect the correct number. This message is for pre-merger Hawaiian Flight Attendants Over […]

Council 19 (SEA pmAS) LEC Officer Election Results

Polls closed at 12 PM PT today for the election of Council 19 LEC Officers, representing Alaska Airlines Flight Attendants based in Seattle. The following AFA Flight Attendants have been elected to Local Council Officer positions: LEC President: Paula Isla-McGillLEC Vice President: Melinda JorgeLEC Secretary: Adam ClareyCouncil Representatives: Kiersten Larson and Andrew Stinson These newly elected officers will begin […]

Government Affairs Committee Update – 2nd Quarter 2026

Voting Primaries/ Important Dates Alaska Primary: July 19Registration Deadline: Aug 18 California Primary: June 2Registration Deadline:  May 18 Florida Primary: August 18Registration Deadline: July 20  Hawaii Primary: August 8Registration Deadline: July 29Deadline to request absentee ballot: August 1 Oregon Primary: May 19Registration Deadline: PASSEDBallots began being mailed to registered voters on April 29, check your mailboxes! […]

Uniform Committee Meeting Recap – 2nd Quarter 2026

This message is for pre-merger Alaska Flight Attendants On Tuesday, May 5, our pre-merger Alaska AFA 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), Bob Moore (PDX), Slater Areno (SFO), Heather […]

Crew Meal Survey Now Open

Crew meals are an important aspect of supporting the health and effectiveness of Flight Attendants. As part of ongoing efforts to enhance these provisions, the JNC is collecting feedback from Flight Attendants. Your participation in the Crew Meal Survey will directly influence future meal standards and help ensure that your needs and preferences are represented.

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