Grievance Committee

Trip Trading Freeze Part 2

August 6, 2016 09:00

On July 14^th in our Trip Trading Freeze communication, the Master Executive Council (MEC) wrote about our frustrations that starting on the evening of September 30^th Alaska Airlines management plans to “temporarily” suspend trip trading for up to 78 hours (although management says they plan to open up trading as soon as they believe it is safe to do so). The reason for the trip trading freeze is in order to transition from Jeppesen Maestro/eMaestro to Jeppesen Crew Tracking Enterprise (JCTE)/Crew Exchange.

A trip-trading freeze of this type would be a contractual violation of CBA §12.C.1. [Exchange of Sequences: Trading Procedures]: “The Company will provide and maintain a real-time electronic system for processing sequence trades, pick-ups, drops and give-aways.” That is just one violated provision of many.

The MEC has spent months attempting to negotiate provisions that would help take the sting out of such a major contractual violation and benefit the operation. The MEC has been trying to achieve an eleventh hour agreement that would be acceptable to our members over the past few weeks. At this point we are completely fed up with management and AFA is filing a grievance on the issue.

Trip-trading freeze negotiations

The MEC would like our members to know exactly how this all went down. When we first learned about the trip-trading freeze, the MEC fairly quickly realized this would cause disruption. However, we could not accept up to 78 hours of contractual violations. Of course the MEC started negotiating provisions on behalf of our members that would recognize how impactful this contractual violation would be as well as to minimize operational exposure. It could have been a “win-win” for all parties.

Paid drop coupons or the equivalent

The MEC’s opening position was one day of paid drop coupons or the equivalent in straight compensation for every Flight Attendant on the payroll for every partial day impacted by the trip-trading freeze (approximately three). Management was absolutely shocked we would open on a position that costs approximately $1 million per day. We told them the proposal was to get their attention and to give us a counter proposal. Negotiations continued.

“Super Reserves”

On the operations side, the parties fairly swiftly honed in on a “Super Reserve” concept that allowed Flight Attendants to be on voluntary call with no requirement to call back. This would help supplement the regular complement of Reserves during the cutover. If flown, a “Super Reserve” would receive the greater of 8.0 TFP or actual flying per day—all at premium pay. The only outstanding issue to be resolved was whether premium was double time (2.0x) or triple time (3.0x)—or somewhere in between. The parties also agreed to a liberalized process for resolving attendance points if Flight Attendants were granted Management Drops pursuant to Section 32 Attendance Policy during the cutover.

Positive Space Tickets, et cetera

Back to management’s “counter proposal.” Management refused to counter anything. The MEC attempted to be “more reasonable” (from management’s perspective) by suggesting every Flight Attendant receive an additional complement of positive space tickets (PST) to supplement our current allotment. We even gave them additional options by signaling that we were open to considering a bump to our Employee Choice travel credits. Nada. Management was concerned about setting a precedent for other employee groups asking for pass-related benefits due to contractual violations.

Attendance points credit

Earlier this week the MEC made a last-ditch proposal in which every Flight Attendant receives a credit of two attendance points (including up to two additional bank points if applicable) effective on or around the cutover date. This proposal was completely no cost and fully discretionary within Inflight (as in there would be no need to seek outside approval from executive management). Inflight management rejected the proposal as “too rich” but that they would consider perhaps one point.

What management thinks you are worth…

Inflight management has stated all along they believe the other provisions (the “Super Reserves” and a liberalized points forgiveness policy for Management Drops issued during the cutover) were good enough to make up for the contractual violation. This is what management thinks you are worth in relation to this unprecedented impact to your flexibility: Alaska Air Group will spend several billion dollars to purchase another carrier, but Inflight management can’t give us something that doesn’t cost a penny!

Grievance filed

So…that is why the MEC is done with management for now, and we’re filing a grievance.

>>> Click here to read Grievance No. 36-99-2-24-16: Suspension of Flight Attendants Trades and Denial of Related Contractual Provisions <<<

Considering how Inflight management is behaving these days, the MEC anticipates more grievances coming in the future.

If you have any questions or concerns, contact your LEC president.

In Solidarity,

Your MEC – Jeffrey Peterson, Brian Palmer, Yvette Satterlee, Lisa Pinkston, Laura Masserant, Cathy Gwynn, Tim Green and Brice McGee

AFA Grievance No. 36-99-2-24-16 Suspension of Flight Attendant Trades and Denial of Related Contractual Provisions

Sick Leave Monitoring

August 4, 2016 17:00

Management once again focusing on sick leave usage

AFA recently received information indicating that management is once again focusing on monitoring sick leave usage. It is unfortunate that Inflight continues to use valuable resources to monitor it’s own employees with little to no tangible results. AFA believes it is important to notify Flight Attendants of the program and their respective contractual rights.

Inflight base management will be keeping track of their specifically assigned Flight Attendants. Base management will have a form recording their Flight Attendants’ trip lengths, commuter status, sick leave usage prior to or following vacation, eMaestro trip trade posting history in eMaestro (or Crew Exchange after cutover to JCTE), social media activity around the time of sick leave, and possibly other unknown factors.

Suspicion of sick leave abuse

If base management is concerned with a Flight Attendant’s sick leave, they will forward the information to the Flight Attendant’s performance supervisor. The performance supervisor will evaluate the information and take action if s/he believes there is suspicion of sick leave abuse. Sick leave investigations which lead to terminations are rare; however, be advised that abuse of sick leave is a terminable offense.

“Welfare check” emails

Base management may send out emails to Flight Attendants whenever they accrue attendance points. These sick leave usage/accrual of attendance points emails have been occurring since the current contract ratified, but the program has been inconsistently applied throughout the system. Inflight management is looking to make the practice more consistent.

AFA takes the position these emails must contain only friendly “just checking on you” tone and content because contractually the purpose of the email is to ensure the welfare of the Flight Attendant. Flight Attendants are not obligated to respond to this type of email.

There are only two instances in which a Flight Attendant is required to respond to an attendance related email:

In the event they have reached four attendance points or
If calling in sick online after scheduled check-in and prior to wheels up of her/his first flight.

A Flight Attendant may also be contacted to receive counseling anytime s/he receives a No Show pursuant to AFA Alaska Collective Bargaining Agreement §32.E.1 [Attendance Policy: Control Procedure], in which case s/he must respond.

Relevant contractual language

CBA §32.A.3-4. [Attendance Policy: Reporting Procedure]:

3. Inflight management may reach out via electronic communication on the Company intranet to a Flight Attendant anytime s/he accrues attendance points in order to ensure the welfare of that Flight Attendant. The Flight Attendant will not be obligated to respond.

4. Inflight management may contact the Flight Attendant via telephone or electronic communication on the Company intranet and the Flight Attendant will be expected to return the contact as soon as practical under the following circumstances:

a. If a Flight Attendant has accrued a total of four (4) points (regardless of points reduction and/or total bank points) within two (2) consecutive calendar quarters; or

b. If a Flight Attendant calls in sick at or after scheduled check-in and prior to wheels-up of her/his first flight (Sick Leave On-Line at Scheduled Check-In). Inflight management may contact the Flight Attendant via telephone or electronic communication on the Company intranet.  

***

If you have any questions or concerns, contact one of your LEC officers, particularly if you receive any “off script” emails about attendance.

In Solidarity,

Your MEC – Jeffrey Peterson, Brian Palmer, Yvette Satterlee, Lisa Pinkston, Laura Masserant, Cathy Gwynn, Tim Green and Brice McGee; MEC Grievance Committee Chairperson Jennifer Wise MacColl and MEC Grievance Committee Representative Stephanie Adams

Order of Reserve Assignment Grievance Granted

August 2, 2016 17:00

Management granted Grievance No. 36-99-2-4-16: Violation of CBA §11.E.9 Order of Reserve Assignment. AFA filed this grievance earlier this year because Crew Scheduling called a Reserve and didn’t wait 15 minutes for the Reserve to return the call. Crew Scheduling then proceeded to assign the next Reserve on the Low Time First Assigned (LTFA) list to the trip that the first Reserve should have received, but management was disputing whether additional pay was due for the second Reserve.

CBA §11.E.9. [Reserve: Order of Assignment]:

Crew Scheduling will assign Reserves in LTFA order as modified by LTFA preferences or reverse seniority order for Lineholder opt-out; if a Reserve is otherwise assigned out of order for any other reason, s/he will receive one and one-half times (1.5x) the trip rate for all TFP flown or credited, or for APSB of which one-half times (0.5x) will be paid above guarantee.

Since the grievance was granted, Crew Scheduling is required to wait a full 15 minutes for a Reserve to call back for an assignment. If Crew Scheduling moves to the next Reserve prior to the 15 minutes expiring, and if the first Reserve calls back during that time, then the second Reserve called and assigned is entitled to 1.5x pay for all TFP flown or credited in that pairing; 0.5x pay will be paid above guarantee.

If you think you have been assigned a trip out of order under these circumstances, take screen shots of the LTFA list, then contact your local Reserve Committee chairperson if you have any challenges with receiving the additional contractual compensation.

In Solidarity,

Your MEC – Jeffrey Peterson, Brian Palmer, Yvette Satterlee, Lisa Pinkston, Laura Masserant, Cathy Gwynn, Tim Green and Brice McGee; MEC Grievance Committee Chairperson Jennifer Wise MacColl, MEC Grievance Committee Representative Stephanie Adams; and MEC Reserve Committee Chairperson Jarod McNeill

MEC Grievance Committee Chairperson Interviews

July 29, 2016 05:00

The MEC would like to thank Jennifer Wise MacColl for her work as MEC Grievance Committee Chairperson over the past several years. In her role, Jennifer has been a fierce advocate for Flight Attendants in numerous contractual and discipline cases. Jennifer will continue her AFA work as a member of the Joint Negotiating Committee (JNC) pending the planned acquisition of Virgin America by Alaska Airlines.

Background

The MEC Grievance Committee Chairperson is responsible for leading the committee’s effort to advocate for Flight Attendants in contractual and disciplinary cases. The Chairperson also serves as a resource to Local Grievance Committees in all aspects relating to grievance and contractual enforcement matters.

Additional Information from The MEC Policy Manual

1. SCOPE

a. The Grievance Committee will have as its primary objective the protection of all Flight Attendants against arbitrary and unjust disciplinary action.

b. The Grievance Committee shall uphold the current agreement, MEC policy and the AFA-CWA Constitution and Bylaws.

c. The Grievance Committee shall act to secure the fastest possible procedures for all Flight Attendants in the arbitration of their grievances for disciplinary action.

d. The Grievance Committee shall follow the direction of the Grievance Screening Panel.

2. POLICY/RESPONSIBILITIES

a. The MEC Grievance Committee shall consist of the MEC Chairperson and the Local Grievance Committee Chairperson from each council. The MEC may also appoint MEC Vice Chairpersons and MEC Grievance Representatives to the MEC Grievance Committee on an as needed basis.

b. The committee will assist AFA-CWA attorneys in the preparation of all ALA Flight Attendant grievances.

c. Proposed settlements of disputes between the Union and the Company shall be presented to the MEC President.

d. Priority at the System Board shall be given to Flight Attendants who have been terminated by the Company. Issues of sufficient importance to the collective interest can be scheduled ahead of termination grievances with the MEC President’s concurrence.

e. If any dispute arises regarding the merits of a contract grievance, the MEC will have the authority to terminate or continue the grievance process.

f. Grievant will be advised, via Certified Mail, of any Grievance Screening Panel determination.

g. The MEC Chairperson shall:

(i) Serve as a member of the Grievance Screening Panel

(ii) Attend all discussions of contract items at all regularly scheduled MEC meetings.

(iii) Compose informational and educational articles of interest to the membership and provide them to the MEC Communications Chairperson to be included in MEC communications and posted to the MEC website. This will include the minutes of all Alternate Dispute Resolution (ADR) meeting minutes.

Qualifications

Previous Union grievance or equivalent labor relations experience required
Understanding of the principles of just cause
In-depth knowledge of the collective bargaining agreement (CBA)
Ability to attend meetings as required, including being present in Seattle at least four days per week
Ability to attend AFA International and other required training as needed
Adherence to Grievance Committee policies, procedures, and standards of ethical conduct
Strong computer skills. Excellent working knowledge of Google email and Microsoft Office. Knowledge of osTicket platform helpful.
Strong written and verbal communication skills. Ability to write communications, respond professionally to internal and external e-mail, prepare reports, and take meeting minutes. Ability to pay close attention to detail.
Ability to prioritize responsibilities and perform multiple tasks simultaneously
Ability to meet deadlines and follow up on assigned tasks
Ability to maintain confidentiality of sensitive and personal information

Duties

Enforce the contract
File grievances and maintain the master grievance log
Collect evidence, solicit documentation, and maintain complete records.
Ensure that time limits are met for filing
Represent AFA in alternate dispute resolution (ADR) meetings, grievance hearings, System Board hearings, and other meetings with management.
Assist Union attorneys in preparing grievances for System Board
Review material, handle correspondence, and keep the Local Grievance Committees well informed of current grievance developments
Communicate regularly with the membership about decisions on grievances; explain ramifications of results
Write grievance articles for membership communications upon request of the MEC Communications Committee
Prepare and send a monthly committee report to the MEC

Time Commitment and Flight Pay Loss Reimbursement

This position is budgeted for 100 TFP of Flight Pay Loss (FPL) per month
Time commitment is approximately four days per week in the MEC Office in Seattle with additional work completed remotely or in the office as necessary

Working Relationships

With The Local Grievance Committees

Constant interaction with the Local Grievance Committee Chairpersons and Local Grievance Committee Members.

With The Master Executive Council (MEC)

This position reports to the Master Executive Council. The MEC executive sponsor for the committee is the MEC President.

With The MEC Grievance Committee

Frequent interaction with the MEC Grievance Committee. This position directs the work of the MEC Grievance Representative(s).

With Management

Constant interaction with inflight management, particularly the Director of Labor Relations, Manager of Inflight Work Performance, and Inflight Performance Supervisors

With AFA International

Frequent interaction with AFA staff attorneys and AFA legal department

Expressing Interest and Interview Scheduling

The MEC will hold interviews during the September MEC meeting on Wednesday, September 28 or Thursday, September 29, 2016. Bid around the interview date or plan to arrange your schedule accordingly to accommodate.
Submit a declaration of interest and resume to MEC Secretary-Treasurer Yvette Satterlee at yvette.satterlee@afaalaska.org no later than 5 PM Pacific Time on Friday, September 16, 2016. Yvette will contact qualified candidates to schedule a specific interview time.

In Solidarity,

Your MEC – Jeffrey Peterson, Brian Palmer, Yvette Satterlee, Lisa Pinkston, Laura Masserant, Cathy Gwynn, Tim Green and Brice McGee

Performance Based Pay Correction

June 15, 2016 05:00

AFA Alaska recently became aware that an error occurred with respect to how Performance Based Pay (PBP) was calculated for some Flight Attendants. Flight Attendants who were coordinating sick leave with Short Term Disability (STD) and/or Long Term Disability (LTD) did not have their sick leave pay counted toward their PBP.

AFA Alaska brought these facts forward through the Alternate Dispute Resolution (ADR) process, and management has since corrected the error. Affected Flight Attendants received email notification of the correction, which was paid on their May 20, 2016 paycheck.

If you have any questions regarding the correction or if it applies to you, contact one of your Local Executive Council (LEC) officers.

In Solidarity,

Your MEC – Jeffrey Peterson, Brian Palmer, Yvette Satterlee, Lisa Pinkston, Laura Masserant, Cathy Gwynn, Sandra Morrow, Stephen Couckuyt; LEC Presidents-elect Tim Green and Brice McGee; MEC Grievance Committee Chairperson Jennifer Wise MacColl and MEC Grievance Committee Representative Stephanie Adams

Trip-trading freeze negotiations

Paid drop coupons or the equivalent

“Super Reserves”

Positive Space Tickets, et cetera

Attendance points credit

What management thinks you are worth…

Grievance filed

Management once again focusing on sick leave usage

Suspicion of sick leave abuse

“Welfare check” emails

Relevant contractual language

Background

Additional Information from The MEC Policy Manual

Qualifications

Duties

Time Commitment and Flight Pay Loss Reimbursement

Working Relationships

With The Local Grievance Committees

With The Master Executive Council (MEC)

With The MEC Grievance Committee

With Management

With AFA International

Expressing Interest and Interview Scheduling

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