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Association of Flight Attendants-CWA Alaska Airlines Master Executive Council

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    You are here: Home / Archives for Committees / Human Rights Committee

    AFA Special Update – February 1, 2021

    February 1, 2021 17:00

    In This Edition

    • Celebrating Black History Month

    Celebrating Black History Month

    Human Rights Committee

    Carter G. Woodson

    February 1st marks the first day of Black History Month in the United States.  The celebration has a long tradition that can be traced back to 1925 when Harvard trained-historian Carter G. Woodson introduced “Negro History Week”, which sought to raise awareness of the contributions made by Black individuals to society and the world.  It was expanded to its current form in 1976 by President Gerald R. Ford when it became Black History Month.

    Learn More About Black History

    You can learn more about the accomplishments of Black Americans through some of the dedicated websites and resources below.

    • National Archives – African American History Month Resources
    • National Endowment for the Humanities – African American History and Culture in the United States
    • National Park Service – Black History Month
    • Smithsonian Institution – National Museum of African American History & Culture
    • United States Holocaust Memorial Museum – Black History Month
    • Alaska Air Group Black Employees, Allies and Advocates (ABEA) – Black History Month Virtual Discussions (AAG sign-on required)

    Celebrate with a Black History Month AFA Pin

    In 2019, the AFA Executive Board unanimously passed a resolution in recognition of February as Black History Month.   The resolution established a special commemorative pin for AFA Members to wear throughout the month of February.

    For more information about the pin, contact your Local Human Rights Committee.  Also be on the lookout for a communication from your Local Council or contact your LEC Officers to determine pin availability.

    Filed Under: Human Rights Committee, Latest News, Master Executive Council (MEC) Tagged With: 2021, Black History Month

    AFA Update – December 11, 2020

    December 11, 2020 12:00

    In This Edition

    • MEC Resolution on Gender Equality
    • CALL CONGRESS: We’re Closer to #ReliefNow Than Ever Before
    • Georgia Senate Runoff Election
    • Community Resources for Those in Need

    MEC Resolution on Gender Equality

    Master Executive Council (MEC)

    AFA has long been a champion of equality both in and out of the workplace.  Over the course of many years, we have made achievements in our struggle to realize fair treatment for all.  There is still much work to be done, however, and we continue with our efforts to achieve workplace equality almost daily.

    The Master Executive Council (MEC) recently adopted a resolution in support of gender equality, specifically in regard to the right to recognition, acceptance, and inclusion of people of all gender identities and gender expressions.  As a part of the resolution, the MEC is calling upon Alaska Airlines management to make much needed changes to company policies in order to recognize, accept, and include non-binary and gender non-conforming individuals.  You can view the complete language of the resolution on the AFA Alaska website by clicking here.

    What Are Gender Identity and Gender Expression?

    Gender identity refers to how you view your gender internally (e.g., man, woman, or another gender).  Gender expression refers to how you present your gender on the outside through your behavior, mannerisms, the clothing you wear, your voice, and other characteristics. Gender non-conforming is a broader term that describes people who do not follow other people’s ideas or stereotypes about how they should look or act based on the female or male sex they were assigned at birth.

    In our society, many people identify and express themselves as either male or female.  This is often referred to as the “gender binary”, meaning that it has two parts—male and female.  People who are non-binary have a gender that doesn’t fall into one of these two categories. They may have a gender that blends both male and female elements, is different than male or female, or they may not identify with any gender.

    If you’d like to read more to further understand non-binary and gender non-conforming people, you can find additional information using the links below:

    • Pride at Work – Union Guide to Discussing LGBTQ People and Issues
    • National Center for Transgender Equality – Understanding Non-Binary People

    A Request for Immediate Action

    Earlier this week, the MEC sent a formal letter to management requesting an immediate meeting to discuss the resolution and begin the process of working to study, review, and update company policies as quickly as possible.  We have requested that the frontline employee uniform and appearance standards be reviewed first as they are one of the most significantly impactful areas of inequality for those who are non-binary and/or gender non-conforming.

    Questions?

    Please contact your LEC President with any questions about the MEC Resolution.


    CALL CONGRESS: We’re Closer to #ReliefNow Than Ever Before

    Government Affairs Committee

    We’ve rallied, marched, called, emailed, tweeted, and more to demand our members of Congress extend the Payroll Support Program (PSP). Our activism is forcing lawmakers to publicly come out to support #ReliefNow for Flight Attendants and essential aviation workers and urge their colleagues to take action. 

    Throughout the next 7 days, we have to be louder than we’ve ever been before

    The $908 billion bipartisan proposal on emergency relief has significant support across Congress, but there are a few outstanding issues unrelated to PSP. Our action and voices are critical to getting this legislation over the finish line.

    Congress is gearing up to depart Washington, D.C. for the holidays and before they leave, they must pass a government funding bill by Friday, December 11th, to avert a government shutdown. Congress is expected to extend that deadline to December 18th. That is unfortunate because every day counts for those out of work and all the disruption and suffering caused for people without relief – and even those on the job under these conditions. We need to continue to demand #ReliefNow. Every day counts! This is a bridge of emergency relief for the whole country for four month. Stimulus discussions for recovery would be renewed in the New Year. More relief will be needed for our country to recover.

    Our members of Congress must hear from us, our family members and friends, every day

    SENATE: (888) 848-4824
    HOUSE: (888) 907-9365

    “Hello, I am a constituent calling to tell my (Senator/Representative) that we need emergency relief and an extension of the Payroll Support Program TODAY. We are out of work and without healthcare. Do not leave Washington, D.C. without passing emergency relief for our families. Do your job. Thank you.”


    Georgia Senate Runoff Election

    Government Affairs Committee

    On January 5, voters in Georgia will have the opportunity to vote in an election to determine who will represent them in the United States Senate.  Georgia voters will have the opportunity to send two candidates to Washington who support working Americans through the right to organize and bargain collectively.  This election is critical as the outcome has the ability to affect the balance of power in the Senate.

    With judicial nominees, a stimulus deal, infrastructure and health care measures, and tax and spending policies all on the line, the Senate races in Georgia are likely to take on an intensity that mirrors the presidential race that just ended.  We need to do everything possible to encourage Georgia voters to vote and get the word out about pro-worker candidates Jon Ossoff and Raphael Warnock.

    Our fellow AFA and CWA members will be working to reach out to Georgia voters through phone banking activities every Tuesday until the election as well for several days prior to the election itself.  You can help make a difference and get the word out by signing up for a shift and joining the phone bank!  Available shifts are:

    Tuesday, December 15th2 to 5 PM PST 
    Tuesday, December 22nd2 to 5 PM PST
    Tuesday, December 29th2 to 5 PM PST
    Sunday, January 3rd9 AM to 5 PM PST
    Monday, January 4th2 to 5 PM PST
    Tuesday, January 5th (Election Day)9 AM to 3:30 PM PST
    Click here to sign up for a shift

    Signing up for just one shift can make a difference and you’re welcome to sign up for as many shifts as you’d like.  After you sign up for shifts, you’ll receive Zoom information about how to connect to the phone bank.

    Questions?

    If you have any questions, please contact your Local Government Affairs Committee.


    Community Resources for Those in Need

    Employee Assistance Program (EAP)/Professional Standards Committee

    Your AFA EAP Committee has compiled the below list of websites that may prove helpful with the financial strains of our times.

    Food Banks, Housing and Utility Assistance, Clothing Closets, Veteran Services etc.  

    • United Way and Local Assistance Resources in your Area  www.211.org
    • State by state resources and benefits to replace lost wages, housing and food assistance, resources to assist workers impacted by COVID   https://aflcio.org/covid-19/state-resources

    Health Care

    • Low-cost/no cost local health care services for adults and children: https://findahealthcenter.hrsa.gov/
    • Insurance for children if parents don’t have coverage for them. www.insurekidsnow.gov
    • Open Marketplace under the Affordable Care Act – (open Season 11/1-12/15) www.healthcare.gov
    • Hill-Burton free or low cost hospitals/medical facilities. https://www.hrsa.gov/get-health-care/affordable/hill-burton/facilities.html
    • Join a Study/Trial- Find a study by disease, country, state that is actively recruiting participants. www.clinicaltrials.gov

    Behavioral Health Care

    • Substance Abuse and Mental Health Services Administration Website for sliding fee or no cost mental health services. https://findtreatment.samhsa.gov/

    Prescription Assistance Programs

    • Partnership for Prescription Assistance: A program sponsored by drug companies, doctors, patient advocacy organizations, and civic groups. It helps low-income, uninsured patients get free or low-cost, brand-name medications. http://www.pparx.org  Ph: 888-477-2669 
    • NeedyMeds: A nonprofit group that has an extensive database of information about patient assistance programs, state assistance, drug discount programs, and free or low-cost medical care. You can search the database for free on its website. The site also has information on thousands of programs to help consumers through the application process. www.needymeds.org
    • RxAssist: An online database of drug company programs that provide free or affordable drugs and copay assistance. www.rxassist.org
    • RxHope: A web-based resource where you can search by medication to find assistance programs. It also offers help with the application process. www.rxhope.com
    • RxOutreach: A mail-order pharmacy for people with little to no health insurance coverage. www.rxoutreach.org

    Questions?

    Contact your Local EAP Committee if you’d like more personalized assistance in understanding and accessing these or other resources.

    Filed Under: EAP/Professional Standards Committee, Government Affairs Committee, Human Rights Committee, Latest News, Master Executive Council (MEC) Tagged With: 2020, community resources, election, furlough, gender equality, gender expression, gender identity, Georgia Senate Runoff, Payroll Support Program

    AFA Update – July 24, 2020

    July 24, 2020 12:00

    In This Edition

    • REMINDER: Call Congress to Extend the CARES Act Payroll Support Program
    • Onboard Service Expansion
    • Free Online Learning Course—African American History: From Emancipation to the Present
    • REMINDER: Flight Attendant COVID-19 Survey
    • Grievance Committee Update

    REMINDER: Call Congress to Extend the CARES Act Payroll Support Program

    Government Affairs Committee

    Keep up the pressure on our lawmakers to do the right thing and extend the CARES Act Payroll Support Program.  The House of Representatives is scheduled to break for recess on July 31st and the Senate on August 7th. Make your calls today and every day!

    House – (888) 907-9365
    Senate – (888) 848-4824

    Sample Script:

    Hello, I am a constituent calling to ask [Representative]/[Senator] to help save my job as an essential worker. Take legislative action in July to extend the CARES Act Payroll Support Program for aviation workers in order to avoid massive job loss in October. Keep us connected to our jobs, our paychecks, and our healthcare. Thank you for your urgent attention to this.


    Onboard Service Expansion 

    Master Executive Council (MEC)

    Last week, management implemented an expansion of onboard service by increasing beverage choices for passengers and re-introducing hot beverages as an available menu option.  This expansion of onboard service took place despite vocal objections by our Master Executive Council (MEC), Inflight Service Committee, and Air Safety, Health, & Security Committee (ASHSC).  Among these objections are management’s failure to adequately address the increased risk of exposure that our Flight Attendants are facing due to the additional time being spent interacting with passengers to offer the prescribed service.  In light of the recent nationwide increase in COVID-19 cases and many jurisdictions postponing or rolling back plans to reopen businesses, the expansion of onboard service seems counterintuitive and does not indicate that management is serious about “owning safety”.

    The MEC is currently developing a survey to gather more information about the specifics of how the expanded onboard service has impacted our Flight Attendants.  More information will be available in soon in another AFA update.


    Free Online Learning Course—African American History: From Emancipation to the Present

    Human Rights Committee

    Yale University is currently offering a free course on African American history taught by Jonathan Holloway.  Professor Holloway was Professor of History, African American Studies, and American Studies at Yale University and Dean of Yale College. 

    This course represents a unique opportunity to assist in fulfilling our union’s promise to redouble our efforts to seek out, listen to, and amplify the voices of black and brown Flight Attendants within our Union and to address the systemic racism in our Union, our industry and our nation.

    Additional information about the course can be found in the excerpt below from the Yale University website.  You can access the course directly by clicking here.

    About the Course

    The purpose of this course is to examine the African American experience in the United States from 1863 to the present. Prominent themes include the end of the Civil War and the beginning of Reconstruction; African Americans’ urbanization experiences; the development of the modern civil rights movement and its aftermath; and the thought and leadership of Booker T. Washington, Ida B. Wells-Barnett, W.E.B. Du Bois, Marcus Garvey, Martin Luther King Jr., and Malcolm X.

    Warning: Some of the lectures in this course contain graphic content and/or adult language that some users may find disturbing.

    Course Structure

    This Yale College course, taught on campus twice per week for 50 minutes, was recorded for Open Yale Courses in Spring 2010.


    REMINDER: Flight Attendant COVID-19 Survey

    AFA International

    As a reminder, AFA International is currently running a Flight Attendant COVID-19 Survey to collect Flight Attendants’ experiences with the COVID-19 pandemic. It is essential to our work with our airlines, the federal government, and Congress to get your feedback.

    Is there available PPE at work? Have you tested positive for COVID-19? How many trips have you worked since March? What’s your experience with aircraft cleaning? Are you on leave?

    Click here to take the survey

    All individual responses will be de-identified, kept confidential and only utilized publicly in the aggregate.


    Grievance Committee Update

    Grievance Committee

    The Master Executive Council (MEC) has been very hard at work ensuring disciplinary due process and contractual compliance on your behalf.  The contract requires a minimum of 13 arbitration dates yearly to dispute discipline/termination cases and contractual issues.  AFA typically prioritizes termination cases in order to return a Flight Attendant back to work as soon as possible; however, we seek a balance between discipline and contractual cases.  AFA and management mutually decide which cases to arbitrate next based on many factors. 

    Steps of discipline are confirmation of oral warning (COW), written warning (WW), suspension (varied number of days) to 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 step of discipline and gets another violation, the new violation will build on the previous violation.  Management doesn’t always progressively travel up 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). A ROD is not considered discipline.  There is no middle ground for certain violations.  

    Subject of Most Recent Discipline

    • Theft.  Anything other than an opened/used bottle of water, unused pilot crew meal or purchased food removed from the aircraft will result in termination.  (Temporarily there are Covid-19 exceptions).  
    • Sick leave and FMLA abuse—Terminations on the rise due to travel audits among other things.  Anything written in the comments posting of trip trades and personal drops can be seen, even if eventually deleted.  If management determines abuse it results in termination.  
    • Timecard fraud—For example: Holding the door open to obtain sit pay.  Management has terminated for this violation.
    • Drug/Alcohol violations
    • Harassment
    • Reserves commuting during reserve availability period even if self-assigned a trip. Management has terminated for this reason several times.
    • Social media violations Including “friending” passengers on FB from information gained from the IMD
    • Commuter Violations
      • Flight Attendant released from DHD and used D8Y home
      • Flight Attendant used D8Y when they picked up out of base
      • Flight Attendant used D8Y to/from incorrect cities
      • Flight Attendant used D8Y for pleasure travel
    • Lost IMD or other required items
    • Failing to complete CBT—even if FA just forgets to hit the close button within Cornerstone to switch the CBT from in process to complete.

    Recent and Upcoming Arbitration/Mediation

    ArbitrationApril 21Disciplinary Grievance
    ArbitrationMay 27Contractual Grievance
    ArbitrationJune 15Contractual Grievance
    ArbitrationJune 25Disciplinary Grievance

    Recent Arbitration Awards

    Grievance No.:  36-99-2-52-17-Violation of §§11.H.3.b & 11.H.4 JCTE Denying Unlimited Trading of Reserve Days Due to Classification as a Reserve Block Split.  This grievance alleged the Company’s violation of Collective Bargaining Agreement §§11.H.3.b & 11.H.4 [Reserve:  Reserve Exchange of Days, Pick-Ups and Trades/Reserve Day/Blocks], past practice and all related sections of the Collective Bargaining Agreement when its Jeppesen Crew Access (JCA) trading system denied unlimited trading of reserve days pursuant to §11.H.4 due to JCA incorrectly classifying such trade as a reserve block split pursuant to §11.H.3.b. 

    Arbitrator’s Decision:  The grievance is denied.  Alaska Airlines did not violate Sections 11.H.3.b & 11.H.4 and/or any and all related sections of the collective-bargaining agreement or past practice when its Jeppesen Crew Access trading system denied transactions where Reserve Flight Attendants sought to give away less than an entire block more than once per month.  Alaska Airlines properly classified these transactions as a reserve block split pursuant to Section 11.H.3.b.

    Recent Grievance Settlements

    Grievance No.:  36-99-2-30-19-Violation of §28.G.2 Ground Commuting Policy.  This alleges the Company’s violation of Collective Bargaining Agreement §28.G.2 [Domiciles:  Commuter Policy/Ground Commuting Policy], past practice and all related sections of the Collective Bargaining Agreement when during the February 2019 Pacific Northwest snowstorms, it did not allow Flight Attendants to use the ground commuter policy because the Company did not consider a snowstorm-related ground commuting failure to be unanticipated.  

    Details:  See the July 13, 2020 AFA Update for more information.

    Grievance No.:  36-99-2-159-19-Violation of §11.F, §11.F.13 and §11.D.2.c Airport Standby Reserve and On Duty at 4:29 am.  This grievance alleges the Company’s violation of Collective Bargaining Agreement §11.F [Reserve:  Airport Standby], §11.F.13 [Reserve:  APSB on Duty at 4:29 am] and §11.D.2.c [Reserve:  Notice of Time to Report], past practice and all related sections of the Collective Bargaining Agreement when it failed to or inconsistently compensated Flight Attendants when they were:  1)  Sitting airport standby (APSB) prior to 4:29 am; 2) Sitting APSB prior to 4:29 am and while on said APSB was given a flight assignment prior to 4:29 am; and 3)  Sitting APSB prior to 4:29 am and while on said APSB was given a flight assignment after 4:29 am. 

    Details:  

    1. Reserve Flight Attendants sitting airport standby (APSB) prior to 4:29 am local domicile time who do not receive a flight assignment during APSB:
      1. Will be compensated pursuant to §11.D.2.c at one and one-half times (1.5x) the trip rate in that duty period of which one-half times (0.5x) the trip rate will be paid above guarantee for the APSB assignment if the Flight Attendant receives less than nine (9) hours’ notice of the APSB assignment; or 
      1. Will be compensated straight time (1.0x) towards the reserve guarantee for the APSB assignment if the Flight Attendant receives at least nine (9) hours’ notice of the APSB assignment.  
    2. Reserve Flight Attendants sitting APSB prior to 4:29 am local domicile time and while on said APSB are given a flight assignment prior to 4:29 am will be compensated one and one-half times (1.5x) the trip rate for all TFP flown or credited or APSB in that duty period of which one-half times (0.5x) the trip rate will be paid above guarantee.   
    3. Reserve Flight Attendants sitting APSB prior to 4:29 am local domicile time and while on said APSB are given a flight assignment after 4:29 am will be compensated one and one-half times (1.5x) the trip rate for all TFP flown or credited or APSB in that duty period of which one-half times (0.5x) the trip rate will be paid above guarantee.

    Click here to view the complete settlement agreement.  

    Grievance No.:  36-99-2-116-18-Violation of §10.J.4 Bidding Timelines.  This grievance alleges the Company’s violation of Section 10.J.4 [Scheduling:  Bid Packets and Bidding Timelines], past practice, and all related sections of the Collective Bargaining Agreement when on or about March 13, 2018, management re-opened its Preferential Bidding System (PBS), NAVBLUE, for a full bid re-award for April 2018 because it was not programmed to match the bid “duty on” preference on the new web application user interface.  However, due to system limitations the re-award required the PBS to reopen which allowed access for Flight Attendants to submit new bids after the contractual bid submission deadline.   

    Details:  The Company and AFA will The parties will actively work on installing an administrative lock-out function (or other mutually agreed upon solution) in the NAVBLUE bidding system (or any successor system).  The lock-out function will allow the ‘back end’ of the bidding system to be opened for bid protests, technical issues, or other adjustments while locking out Flight Attendants from altering their bids on the ‘front end’. It is unknown whether NAVBLUE can accommodate a lock-out function exactly as described in this paragraph. If it is not possible, the parties will work together and mutually agree on the alternate solution and how it would work.  If an alternate solution is not mutually agreed upon, AFA reserves the right to refile this grievance.  

    Compensatory Settlement:  The Company will pay compensation to all Flight Attendants whose adjusted April 2018 bid resulted in a loss of four (4) or more TFP and at least one day of flying from their original April 2018 bid.  Approximately 150 Flight Attendants are in this pool, plus two additional Flight Attendants who do not meet the requirements but whose situations present unique circumstances that warrant settlement.  The total TFP amount to be paid out is 1130.6 TFP. A list of said Flight Attendants will be provided to the Company by the Association pursuant to this Settlement Agreement.  The Company will pay the TFP to all the above-named Flight Attendants no later than on their June 20, 2021, paycheck.  For any affected Flight Attendant who is inactive  (due to separation or furlough) as of June 20, 2021, the Company will mail a check (less applicable withholdings) to the Flight Attendant’s last known address.  The pay will be at the respective rates in effect on the day the Flight Attendant is paid.  Payment will be paid above the reserve guarantee if applicable.  

    Click here to view the complete settlement agreement.

    Grievances Recently Granted by Management

    None

    Grievances Recently Filed and Denied

    Grievance No.:  36-99-2-200-20-Violation of §25.C.1 Failure to Include ASHSC in Safety Meeting.  This grievance alleges the Company’s violation of Collective Bargaining Agreement §25.C.1 [Air Safety Health and Security: Safety Meetings], past practice, and all related sections of the Collective Bargaining Agreement when on or about April 3, 2020, it failed to include the Air Safety, Health and Security Committee (ASHSC) in a meeting to discuss passengers who were scheduled to travel on Alaska flights after disembarking from a cruise ship which had suffered an outbreak of COVID-19. The company instead opted to brief AFA about the issue after the meeting and decision was made about how to proceed. 

    Grievance No.:  36-99-2-201-20-Violation of §10.Q & §11.E.4.d Violation of Reserve Assignment List Order.  This grievance alleges the Company’s violation of Collective Bargaining Agreement §10.Q [Scheduling:  Low-Bid Option] and §11.E.4.d [Reserve:  Order of Assignment, Assignment of Open Sequences/Assignments], past practice, and all related sections of the Collective Bargaining Agreement when its Jeppesen Crew Access (JCA) scheduling system places low-bid option and no-bid lineholder Flight Attendants who pick up reserve days and opt out of the Reserve Assignment List (LTFA) at the top of the list rather than listing them in inverse seniority order following all other Reserves within the same classification (AM/PM/ER) and with the same number of days of availability.

    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).  

    More Information

    For more information, including the status of previously filed grievances, please visit the Grievance Committee Activity Page.

    Questions?

    Please contact your Local Grievance Committee if you have any questions about the Grievance Committee update.

    Filed Under: Air Safety, Health, & Security Committee (ASHSC), Government Affairs Committee, Grievance Committee, Human Rights Committee, Inflight Service Committee, Latest News, Master Executive Council (MEC) Tagged With: 2020, AFA Update, Black Lives Matter, CARES Act, Government Affairs, Grievance Committee, Human Rights Committee, Inflight Service, Payroll Support Program, survey

    AFA Update – June 12, 2020

    June 12, 2020 12:00

    In This Edition

    • Black Lives Matter
    • Onboard Fume Events – How To Recognize and Respond
    • AFA EAP Support Services

    Black Lives Matter

    By Chip Hestle, MEC Human Rights Committee Chairperson

    Three words at the center of conversations, not only in the United States of America, but throughout the world. So just what does Black Lives Matter (BLM) mean? BLM is an international human rights movement, founded by Alicia Garza, Patrisse Cullors, and Opal Tomet, in July 2013.  The BLM movement originated from the acquittal of Trayvon Martin’s murderer.  BLM is a global organization focused on annihilating white supremacy and stepping in to support black citizens who are victims of systemic racism and violence because of the color of their skin.

    Systemic racism is deep-rooted discrimination that has repeated itself again and again, becoming more and more ingrained in society during a span of generations.

    As it was stated by Mr. Strickland, senior legal analyst and special assistant to the director of the Kirwan Institute for the Study of Race and Ethnicity, at the Ohio State University, “Systemic racism permeates within our institutions, its within our laws, our policies and our practices that have this founded foundation of biases, discrimination where you have barriers that place certain races above others. It permeates so much that people see it as normal, and it’s kind of normalized, that’s how, the way things are, when, in fact, these structures have been set up to the place certain races above others.”

    As Flight Attendants, we have the privilege of working side-by-side with diverse colleagues and passengers aboard our aircrafts.  Our paramount responsibility as Flight Attendants is to ensure the safety of the traveling public.  Have you witnessed or experienced racism while inflight? Think about it.  

    Let me be clear—saying or hearing BLM doesn’t mean that non-black lives don’t matter.  BLM has provided a platform for the black community and for people of color to draw attention to the need for change. 

    How can we effectively make change? Together, we can have healthy productive conversations with our family, friends and crew members.  A discussion around race is not easy.  But, if you desire to be a part of the solution and not the problem, I encourage you to try.  As Flight Attendants we have the gift of navigating difficult conversations.  We have the innate ability to express our feelings and, even more importantly, listen. 

    During this time of unparalleled crisis with COVID-19 and civil unrest, I encourage you to reach out to your Local Human Rights Committee Chairperson or your Local Employee Assistance Program (EAP)/Professional Standards Committee.  Your AFA Human Rights Committee is here for you.


    Onboard Fume Events – How To Recognize and Respond

    Air Safety, Health, & Security Committee (ASHSC) – Air Quality Subcommittee

    Everyone knows that the cabin can smell. Most of the time, the smells are unpleasant but should not make you sick. But when you notice an unpleasant, unusual smell sourced to the air supply vents – “fumes” – you should pay attention. 

    The design and maintenance of aircraft systems means that, sometimes, engine oil and hydraulic fluid fumes contaminate the air supplied to the cabin for ventilation. Ever noticed a dirty sock smell coming from the vents, maybe associated with APU usage or engine start? That smell can be engine oil fumes and the chemicals in those fumes can make you sick. Similarly, an acrid smell from the vents can be hydraulic fluid fumes. Other types of chemicals can get into the ventilation system, too, like deicing fluid and exhaust fumes. It’s important to know how to recognize and respond to the presence of these fumes in the cabin. 

    To assist our Members, AFA has created a video training tool to teach Flight Attendants how to recognize and respond to the presence of fumes onboard. The entire training takes approximately 40 minutes to complete and is built in modules that run for about 5 to 10 minutes each and can be completely individually. There is no password or login required to access the material. Check it out – listen to the stories of crewmembers who have been affected by fumes and learn about what you need to notice, plus the various AFA resources you can access. 

    Questions?

    If you have any questions, please refer to the Air Quality Subcommittee page of the AFA Alaska website or email airquality@afaalaska.org.


    AFA EAP Support Services

    Employee Assistance Program (EAP)/Professional Standards Committee

    AFA EAP has put together several resources to help Flight Attendants manage their personal mental health and wellness during the COVID-19 outbreak.  All services are available in either a telephone or online format.  For a complete list of support services being offered, schedules, and access information, please click here.

    Filed Under: Air Quality, Air Safety, Health, & Security Committee (ASHSC), EAP/Professional Standards Committee, Human Rights Committee, Latest News, Master Executive Council (MEC) Tagged With: 2020, air quality, Black Lives Matter, BLM, cabin air, COVID-19, EAP, novel coronavirus

    A Message About Current Events, and Planning for the Future

    June 5, 2020 15:00

    A Message About Current Events

    Nearly constant bombardment of disturbing news lately

    The Master Executive Council (MEC) recognizes there has been a nearly constant bombardment of disturbing news lately. The COVID-19 pandemic and the killings of Ahmaud Arbery, George Floyd and Breonna Taylor have touched every one of us in some way or another, and we are all struggling to process the enormity of the situation. Flight Attendants are feeling understandably anxious about their safety, health and financial security and for those they care about.

    Impact of recent events on our Black sisters and brothers

    We would be remiss as union leaders if we did not acknowledge that our Black sisters and brothers are understandably feeling particularly impacted by recent events. An injury to one is an injury to us all, and AFA will continue to defend our members’ rights, safety and freedom. We can and must do better as a society to achieve true racial equality. Black Lives Matter!

    Juneteenth and Pride Month

    June brings the celebration of Juneteenth and also is Pride Month. AFA’s mission is to unite Flight Attendants and promote equality for all regardless of race, color, creed, sexual orientation, gender identity and gender expression. We also recognize the increased discrimination that Black and brown LGBTQ+ Flight Attendants face.

    Discrimination undermines our country

    Discrimination of any kind undermines the strength of our country. We must work together to protect the rights that should belong to every human being. We stand up for fairness and equal opportunity for all.


    Planning for the Future

    Future staffing discussed by management

    Alaska Airlines management hosted an all-employee webcast yesterday morning (AAG SSO required) during which the subject of future staffing was discussed. CEO Brad Tilden and President Ben Minicucci also sent an email message (“An update on our airlines from Brad and Ben”) to all employees shortly thereafter. Flight Attendants want to know how the data translates into implications for future staffing, and we’re here to help.

    Disclaimer

    All indications are that management has been very transparent with the entire employee group, but keep in mind that any projections for future demand, revenue, capacity, block hours, etc., are all based on continually shifting data. These figures are potentially highly variable depending upon numerous factors that are too complex to anticipate with absolute certainty, and the forecasts become less certain the further into the future one goes. The following analysis is the MEC’s “worst-case” assessment based on management’s projections, so actual results may vary.

    We’re going to cut through all the statistics, underlying assumptions and calculations by going straight to our assessment. The MEC does not feel at liberty to explain our methodology at this time because we do not wish to disclose data that could unintentionally provide a competitive advantage to other carriers. All that being said, we have vetted our calculations and feel confident in our conclusions—or as confident as we can be given all the caveats.

    Q4 2020 staffing

    Beginning on October 1, Alaska Airlines will possibly need 35%-50% less Flight Attendants systemwide—at least temporarily.

    Summer 2021 staffing

    Alaska Airlines will possibly need 20% less Flight Attendants through summer 2021 and for an indefinite period of time thereafter. Presumably, the other 15%-30% of Flight Attendants (i.e. from the initial reduction of 35%-50% in Q4 2020 above) would be brought back to active service by next summer if the 20% holds true.

    Potential furlough mitigations

    However, that does not mean the aforementioned percentages of Flight Attendants will be involuntarily furloughed. The number of actual involuntary furloughs could be much less depending on potential furlough mitigations such as extended leaves of absence, voluntary furloughs, et cetera. For example, there are more than enough Flight Attendants currently on Staffing Adjustment Leaves—over 3400 FAs and 55+% in June—to prevent involuntary furloughs if the staffing reduction were to be applied today.

    AFA and management began discussions regarding early retirement back in March, and the parties have scheduled regular meetings starting next week in an effort to achieve an attractive “Early Out” package and explore other furlough mitigations as soon as possible. AFA will also continue to press Congress for additional payroll support programs and other legislative relief.

    “Worst-case” assessment

    The following “worst-case” assessment is based on the assumption of no furlough mitigations, which is quite simply not in the realm of possibility. At least some Flight Attendants will inevitably take extended leaves, voluntary furloughs and perhaps early retirement (if the parties agree to an Early Out package), all of which will reduce the potential number of involuntary furloughs. This information is provided only in order to give everyone a better sense of the theoretical scale of anticipated staffing reductions.

    A forced 20% staffing reduction would hypothetically affect system seniority numbers 4780 to 5975 and occupational seniority dates March 2017 to August 2019. A 35% forced staffing reduction would hypothetically affect up to system seniority number 3884 and an occupational seniority date of March 2015. A 50% forced staffing reduction would hypothetically affect up to system seniority number 2988 and an occupational seniority date of May 2012. Again, AFA will work with management to mitigate the number of Flight Attendants who may be involuntarily furloughed.

    Section 18 Reduction in Force

    One of the key provisions that will potentially benefit Flight Attendants is the right to recall under Section 18 Reduction in Force. Flight Attendants are kept on the seniority list and have the right to be recalled in seniority order for up to five years. The MEC encourages Flight Attendants to familiarize themselves with Section 18 over the coming months.

    Contract negotiations

    Some Flight Attendants have asked about the status of upcoming contract negotiations. The contract is amendable in December 2021, but negotiations may start one year prior to the amendable date if notice is served by either party (AFA or management) at least 60 days prior to December 17, 2020. The MEC completed first round interviews with potential Negotiating Committee candidates in March and April. However, the bargaining ‘landscape’ has significantly changed in the past few months. In consultation with AFA Collective Bargaining, the MEC has decided to hold off on moving forward with second round interviews for now. We will provide another update on the issue no later than August.


    Lots of sobering information to absorb! As your direct representative on the MEC, your LEC president is available to answer questions or concerns that you may have. Contact information for your respective LEC president can be found by clicking here.

    In Solidarity,

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

    Filed Under: Human Rights Committee, Latest News, Negotiations Tagged With: 2020, Black Lives Matter, BLM, COVID-19, furloughs, Human Rights Committee, negotiations, pandemic

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    In This Edition Celebrating Black History Month Celebrating Black History Month Human Rights Committee February 1st marks the first day of Black History Month in the United States.  The celebration has a long tradition that can be traced back to 1925 when Harvard trained-historian Carter G. Woodson introduced “Negro History Week”, which sought to raise awareness […]

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    In This Edition Letters of Agreement and Memorandums of Understanding REMINDER: Reserve Availability & Commuting College Scholarship Opportunities Letters of Agreement and Memorandums of Understanding Grievance Committee Our Master Executive Council (MEC) occasionally enters into letters of agreement (LOAs) with management to address situations that were not anticipated or did not exist during contract negotiations.  The […]

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