AFA Alaska

Representing the Flight Attendants of Alaska + Hawaiian

Click here to report an issue to AFA
You are here: Home / Archives for Committees

Building Better Working Relationships

A message from your AFA Employee Assistance Program (EAP) Committee

Human are naturally social creatures – we crave friendship and positive interactions, just as we do food and water. So it makes sense that the better our relationships are at work, the happier and more productive we’re going to be.

Good working relationships give us several other benefits. Our work is more enjoyable when we have good relationships with those around us. Good relationships give us freedom from spending our time and energy overcoming the problems associated with negative relationships. Most importantly, successful working relationships are criterial to crew resource management and thus safety.  

So what are the characteristics that make up good, healthy working relationships?

  • Trust – This is the foundation of every good relationship. When you trust  co-workers, you form a powerful bond that helps you to work and communicate more effectively. If you trust the people you work with, you can be open and honest in your thoughts and actions, and you don’t have to waste time and energy “watching your back.”
  • Mutual Respect – When you respect the people who you work with, you value their input and ideas, and they value yours. Working together, you can develop solutions based on your collective insight, wisdom and creativity.
  • Mindfulness – This means taking responsibility for your words and actions. Those who are mindful are careful and attend to what they say, and they don’t let their own negative emotions impact the people around them. They are conscious communicators.
  • Welcoming Diversity – People with good relationships not only accept diverse people and opinions, but they welcome them. For instance, when your flying partners offer different opinions from yours, you take the time to consider what they have to say, and factor their insights into your decision-making.
  • Open Communication – We communicate all day, whether we’re sending emails and IMs, or meeting face to face. The better and more effectively you communicate with those around you, the richer your relationships will be. All good relationships depend on open, honest communication.

So, what can you do to build better relationships at work?

Develop Your People Skills

Good relationships start with good people skills including how well you collaborate, communicate and deal with conflict. 

Identify Your Relationship Needs

Look at your own relationship needs. Do you know what you need from others? And do you know what they need from you? Understanding these needs can be instrumental in building better relationships.

Schedule Time to Build Relationships

Devote a portion of your flying day toward relationship building, even if it’s just in minute increments. Small and even routine interactions help build the foundation of good relationships.

Focus on Your EI

Spend time developing your emotional intelligence (EI). Among other things, this is your ability to recognize your own emotions, and clearly understand what they’re telling you.

High EI also helps you to understand the emotions and needs of others.

Appreciate Others

Show your appreciation whenever someone helps you. Everyone wants to feel that their work is appreciated. So, genuinely compliment the people around you when they do something well. This will open the door to great work relationships.

Be Positive

Focus on being positive which is both attractive and contagious.  It will help strengthen your relationships with your flying partners. No one wants to be around someone who’s negative all the time.

Avoid Gossiping

Don’t gossip. Gossip is a major relationship killer at work. If you’re experiencing conflict with someone in your group, talk to them directly about the problem. Gossiping about the situation with others will only exacerbate the situation, and will cause mistrust and animosity between you.

Stretch Yourself

Occasionally, you’ll have to work with someone you don’t like or someone that you simply can’t relate to. But, for the sake of your comfort and everyone’s safety, it’s essential that you maintain a professional relationship. When this happens, make an effort to get to know the person. It’s likely that the person knows full well that the two of you aren’t on the best terms, so make the first move to improve the relationship by engaging in positive exchanges. While you’re talking, try not to be too guarded. Ask the person about their background and interests. Instead of putting energy into your differences, focus on finding things that you have in common. Just remember – not all relationships will be great; but you can make sure that they are, at least, workable!

MEC Grievance Committee Assistant Interviews

Background

The MEC Grievance Committee Assistant is responsible for providing administrative support to the MEC Grievance Committee and Local Grievance Committees.  The Assistant works closely with the MEC Grievance Committee Chairperson, Local Grievance Committee Chairpersons, Scheduling Committee, and Reserve Committee to ensure Flight Attendant receive the best possible representation.

Qualifications

  • Robust working knowledge of the Flight Attendant collective bargaining agreement, specifically the scheduling, reserve, grievance procedures, board of adjustment, and compensation sections.
  • Ability to maintain office hours in Seattle during the business week and attend meetings as required.
  • Strong computer skills. Excellent working knowledge of Jeppesen Crew Access (JCA), Google email, osTicket, and Microsoft Office preferred.
  • Strong written and verbal communication skills. Ability to write communications, respond professionally to internal and external e-mail, track issues, prepare reports, and plan meeting agendas and take minutes.
  • Ability to meet deadlines and follow up on assigned tasks.
  • Previous Grievance, Scheduling, or Reserve Committee experience strongly preferred.

Duties

  • Provide procedural assistance and administrative guidance to Local Grievance Committees in handling Flight Attendant concerns.
  • Maintain the grievance log.  Assign grievance numbers when requested and log appropriately.  File grievances as requested.  Ensure copies of all filed grievances are received and filed appropriately.  
  • Oversee the Scheduling Review Board (SRB) process.  Facilitate SRB meetings.  Maintain the SRB agenda, keep and distribute meeting minutes, update osTicket records with meeting outcomes, and post meeting notes for member review. 
  • Participate in the Alternate Dispute Resolution (ADR) process as a notetaker.  Maintain the ADR agenda, keep and distribute meeting minutes, update osTicket records with meeting outcomes, and post meeting notes for member review.
  • Serve as system administrator of the osTicket system.  Set up new users, maintain user accounts, and conduct all new user training. Conduct daily and weekly reviews of the system to ensure all tickets are receiving proper follow-up.  Coordinate with corresponding Committee Chairpersons or Officers to address and resolve open issues.
  • Maintain grievance files.  Ensure each file contains all necessary documentation.  Handle all requests for retrieval of files by authorized Committee Members, Officers, or AFA staff and provide requested files within established timeframes.  Oversee and maintain electronic file system.
  • Maintain records of all memorandums of understanding, letters of agreement, and labor memorandums.  Post newly executed documents to the AFA website and arrange for inclusion on the IMD. 
  • Maintain the Grievance Committee calendar.  Schedule and plan meetings and conference calls as needed.
  • Participate in meetings with management at the request of the MEC Grievance Committee Chairperson or MEC Officers.
  • Develop, write, and edit correspondence and other communications.  Assist in preparation of monthly committee reports to the MEC and quarterly committee reports to the Members.
  • Other duties as assigned by the MEC Grievance Committee Chairperson or MEC Officers.

Time Commitment and Flight Pay Loss Reimbursement

  • This position is budgeted for 60 TFP of Flight Pay Loss (FPL) per month, paid with a 5% override.
  • Time commitment is approximately two days per week in Seattle with additional work completed remotely or in the office as necessary.  No relocation or accommodation expense is provided for this position.
  • The MEC Grievance Committee Assistant will have two pre-arranged, pre-planned absences (at 6.0 TFP credit per day) loaded into her/his schedule each work week for bidding purposes. Alternatively, s/he may be placed on “no bid” status with MEC approval.

Working Relationships

With The MEC Grievance Committee

This position works directly on a day-to-day basis with the MEC Grievance Committee Chairperson and Payroll Representative. Frequent interaction with Local Grievance Committee Members.

With Other MEC Committees

Frequent interaction with the MEC Committee Chairperson and Local Committee Chairpersons of the Scheduling and Reserve Committees. Occasional interaction with Local Committee Members of each committee.

With The Master Executive Council

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

With Alaska Airlines Management

Constant interaction with management, particularly the Managing Director of Labor Relations—Inflight (Carmen Williams), Manager of Labor Relations (Mike Link), and Director of Inflight Crew Scheduling (Denia Pisia).  Occasional interaction with Inflight Crew Scheduling Duty Managers and other members of management.

Expressing Interest and Interview Scheduling

  • Submit a declaration of interest and resume to MEC Secretary-Treasurer Linda Christou at linda.christou@afaalaska.org no later than 5 PM Pacific Time on Tuesday, January 22, 2019. Linda will be able to provide additional information regarding transportation and booking of flights if necessary.
  • Initial interviews will be conducted by telephone or videoconference from January 28-30, 2019.  Linda will contact eligible candidates to arrange a timeslot for an interview.
  • Final candidates will be invited to interview with the MEC by telephone or videoconference on Wednesday, February 13, 2019.

Questions?

Please direct any questions about the position to MEC Grievance Committee Chairperson Stephanie Adams at stephanie.adams@afaalaska.org.

In Solidarity,
Your MEC – Jeffrey Peterson, Brian Palmer, Linda Christou, Lisa Pinkston, Terry Taylor, Mario de’Medici, Melissa Osborne, Tim Green, Brice McGee and MEC Grievance Committee Chairperson Stephanie Adams


De-Stress Your Holidays

This information is provided by your Employee Assistance Program (EAP)/Professional Standards Committee.

The holidays can be fun, but they also can be a source of great stress. Below are some common holiday stressors and suggestions for managing them.  

How Can You Deal With Difficult Family Interactions During the Holidays?

Being realistic is the first step. Family dynamics typically revert to historic patterns when families come back together.  You don’t have to pretend that all is well, but, you can sidestep difficulties by anticipating them and planning on ways to temporarily separate and defuse.  

Do Financial Pressures Stress You Out to the Point of Ruining the Holiday Spirit?

Knowing your spending limit is also a way to relieve holiday stress. People believe that they have to go out and buy gifts because it’s the holidays, even if they can’t afford to do so. Not only is it stressful to feel that you have to buy everyone a gift, but you’ll be stressed for the rest of the year trying to pay off your bills. Perhaps this is the year to make a pact not to exchange gifts but to share time together.  This could also help someone who isn’t in a financial position to exchange gifts with you. 

How Do Time Pressures Affect You Around the Holidays? 

Putting routines on pause or totally rearranging schedules because of the holidays are the ingredients for exhaustion and chaos.   Prioritize activities that are important and can fit around important replenishing activities like sleep, proper meals and exercise.

How Do You Deal With the Holidays When You Have Just Experienced A Recent Tragedy, Death or Break-up?

If you’re feeling really out of sorts because of a loss or stressor, try to tell those around you what you really need, since they may not know how to help you.  Ask for their understanding if you decline an activity or can’t summon up the holiday spirit.  Give yourself permission to grieve just as you would any other time of the year.

How Do You Cope With Kids Who Want Everything for the Holidays? 

Parents need to tell their children to be realistic. It is OK to say to your child that a certain toy is too expensive. Even Santa Claus has limited funds and has to choose what most to give because he has a very long list. You can also tell your children that Mom and Dad and Santa Claus will try to choose the suitable present for the child. Children have to learn that their wish is not someone’s command and to curb their desires for instant gratification. 

How Do You Manage the Holidays If They Start Feeling Painful? 

If you are unable to shake what you think are “holiday blues” your feelings may not be just about the holidays, but about other things in your life.  If you need help in sorting out or dealing with painful thoughts or feelings, call your AFA EAP for confidential assistance. Call 1-800-424-2406. 

Adapted in part from the American Psychological Association at www.apacenter.org

Air Quality Information & Update

Due to the recent spike in cabin air fume events, your AFA Air Safety, Health, and Security Committee (ASHSC) has been working diligently to assist with all fume events by continuing with our normal procedure of contacting the affected crews, offering support, educating, and providing tools and resources for responding to these events.

Resources Available

With regard to education, the Committee is currently working with the Air Safety, Health, and Security (ASHS) department at AFA International to create additional online training and educational materials related to fume events.  Some of the resources available are listed below.

Air Quality Fume Event FAQs

The Committee has compiled a comprehensive question and answer document to help provide information about many of the questions and concerns that have been received about cabin air fume events.

You can access the Q&A document by clicking here.

Air Quality Exposure Quick Reference Card

The Air Quality Exposure Quick Reference Card is a wallet sized card that explains what to do in a contaminated cabin air exposure event.  The card can be kept in a badge holder behind your company ID or in your wallet.

The card was recently updated by the Committee and now includes information about the Airbus fleet.  If you currently have an older version of the card, please destroy your old card and replace it with a newly updated one.  The updated cards are currently being distributed to each domicile.

Look for more information from your Local Council about where to pick one up at your base.  You can access and print the card on the AFA Alaska website by clicking here.

AFA Alaska Website

Additional air quality information, including a flow chart that describes what to do in a cabin air fume event, can be found at afaalaska.org under Committees > Air Safety, Health, & Security (ASHSC) > Air Quality.

Questions?

If you have additional questions about cabin air quality or the AFA resources available, please email airquality@afaalaska.org or contact a member of your Local Air Safety, Health, & Security Committee (ASHSC).  You can find contact information on the ASHSC page of the AFA Alaska website.

MEC Grievance Update – Quarter 3, 2018

The Master Executive Council (MEC) has been very hard at work ensuring disciplinary due process and contractual compliance on your behalf.  Section 20.N.2 of the Flight Attendant Collective Bargaining Agreement (CBA) allows for 10 arbitration dates per year to argue discipline/termination cases and contractual issues.  The ratified Joint CBA increases this amount and provides for 13 dates that will be incorporated into our 2019 schedule.  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. The following is a list of open contractual grievances.

Subject of Most Recent Discipline

  • Drug/Alcohol Violations
  • Social Media Violations
  • Cell Phone Usage While on Duty
  • Theft
  • Sick Leave Abuse
  • Harassment

Recent and Upcoming Arbitration/Mediation

Arbitration October 25, 2018

Grievance No.:  36-99-2-29-15-Commuter Boarding Priority. This grievance alleges the Company’s violation of Section 28.G.6. and all related sections of the Collective Bargaining Agreement when it allowed Company employees (and their dependents) on pleasure travel to be given higher boarding priority than commuting Flight Attendants.

Arbitration November 13, 2018

Disciplinary Grievance

Recently Settled Grievances/Mediations

Three disciplinary grievances were settled in quarter 3.

Grievances Filed and Awaiting a Response from Management

Grievance No.:  36-99-2-321-18-Violation of §§21, 24, 30 & 34 Hotel at Domicile for Transition Training.  This grievance alleges the Company’s violation of Collective Bargaining Agreement §21 [Compensation], §24 [General and Miscellaneous], §30 [Training] and §34 [Hotels], past practice and all related sections of the Collective Bargaining Agreement when some Flight Attendants requested and were provided hotel rooms at base for Transition Training while others who requested a room were not provided one.      

Grievances Recently Granted by Management

Grievance No.:  36-99-2-2-16- Violation of ASAP and Discipline LOA.  This grievance alleges the Company’s violation of Letter of Agreement:  ASAP and Discipline July 2006 and all related sections of the Collective Bargaining Agreement when it failed to allow the ASAP process to complete prior to disciplining and terminating a Flight Attendant.  The Letter of Agreement specifically states, “Flight Attendants participating in the ASAP program, whether reporting or non-reporting as defined in the ASAP Memorandum of Understanding, will not be subject to discipline.  Neither the written ASAP report nor the content of the written ASAP report will be used to initiate or support any company disciplinary action.”

Grievance 36-99-2-129-18 Violation of ASAP and Discipline LOA.  This grievance alleges the Company’s violation of Letter of Agreement: Aviation Safety Action Program (ASAP) Additional Provisions (October 2017) and all related sections of the Collective Bargaining Agreement when on April 27, 2018, it failed to follow the ASAP provisions and suspended a Flight Attendant.  The Letter of Agreement specifically states, “Flight Attendants participating in the ASAP program, whether reporting or non-reporting as defined in the ASAP Memorandum of Understanding, will not be subject to disciplinary actions.  Neither the written ASAP report nor the content of the written ASAP report will be used to initiate or support any company disciplinary action.”

Grievance No.  36-99-2-135-18 Violation of ASAP and Discipline LOA.  This grievance alleges the Company’s violation of Letter of Agreement:  Aviation Safety Action Program (ASAP) Additional Provisions (October 2017) and all related sections of the Collective Bargaining Agreement when on March 21, 2018, it failed to follow the ASAP provisions and issued an oral warning to a Flight Attendant.  The Letter of Agreement specifically states, “Flight Attendants participating in the ASAP program, whether reporting or non-reporting as defined in the ASAP Memorandum of Understanding, will not be subject to disciplinary actions.  Neither the written ASAP report nor the content of the written ASAP report will be used to initiate or support any company disciplinary action.”

Grievance No.  36-99-2-136-18 Violation of ASAP and Discipline LOA.  This grievance alleges the Company’s violation of Letter of Agreement:  Aviation Safety Action Program (ASAP) Additional Provisions (October 2017) and all related sections of the Collective Bargaining Agreement when on February 27, 2018, it failed to follow the ASAP provisions and issued an oral warning to a Flight Attendant.  The Letter of Agreement specifically states, “Flight Attendants participating in the ASAP program, whether reporting or non-reporting as defined in the ASAP Memorandum of Understanding, will not be subject to disciplinary actions.  Neither the written ASAP report nor the content of the written ASAP report will be used to initiate or support any company disciplinary action.”

Grievance No.  36-99-2-137-18 Violation of ASAP and Discipline LOA.  This grievance alleges the Company’s violation of Letter of Agreement:  Aviation Safety Action Program (ASAP) Additional Provisions (October 2017) and all related sections of the Collective Bargaining Agreement when on February 27, 2018, it failed to follow the ASAP provisions and issued an oral warning to a Flight Attendant and removed pay from her.  The Letter of Agreement specifically states, “Flight Attendants participating in the ASAP program, whether reporting or non-reporting as defined in the ASAP Memorandum of Understanding, will not be subject to disciplinary actions.  Neither the written ASAP report nor the content of the written ASAP report will be used to initiate or support any company disciplinary action.”  Additionally, while the Company did render her discipline moot since it added an IMD loaner program after the fact, it failed to pay protect her for their failure to not have a loaner program initially.

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

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 28thweek of pregnancy.

Grievance No.:  36-99-2-15-15- Limiting Access to the SAN Domicile.  This grievance alleges the Company’s violation of Section 28.I [Company Provided Computers and Printers at Domiciles], when it limited access to the SAN Domicile including contractually required resources to only those Flight Attendants based in SAN.

Grievance No.:  36-99-2-41-15- Section 34.C.3. Alternative Hotel Selection/Site Visit.  This grievance alleges the Company’s violation of Section 34.C.3. and all related sections of the Collective Bargaining Agreement when it failed to include the hotel committee in the selection of alternate hotels; and when it failed to provide site visits on alternate hotels.

Grievance No.:  36-99-2-5-16- Non-Negotiated Compensation.  This grievance alleges the Company’s violation of Collective Bargaining Agreement Section 21 [Compensation] and Section 32 [Attendance Policy], past practice and all related sections of the Collective Bargaining Agreement and the Railway Labor Act when it awarded, without prior consistent notice, policy and application, $5 gift cards to all Anchorage based Flight Attendants for meeting the daily attendance goal.

Grievance No.:  36-99-2-32-16-Automation of Stranded and Delay Pay.  This grievance alleges the Company’s violation of Collective Bargaining Agreement Section 21 [Compensation], past practice and all related sections of the Collective Bargaining Agreement when it continues to automate its payroll system yet failed to include automated stranded pay for the entire crew.

Grievance No.:  36-99-2-1-17- Violation of §32.C.5. Assessing Short Sick Call Points to Flight Attendant on FMLA.  This grievance alleges the Company’s violation of Collective Bargaining Agreement §32.C.5 [Attendance Policy:  Short Sick Call], past practice, all related sections of the Collective Bargaining Agreement and Federal Law when it assessed short sick call points (2 ½) to Flight Attendants on qualified Family Medical Leave Act (FMLA) status when they called in sick within two hours of scheduled check-in.

Grievance No.:  36-99-2-3-17-Violation §30.A.3.c. Failure to Pay for Lodging for Recurrent Training. This grievance alleges the Company’s violation of Collective Bargaining Agreement Section 30.A.3.c. [Reserve/Reserve Exchange of Days, Pick-Ups and Trades], past practice and all related sections of the Collective Bargaining Agreement when it failed to pay for a Flight Attendant’s lodging when she came to Seattle to attend required Recurrent Training.

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 alleges 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.

Grievance No.:  36-99-2-54-17-Violation of §23.A.1 Flight Attendants Incurring a 3% Fee for Online Payments to COBRA Management Services.  This grievance alleges the Company’s violation of Collective Bargaining Agreement §23.A.1 [Insurance Benefits:  Flight Attendant Insurance Plans], past practice and all related sections of the Collective Bargaining Agreement when for the convenience of the Company it used a third-party vendor to administer collection of healthcare premiums for Flight Attendants on leaves of absence; and the Company allowed their third-party vendor to charge the Flight Attendants a 3% fee for online payments to COBRA Management Services (CMS).

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.:  36-99-2-56-17-Violation of §15.C.4 Medical Leave of Absence.  This grievance alleges the Company’s violation of Collective Bargaining Agreement §15.C.4 [Leaves of Absence:  Medical Leave of Absence], past practice and all related sections of the Collective Bargaining Agreement when in December 2016 it denied [a Flight Attendant’s] medical leave of absence (MLOA) because she did not also qualify for FMLA and because the MLOA was less than 10 days in duration.

Grievance No.:  36-99-63-17 Violation of §11.C.3.c & §12.E.1.c-d Withholding Sequences From Open Time. This grievance alleges the Company’s violation of Collective Bargaining Agreement §11.C.3.c [Reserve: Classifications of Reserves/number of Extended Days (ER) and Conversion to ER/ER Conversion Contactability] & §12.E.1.c-d [Exchange of Sequences:  Open Time], past practice and all related sections of the Collective Bargaining Agreement when it removed pairings from Open Time and placed them on Reserve Flight Attendants’ lines for more than 15 minutes, outside of the time period 2pm-6pm, and hid the pairings from view on the Reserves’ schedules until the Reserves became available for contact or Extended Reserve (ER) conversion.

Grievance No.:  36-99-2-64-17 Violation of §27.P.1.f-h Company Business Flight Pay Loss.  This grievance alleges the Company’s violation of Collective Bargaining Agreement §27.P.1.f-h [General-Association:  Company Business Flight Pay Loss (CB)/Company Meetings], past practice and all related sections of the Collective Bargaining Agreement when it requested Flight Attendants attend an Inflight Announcement Focus Group on or about August 7, 2017, without compensating for company meeting pay nor the five percent (5%) override and “A” pay, and without regard to contractual duty day applications; alternatively it provided non-negotiated compensation.

Grievance No.:  36-99-2-137-17-Violation of §19.A.1.a Failure to Conduct a Full Investigation with Union Representation and Contractual Pay Provisions.  This grievance alleges the Company’s violation of Collective Bargaining Agreement §19.A.1.a [Grievance Procedures:  Dismissal or Disciplinary Procedures], Grievance Settlement 36-99-2-10-16 [Mandatory Attendance Counseling Violation Section 32], principles of just cause and due process, past practice and all related section of the Collective Bargaining Agreement when on or about September 1, 2017, it issued approximately 80 Confirmation of Oral Warnings and/or Written Warnings via certified mail without performance supervisors first conducting an investigation, issuing an actual oral warning and/or providing Union Representation or contractual pay provisions.  See Grievances Recently Granted by Management for information on related disciplinary grievances.

Grievance No.:  36-99-2-159-17-Violation of §12.A & §12.E Withholding Trips from Open Time and Suspended all Trading due JCTE Issues.  This grievance alleges the Company’s violation of Collective Bargaining Agreement §12.A & E [Exchange of Sequences:  Unlimited Trading/Open Time], past practice and all related sections of the Collective Bargaining Agreement when on or about September 30, 2017, to October 1, 2017, for approximately 8 hours, it either withheld all trips in open time or suspended all trading due to an issue with its Jeppesen Crew Tracking system.

Grievance No.:  36-99-2-205-17 Violation of §19.A.1.a Failure to Conduct a Full Investigation with Union Representation and Contractual Pay Provisions.  This grievance alleges the Company’s violation of Collective Bargaining Agreement §19.A.1.a [Grievance Procedures:  Dismissal or Disciplinary Procedures], principles of just cause and due process, past practice and all related sections of the Collective Bargaining Agreement when on or about November 7, 2017, and November 8, 2017, it issued approximately 41 Confirmations of Oral Warning via certified mail without performance supervisors first conducting a full investigation, issuing an actual oral warning and/or providing Union Representation or contractual pay provisions.

Grievance No.:  36-99-2-104-18 Violationof §19.A.1. Imprecise Charges and Failure to Conduct a Full Investigation with Union Representation and Contractual Pay Provisions.  This grievance alleges the Company’s violation of Collective Bargaining Agreement §19.A.1. [Grievance Procedures: Dismissal or Disciplinary Procedures], principles of just cause and due process, past practice and all related sections of the Collective Bargaining Agreement when on or about January 3-5, 2018, it issued approximately 103 confirmations of oral warning (I-6s) with inaccurate information and imprecise charges via certified mail without performance supervisors first conducting a full investigation, issuing an actual oral warning and/or providing Union Representation or contractual pay provisions.

Grievance No.:  36-99-2-109-18-Violation of §32 Attendance Policy.  This grievance alleges the Company’s violation of Section 32.C.1.a. and Addendum to Section §32 question #6 [Attendance Policy], principles of just cause and due process, past practice and all related sections of the Collective Bargain Agreement when on December 21, 2017, it issued 3 points for a no show without performance supervisors first conducting a full investigation for contractual performance provisions resulting in a Flight Attendant receiving a no show for an unapproved trade placed on her schedule without mutual consent. In the spirit of the Attendance Policy it is important to note the Attendance Policy is not about finding fault with anyone. It is a tracking system to show whether or not you were at work when you were scheduled to be there.  In this case the Flight Attendant was not aware of the scheduling obligation placed on her line by another Flight Attendant.

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.

Grievance No.:  36-99-2-120-18-Violation of §32.C.1 Attendance No Shows.  This grievance alleges the Company’s violation of Collective Bargaining Agreement §32.C.1 [Attendance Policy:  Attendance Policy Definitions/No Show], past practice, and all related sections of the Collective Bargaining Agreement when due to a no show it assigned three (3) attendance points to a Flight Attendant for a trip in February 2018.

Grievance No.:  36-18-2-121-18-Violation of §32 Attendance Policy.  This grievance alleges the Company’s violation of Collective Bargaining Agreement §32.C.1.a and Addendum to Section §32 question #6 [Attendance Policy], principles of just cause and due process, past practice and all related sections of the Collective Bargaining Agreement when on March 5, 2018, it issued to a Flight Attendant a no show with three (3) attendance points for a trip picked up on his schedule without his knowledge.  It is important to note the Attendance Policy is not about finding fault with anyone; it is a tracking system to show whether or not you were at work when you were scheduled to be there.

Grievance No.:  36-35-2-122-18-Violation of AFA VX LOA Virgin America Flight Attendant Commuter Policy.  This grievance alleges the Company’s violation of Virgin America Work Rules (WR), AFA VX Letter of Agreement: Virgin America Flight Attendant Commuter Policy (9.14.17), and any applicable sections of the Collective Bargaining Agreement, when on or about March 18, 2018, it denied non-probationary Flight Attendants from class hire date July 10, 2017, a Stuff Happens Pass (SHP), while it allowed other Flight Attendants from the same class the ability to use the pass.  This is in contradiction to the WR which state, “a SHP is given at 90 days after initial employment and available for use once the Flight Attendant passes probation.”

Grievance No. 36-99-2-132-18 Violation of §19.A.1 Disciplinary Timeline.  This grievance alleges the Company’s violation of Collective Bargaining Agreement §19.A.1 [Grievance Procedures: Dismissal or Disciplinary Procedures], principles of just cause and due process, past practice and all related sections of the Collective Bargaining Agreement when in May 2018 it disciplined Flight Attendants outside of twelve (12) days from the date the Company reasonably had knowledge of the incident giving rise to the disciplinary action in direct contrast to contractual language and long standing past practice.

Grievance No. 36-99-2-133-18 Violation of §19.A.1 Failure to Conduct a Full Investigation with Union Representation, Contractual Pay Provisions and Violation of Timeline.  This grievance alleges the Company’s violation of Collective Bargaining Agreement §19.A.1. [Grievance Procedures:  Dismissal or Disciplinary Procedures], principles of just cause and due process, past practice and all related sections of the Collective Bargaining Agreement when on or about May 30, 2018, it untimely issued approximately 154 confirmations of oral warning and/or written warnings (I-6s) via certified mail without providing adequate notice of the training required, without performance supervisors first conducting a full investigation, without issuing an actual oral warning and/or without providing Union Representation or contractual pay provisions; such discipline was issued for failing to complete Computer Based Training (CBT).

Grievance No.:  36-99-2-300-18-Violation of §30.C.4 Transition Training CBT Run Times.  This grievance alleges the Company’s violation of Collective Bargaining Agreement §30.C.4 [Training:  Training Pay/Computer Based Training (CBT)], principles of just cause and due process, past practice and all related sections of the Collective Bargaining Agreement when it failed to determine run-times of the Transition Training CBT with AFA input.

Grievance No.:  36-99-2-302-18-Violation of §34.A.2.a Hotel Requirements.  This grievance alleges the Company’s violation of Collective Bargaining Agreement §34.A2.a [Hotels:  Lodging/Hotel Selection Process/Hotel Requirements], principles of just cause and due process, past practice and all related sections of the Collective Bargaining Agreement when on or about June 28, 2018,  its Detroit layover hotel, Doubletree by Hilton Detroit, assigned a Flight Attendant a ground floor hotel room, despite contractual language between the Association and the Company, and the Company and the hotel, specifying the hotel will avoid assigning ground floor hotel rooms to crew members.

Grievance No.:  36-99-2-303-18-Violation of Airbus Transition Training Letter of Agreement CBT Pay.  This grievance alleges the Company’s violation of Collective Bargaining Agreement §30.C.4 [Training:  Training Pay/Computer Based Training (CBT)], Airbus Transition Training Letter of Agreement (2.8.18), principles of just cause and due process, past practice and all related sections of the Collective Bargaining Agreement when its Transition Training CBT was allocated for four (4) hours, however based on initial feedback, the Association believes it likely takes longer than four (4) hours to complete, and therefore Flight Attendants will need to be paid accordingly.

In Solidarity,

Your MEC – Jeffrey Peterson, Brian Palmer, Linda Christou, Lisa Pinkston, Terry Taylor, Mario de’Medici, Melissa Osborne, Tim Green, Brice McGee; and MEC Grievance Committee Chairperson Stephanie Adams

Hotel Committee Meeting Recap – September 2025

This message is for pre-merger Alaska Flight Attendants On Monday, September 8, our AFA Local Hotel Committee Chairpersons met in person in Seattle to receive an update about current layover hotels and transportation providers and discuss concerns with management. Representing you at the meeting were Dori Marron (ANC), Jarod McNeill (SEA), Ila Christy (PDX), Hilary […]

We Will Never Forget – September 11, 2001

AFA Never Forget Website United Flight 175 Robert J. FangmanAmy N. JarretAmy R. KingKathryn LaBorieAlfred G. MarchandMichael C. TarrouAlicia N. TitusCaptain: Victor SaraciniFirst Officer: Michael HorrocksCustomer Service Representatives: Marianne MacFarlane and Jesus Sanchez United Flight 93 Lorraine G. BaySandra BradshawWanda A. GreenCeeCee LylesDeborah WelshCaptain: Jason DahlFirst Officer: Leroy Homer American Flight 11 Barbara AresteguiJeffrey CollmanSara […]

Vacation Survey Now Open

This message is for both pre-merger Alaska and Hawaiian Flight Attendants Your Joint Negotiating Committee (JNC) is working diligently to understand and improve the vacation benefits for our Flight Attendants at Alaska and Hawaiian. Your input is essential in ensuring that the vacation provisions we adopt reflect your needs and preferences. To gather your perspectives, […]

SEA Domicile Negotiations – September 2025

This message is for pre-merger Hawaiian Flight Attendants Negotiations Update The SEA Domicile Negotiating Committee met this week for three days of collective bargaining with management.  The SEA NC met with management on September 3 to September 5 in Honolulu. At the negotiating table for this session were: Representing AFA and our Flight Attendants   […]

Pre-Merger Alaska MEC Committee Interviews—October 2025

This message is for pre-merger Alaska Flight Attendants In accordance with Article VI.C of the AFA Alaska MEC Policy and Procedure Manual, the terms of office for the MEC Committee Chairpersons and other MEC-level positions align with those of the MEC Officers. Since the current term for the MEC Officers will conclude on December 31, […]

Recent Posts

News By Month

News By Category

AFA News Now Air Quality Air Safety, Health, & Security Committee (ASHSC) Alternative Dispute Resolution (ADR) AS/HA Merger AS/VX Merger Benefits Committee Committees Communications Committee Contract Contract 2014 Negotiations Blog Council 15 SAN Council 18 LAX Council 19 SEA Council 30 ANC Council 35 SFO Council 39 PDX EAP/Professional Standards Committee Extension 2021 Blog Featured Government Affairs Committee Grievance Committee Hotel Committee Human Rights & Equity Committee Industry News Inflight Service Committee Inflight Training Committee JNC Blog Joint Negotiating Committee (JNC) Latest News Local Councils Master Executive Council (MEC) Membership Committee Message from the MEC President Mobilization Committee Negotiations Pairing Construction Preferential Bidding System (PBS) Press Releases Reserve Committee Retirement Committee Scheduling Committee Uniform Committee

Want To Stay In The Loop?

Stay up-to-date on AFA Alaska news and information by signing up for our email and text message updates. Click a button below to get started or update your preferences if you're already a subscriber.
Sign Up for Emails
Sign Up for Text Updates