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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.

AFA Committee Focus Month: EAP/Professional Standards

We’re excited to launch our first AFA Committee Focus Month this month. This program will help you get to know the different AFA Committees, all made up of volunteer Flight Attendants, the work they do for us, and the resources available to you. We’re starting by highlighting our AFA Employee Assistance Program (EAP)/Professional Standards Committee, which lines up with National Mental Health Awareness Month. Taking care of your well-being is not just encouraged—it’s essential.

Our EAP/Professional Standards Committee, commonly referred to as AFA EAP, is a confidential, Union-operated, peer-based support network. Made up of specially-trained fellow Flight Attendant volunteers—not management—the Committee works together as one to offer resources for every challenge, from your personal life to your professional career.

Keep in mind that AFA EAP is different from the company’s EAP, Lyra. While both programs work to support you, AFA EAP is run entirely by our Union, which means more privacy and no management involvement. Our Committee is truly Flight Attendants helping Flight Attendants.

How Our EAP/Professional Standards Committee Supports You

The Committee provides confidential support across three core programs:

  • EAP (Employee Assistance Program): EAP is a confidential lifeline that offers help for mental health, substance use concerns, grief, and life changes. If you’re feeling tired from a tough schedule, dealing with family stress, or facing financial worries, we’re here to support you.
  • CIRP (Critical Incident Response Program): When the job is especially tough, CIRP provides emotional support after serious events, such as a medical emergency on board, a security issue, or a natural disaster. We connect you to long-term help so you never have to face a critical incident alone.
  • Professional Standards: Before conflicts escalate, Professional Standards offers confidential, peer-to-peer help to resolve issues informally, such as miscommunication or a problem with professional conduct. We aim to encourage clear communication, repair relationships, and prevent matters from going to management, where discipline might occur.

We encourage you to contact an EAP Committee Member whenever you need support. Your privacy is important to us, and everything is confidential.

Understanding Your Resources: A Four-Week Focus

To help you learn about all the resources the EAP/Professional Standards Committee offers, we’ll spend the next four weeks highlighting the different parts of the Committee:

  • This Week (General Overview): Introducing your AFA EAP Committee and the comprehensive structure of our support network.
  • Week 2 (EAP): Confidential, everyday support for personal and professional challenges.
  • Week 3 (CIRP): Critical Incident Response Program for emotional first aid after serious events.
  • Week 4 (Professional Standards): Peer-to-peer intervention to resolve day-to-day workplace conflicts informally.

Learn More About Your Support Network: Watch the Video

Want to see how this support network can help you? Watch this short video featuring pre-merger Alaska EAP/Professional Standards Committee Chairperson Melanie Buker and Vice Chairperson Elizabeth Dillon. See how the three main Committee components—EAP, CIRP, and Professional Standards—can make a difference with your personal and work challenges. 

Click here to watch on YouTube ➔

After watching, share it with a flying partner who may benefit—be the reason someone else finds support.

Contact Information

Your privacy is important. Save our confidential 24/7 contact number now and reach out whenever you need us:

Celebrating Asian American and Pacific Islander Heritage Month

May is Asian American and Pacific Islander Heritage Month in the United States—a time to celebrate the vibrant stories, achievements, and enduring impact of these communities. Their cultures, traditions, and innovations have enriched every facet of American life, from art and science to activism and public service. What started in 1978 as a weeklong observance grew to a month-long celebration by 1990 and, since 1992, has been officially celebrated in May. The month was chosen for its significance: May 7 marks the arrival of the first Japanese immigrants in 1843, and May 10 commemorates the completion of the transcontinental railroad in 1869, a landmark made possible by Chinese immigrant labor. This is not just a look back, but an opportunity to recognize and uplift the diverse voices shaping our shared future.

Explore The Rich Heritage Of Asian American And Pacific Islander Contributions

Want to learn more? This is a great time to celebrate and support the Asian American and Pacific Islander communities around you. Learn about trailblazers, honor those who often go unrecognized, and find new ways to show your support. Check out these resources to get started:

Join In The Celebration With An Asian American And Pacific Islander Heritage Month AFA Pin

In 2021, the AFA Executive Board established May as Asian American and Pacific Islander Heritage Month and introduced a commemorative pin for AFA Members to wear throughout the Month as a visible symbol of pride and unity. Wearing it is a simple but meaningful way to show support, start conversations, and honor AAPI individuals, both past and present.

Want to know more about the story behind the pin? Reach out to your Local Human Rights & Equity Committee. If you’d like a pin, look for updates from your Local Council or contact your LEC Officers to learn how to get one. Let’s celebrate, learn, and honor the heritage and contributions of Asian American and Pacific Islander communities together.

Scheduling Committee Meeting Recap – April 2026

This message is for pre-merger Alaska Flight Attendants

On Tuesday, April 21, our pre-merger Alaska AFA Scheduling Committee Chairpersons and Representatives met in person at the Alaska Airlines Global Training Center in Renton, WA to discuss their ongoing work to represent our Flight Attendants and push for improvements in our workplace. Representing you at the meeting were Rebekah Olds (ANC), Rita Tillou (SEA), Melodie Anderes (PDX), Jaqui Bellenie (SFO), Kanako Yamado (LAX), and Kitty Cohen (SAN). MEC Scheduling Committee Vice Chairperson—Pairing Construction Karen Ferrell, MEC Scheduling Committee—PBS Subcommittee Member Adam Clarey, and MEC Scheduling Committee Chairperson Jake Jones were also present.

The Committee met with Managing Director of Inflight Performance & Crew Scheduling Sara Cook, Manager of Inflight Crew Scheduling Goose Hlaingmyint, Director of Crew Planning Trisha Bennett, Manager of Crew Planning Colin Beard, Senior Manager Product Management Rick Mitchell, ITS Technical Product Owner Nathan McFerren, Manager of Crew Pay Debbie Bakke, and other management representatives from Crew Planning, Crew Scheduling, information technology (ITS), payroll, and inflight performance.

The Committee is next scheduled to meet on Tuesday, May 26.

Topics of Discussion

The Committee reviewed several topics during internal AFA-only conversations and when meeting with management. Some items discussed include:

Announcements

  • Upcoming Scheduling Meetings: May 26, June 23, July 21 (in-person), August 25, September 29, October 27, November 24, and December 29.
  • Scheduling Review Board (SRB): The SRB will meet on the first of each month from May through December 2026.
  • Alternate Dispute Resolution (ADR): Scheduled out through October 8, 2026. Dates are on the MEC events calendar.
  • JCTE Update: A new update is anticipated in May 2026.
  • Pairing Selection Meetings: Scheduled monthly through December 2026 to discuss pairing selections.
  • Flight Attendant Open Time Monitoring: Active monitoring will occur on the 16th of each month, with specific times set for each base.

MEC Committee Chairperson Report

  • Crew Backlog Review: The status of the crew backlog is still pending. Need to schedule upcoming dates. 
  • Crew Bi-Monthly Review: A review with ALPA is scheduled for May 21, 2026.
  • Known Crew Access Issues: A review meeting is set for May 27, 2026.
  • Rainmaker Crew Pay System: Meetings are scheduled for May, August, and November to address ongoing concerns.
  • Fatigue Review Board (FRB): A series of meetings throughout 2026 will monitor fatigue-related issues.
  • NAVBLUE Monthly Call: Regular calls scheduled through December 2026 will address operational updates.
  • Personal Drop Report Process: Updates are being integrated into JCTE, with specific attention to the Alaska system.
  • Pyramiding Pay Dispute: Discussions continue regarding issues related to over-duty and pay disputes.
  • 4K Dispute: A grievance has been filed by AFA concerning compensation for redeye flights and the night rule.
  • Memorandums of Understanding (MOUs): Ongoing discussions focus on various operational issues and self-help arrangements.

Local Committee Chairperson Reports

  • PDX: Significant feedback regarding leaves with an emphasis on awarding low bids. Expressed concerns over what appears to be micromanagement in Block2Block (B2B) chat.
  • SAN: An issue involving a pay premium for a reassigned Flight Attendant was highlighted, and Wi-Fi code errors were noted but did not require follow-up. If you experience errors with deadhead Wi-Fi codes, please contact Crew Scheduling. 
  • ANC: Concerns about disappearing Flight Attendant schedules and pay errors were raised. This is a known issue, and Flight Attendants should contact Crew Scheduling if this occurs.
  • LAX: Issues with four-day trips in Burbank and pay analyst errors were reported.
  • SFO: Discussions centered on reassignment and compensation issues.
  • SEA: Concerns about PVR cancellations and the need for improved communication were emphasized, along with reassignments and changing flying patterns.

PBS Subcommittee Updates

  • Bidding Process: Increased bidding volume was noted in May, with challenges with some runs during SEA awards.
  • Bid Awards and Protests: Workarounds for website issues were implemented, allowing bid protest submissions via email.
  • Meetings: Various meetings were conducted, focusing on new initiatives and error messaging; the PBS system is now branded as “Skywise.”
  • Other Updates: Ongoing testing for PBS systems is in progress, with notable issues addressed.

Pairing Construction

  • Staffing Policy Changes: Effective for June 2026, management is reviewing the possibility of offering staffing leave for that month. It is the Committee’s recommendation that management not offer leaves at this time to provide relief to Flight Attendants. 
  • June Pairing Selection: Agreement has been reached on utilizing the more cost-effective solution over other options for June. This includes considerations for hotel and transportation expenses, allowing for better financial management.
  • Review of Trip Length and Distribution: There is ongoing scrutiny of the length of flying and trip distribution. The focus is on optimizing routes to reduce costs, particularly during the summer months when demand is higher.
  • Processing 4 Position Pairings: The Committee is exploring the feasibility of processing 4-position pairings rather than the traditional 1- and 3-position pairings. This adjustment aims to enhance flexibility and improve crew efficiency.
  • Cost-Effectiveness Analysis: A detailed analysis of the cost implications of different pairing structures is underway. The goal is to establish a more efficient pairing system that balances crew needs with operational demands.
  • Historical Data Review: Historical data indicates a significant decrease in the viability of four-day trips. The Committee is analyzing how to increase the value of these trips to provide more flexibility for crew members.

Crew Pay and Planning Updates

  • Crew Pay: An increase in inquiry counts in April was observed, along with a review of payroll trend data.
  • Crew Planning: Upcoming June block hours total 347k, with significant discussions on trip distribution and staffing leaves. Line averages will remain around 80 TFP, while reserve coverage should be 20% system wide. 
  • IROPS Mitigation: Various construction delays and adjustments to layover/connection times were discussed. The layover/connection restraints affect our pairings and what is available to bid. 

Crew Scheduling Update

  • Sick Leave Trends: A decrease in sick leave usage was observed, with ongoing monitoring.
  • Reserve Utilization: High utilization rates across all bases were highlighted. Seattle has the highest utilization rates. 
  • Fatigue Reports: Reports are trending downward, underscoring the importance of successful fatigue management strategies. If Flight Attendants are fatigued, they should file detailed reports on the causes of the fatigue so the review board can make the most effective decisions and recommendations. 
  • Feedback Mechanisms: Improved communication and issue reporting processes were discussed to enhance operational efficiency.

What The Committee Is Working On

  1. Resolving Pyramiding Pay Disputes: Discussions are ongoing through the Alternate Dispute Resolution (ADR) process to clarify payment rules for over-duty pay and day-off violations. Our Grievance Committee is filing grievances regarding several concerns with pyramid pay. These discussions are still ongoing with Labor Relations management. 
  2. Vacation Bidding: Representatives from the Committee met with management to discuss the new vendor, AI Crew Solutions. It was determined that when a Flight Attendant either doesn’t hold a bid or forgets to bid, they will be allowed to bid in the 2nd round of vacation. The current process assigns slot 1 and slot 2.  We will provide educational material and information when bidding begins next year on the new platforms. Our next meeting is scheduled for March 12, 2026. We have additional meetings to discuss implementation and buddy bidding. We are currently testing and reviewing the User Acceptance Testing (UAT) environment. 
  3. Flow Charts: These are posted on the AFA website to help guide you through contractual understanding and irregular ops here: 2025-2028 AFA Alaska CBA Reference Documents 01.26.2026
  4. Block2Block (B2B) Contactability: Implemented on February 1, 2026. Please familiarize yourself with the contractual language and bulletin bundle. Every Flight Attendant must check B2B at the end of every duty period (not trip) and make positive contact if a message is sent prior to block-in of the last flight of the duty period per §8.Q.2.e.
  5. Chime (Microsoft Teams): Implemented on February 9, 2026. This will allow Flight Attendants to contact Crew Scheduling for additional resources. Please refer to the letter of agreement and bulletin bundle.

We Want to Hear From You!

Whether you have feedback for the Committee, concerns to share, or items you’d like brought up with management – don’t hesitate to let us know. Your Local Scheduling Committee is here to be your voice to management. You can easily open a support ticket on the AFA Alaska Online Support Center or directly contact us using the information provided on the Scheduling Committee page of the AFA Alaska + Hawaiian website.

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