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Association of Flight Attendants-CWA Alaska Airlines Master Executive Council

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AFA Update – August 28, 2020

In This Edition

  • Disaster Relief Assistance Information for California Wildfires
  • Scheduling Committee Vice Chairperson – PBS
  • Update on Our PSP Extension Fight
  • Managing the Uncertainty of 2020

Disaster Relief Assistance Information for California Wildfires

Our hearts are with everyone who has been affected by the devastating wildfires that continue to affect the state of California. For any Flight Attendants who reside in the declared disaster area who have been directly impacted, several resources are available to provide assistance.

AFA Disaster Relief Fund

The AFA Disaster Relief Fund provides a means for AFA members to assist other members and retirees who have suffered significant damage and/or relocation as a result of a disaster. Since its beginning in the fall of 2001, the AFA Disaster Relief Fund has provided support in the aftermath of many large-scale disasters including the September 11th terrorist attacks, Hurricane Katrina, and other natural and/or man-made disasters.

To request assistance from or make a donation to the AFA Disaster Relief Fund, please visit https://www.afacwa.org/disaster_relief_fund.

CWA District 9 Disaster Wildfire Relief Fund

As a CWA member, affected by the California Wildfires, you may be eligible for emergency financial assistance from the CWA District 9 Disaster Wildfire Relief Fund. This emergency assistance is based on availability of funds and need. 

Please review the application for assistance on the CWA website and return the completed application to your LEC President.

AFA Employee Assistance Program

As always, members of the AFA Employee Assistance Program (EAP) Committee are also available to provide assistance.  You can find AFA EAP contact information at https://afaalaska.org/eap.

Scheduling Committee Vice Chairperson—PBS

Scheduling Committee

It is with sadness that we announce that Steve Poynter, MEC Scheduling Committee Vice Chairperson—PBS, will be retiring from both his AFA position and Alaska Airlines, effective October 1, 2020.  Throughout his career, Steve has been involved in AFA in various roles including Negotiating Committee Member.  Steve was instrumental as a key AFA representative during the transition from paper line bidding to the preferential bidding system (PBS) in 2007 and since 2013 has served as the Scheduling Committee Vice Chairperson for the PBS Subcommittee.  His contributions have benefitted countless Flight Attendants and he will certainly be missed. Steve wants to thank all of you for your support and kind words over the years and looks forward to seeing you from a passenger seat!

Effective October 1, Adam Clarey will assume the role of MEC Scheduling Committee Vice Chairperson—PBS for the duration of the term of appointment.  Adam currently serves as a PBS Subcommittee Member and is the Alternate PBS Subcommittee Chairperson.  He will continue to work with PBS Subcommittee Members Sheri Rochel and Virginia Fritz to oversee the bidding and bid award processes on behalf of AFA.

Update on Our PSP Extension Fight

AFA International

Flight Attendants and other aviation workers will not accept inaction from Congress. Even though Senate Majority Leader Mitch McConnell has recessed the Senate, both he and Speaker Pelosi have stated they will bring Congress back to vote if an overall COVID-19 relief deal is reached. Congressional staff is still working and leadership is still able to meet.

We have to continue to demand a relief package now. “When you say Congress does nothing, you give them permission to do nothing and that’s not okay.”

WATCH AFA on The Today Show: Flight Attendant Jobs are in Jeopardy, Congress Needs to Take Action Now >

Your calls, emails, and tweets have worked. We have built broad bipartisan support for our Payroll Support Program (PSP) Extension from the House of Representatives, to the Senate, and even the President. Read this summary >

But our PSP extension won’t happen unless an overall deal is reached. We must keep pushing on a PSP Extension. Regardless, we’ve got to get the extension locked in because it is the best way to protect our jobs, keep our airlines intact, continue serving all of our communities, and have the ability to recover once the virus is contained.

Flight Attendants have seen crises before and this time we know the importance of preventing bankruptcies and other fallout. That is why we will not stop.  

Take Action

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

Sample Script:

"Hello, I am a constituent calling to ask my Senator/Representative to save my job as an essential worker and airline employee. An overwhelming majority of Congress supports an extension to the Payroll Support Program for aviation workers to avoid massive job loss in October and also to ensure there’s no cancellation of service to small communities. We need a COVID-19 relief package with our payroll support passed TODAY. Our jobs are on the line right now and millions are hurting without this relief! Keep us connected to our jobs, paychecks, & healthcare. We are counting on you. Thank you.”

After you call, sign this letter to your Representative and Senators >

Managing the Uncertainty of 2020

Employee Assistance Program (EAP)/Professional Standards Committee

Life is filled with uncertainty, especially at times like this. While many things remain outside your control, your mindset is key to coping with difficult circumstances and facing the unknown.

The Role Of Uncertainty In Life

Uncertainty is all around us, never more so than today. The current COVID-19 pandemic has heightened uncertainty over the economy, employment, finances, relationships, and of course, physical and mental health. Yet as human beings, we crave security. We want to feel safe and have a sense of control over our lives and well-being. Fear and uncertainty can leave you feeling stressed, anxious, and powerless over the direction of your life. It can drain you emotionally and trap you in a downward spiral of endless “what-ifs” and worst-case scenarios about what tomorrow may bring.

We’re all different in how much uncertainty we can tolerate in life. Some people seem to enjoy taking risks and living unpredictable lives, while others find the randomness of life deeply distressing. But all of us have a limit. If you feel overwhelmed by uncertainty and worry, it’s important to know that you’re not alone; many of us are in the same situation at this time. It’s also important to realize that no matter how helpless and hopeless you feel, there are steps you can take to better deal with uncontrollable circumstances, alleviate your anxiety, and face the unknown with more confidence.

Learning To Cope With Uncertainty

To cope with all this uncertainty, many of us use worrying as a tool for trying to predict the future and avoid nasty surprises. Worrying can make it seem like you have some control over uncertain circumstances. You may believe that it will help you find a solution to your problems or prepare you for the worst. Unfortunately, chronic worrying can’t give you more control over uncontrollable events; it just robs you of enjoyment in the present, saps your energy, and keeps you up at night. Below are few tips to consider in developing healthier ways to cope with uncertainty. 

Tip 1: Take Action Over The Things You Can Control

Much about life is uncertain at the moment—and many things remain outside of your control. But while you can’t control the spread of a virus, the recovery of the economy, or whether you’ll have a pay check next week, you’re not totally powerless. Whatever your fears or personal circumstances, instead of worrying about the uncontrollable, try to refocus your mind on taking action over the aspects that are within your control.

By focusing on the aspects of a problem that you can control in this way, you’ll switch from ineffective worrying and ruminating into active problem-solving. Of course, all circumstances are different and you may find that in some situations all you can control is your attitude and emotional response.

Tip 2: Actively Deal With Your Emotions

When circumstances are out of your control, it’s easy to become overwhelmed by fear and negative emotions. When you can do nothing else about a situation, you can still actively face your emotions—even the most negative and fearful ones. If you allow yourself to feel fear and uncertainty, they will eventually pass. Focus on the present moment and your breathing and allow yourself to simply feel and observe the uncertainty you’re experiencing. Take some slow, deep breaths or try a meditation to keep you anchored in the present.

Tip 3: Identify Your Uncertainty Triggers

Some uncertainty can be generated by external sources, especially at times like this. Reading media stories that focus on worst-case scenarios, spending time on social media amid rumors and half-truths, or simply communicating with anxious friends can all fuel your own fears and uncertainties. Notice what scenarios or people raise your anxiety levels and try to reduce your exposure to them. 

Tip 4: Focus On The Present

Uncertainty is often centered on worries about the future and all the bad things you can anticipate happening. It can leave you feeling hopeless and depressed about the days ahead, exaggerate the scope of the problems you face, and even paralyze you from taking action to overcome a problem.

One of the surest ways to avoid worrying about the future is to focus on the present. Instead of trying to predict what might happen, switch your attention to what’s happening right now. By being fully connected to the present, you can interrupt the negative assumptions and catastrophic predictions running through your mind.

Tip 5: Seek Assistance 

The uncertainties of our time are new to all of us.  There is no ready template to instruct us how to navigate them.  Be open to asking for help.  Your AFA EAP is just a phone call away.  We are ready to help and we are confidential.  You can access your Local EAP Committee Members by calling (949) 470-0493 or afaalaska.org/eap .

COVID-19 Schedule Changes

The drastic changes to April flying have resulted in an unprecedented number of ongoing systemwide disruptions to Flight Attendant schedules: pre-cancellations, flight time changes (“re-times”), flight routing changes, et cetera. Flight Attendants are often given revised flying with completely different flight numbers and/or flight routing and initial report times that are many hours earlier than their original report time.

Crew Access notifications

Multiple ‘bundled’ notifications

Multiple ‘bundled’ Crew Access notifications have made the situation even more confusing. Flight Attendants are being inadvertently stuck with unwanted alternative assignments because they acknowledged a Crew Access notification for pay protection. However, they later realize that same “good news” notification was bundled with other notifications for undesirable alternate assignments such as re-times reporting way earlier than originally scheduled. Acknowledging Crew Access notifications is “all” or “nothing.” Consequently, AFA filed a contractual grievance on this issue yesterday.

Confusing contractual citations

Additionally, AFA has become aware that Crew Access notifications have included confusing references to what appear to be contractual citations that are not related to our contract. AFA has confirmed these citations are from the pilot contract, and we have addressed this concern with management. Pilot crew schedulers have been advised by management to stop including the contractual references in the notifications effective immediately.

Disputing re-times and reassignments

AFA filed Grievance No. 36-99-2-45-17 “Violation of §10.S Pre-Cancellation and Schedule Changes” regarding re-times between 15 and 21 minutes back in June 2017 (click here for the July 2017 Grievance Report >). Management sustained the grievance (meaning they agreed the contract was violated) shortly thereafter in July 2017. However, AFA and management disagreed with the remedy (i.e. the “fix”) for the violation, and we have been in negotiations over the remedy since then.

Unfortunately, other developments and shifting priorities continually complicated our efforts: ongoing Crew Access violations, payroll issues, a merger, Open Time negotiations, Recurrent Training and management leadership changes all along the way. We know this sounds like AFA leadership is making excuses, but we want to be transparent about how long we’ve known about the issue, and why it’s still not resolved.

In the meantime, AFA also added several other contractual disputes related to reassignments to the Alternate Dispute Resolution (i.e. pre-grievance) process. The parties have continued to negotiate over a long-term remedy to all the reassignment-related disputes, including re-times. We had been making more progress towards a mutually acceptable solution lately…but then the COVID-19 pandemic happened. The parties will continue to work towards a long-term resolution to the disputes, but AFA and management agree that Flight Attendants need at least a temporary solution in place now.

COVID-19 Schedule Changes Letter of Agreement

Starting tonight at midnight Pacific Time, AFA and management have agreed to temporarily administer all Flight Attendant schedule changes that occur in advance of the day of departure of a sequence just like pre-cancellations under Section 10.S [Pre-Cancellations] with the exception of §10.S.1.c (re: cancellations reported between 8pm and midnight the day prior). This would include flight time changes (i.e. re-times), flight routing changes, etc. This temporary letter of agreement is not a permanent change to contract and will be in effect through the end of May.

Click here for the COVID-19 Schedule Changes LOA (04/17/2020-05/31/2020) >

Summary of provisions

  • Re-times, flight routing changes and other schedule changes that occur in advance of the day of departure of a sequence will be treated just like pre-cancellations except under §10.S.1c. All scheduling obligations and scheduling and pay protection options pursuant to §10.S except for §10.S.1.c apply to pre-cancellations as well as re-times, flight routing changes, et cetera. This includes but is not limited to the following:
    • The Company may offer an alternate assignment to open positions that may include multiple sequences on the same day(s) as the original assignment. The Flight Attendant may (1) accept the alternate assignment or (2) decline the alternate assignment and waive pay protection.    
    • However, if the alternate assignment contains a check-in that is more than two hours earlier and/or a release time that is more than two hours later than the original assignment (“footprint + 2 hours”), then the Flight Attendant may decline and agree to call Crew Scheduling between 6 PM and 8 PM local domicile time the night prior to the day of departure of the original assignment.
    • If the Flight Attendant calls back Crew Scheduling between 6 PM and 8 PM local domicile time the night prior to the day of departure of the original sequence, then the alternate assignment offered must operate within the check-in and release times (“exact footprint”) at domicile of the original sequence. If no such alternate assignment exists, then the Flight Attendant will be pay protected and relieved of further scheduling obligation.
  • “I didn’t mean to acknowledge the Crew Access scheduling notification and/or I don’t want the new assignment” provision
    • A Flight Attendant who acknowledges a Crew Access notification for an unwanted schedule change occurring in advance of the day of departure of the sequence may re-establish her/his scheduling obligations and scheduling and pay protection options under §10.S [Pre-Cancellations].
    • The Flight Attendant must call Crew Scheduling prior to 6 PM local domicile time on the day prior to the day of departure of the sequence in order to be eligible for this provision.
  • Extension of the “Pre-Cancellations Due To COVID-19 Schedule Changes” LOA (executed 3/28/2020) through May 31, 2020
    • Please do not call Crew Scheduling until the day prior to the day of departure of the sequence.
    • You may waive pay protection and be relieved of further scheduling obligation by emailing Crew Scheduling (“CrewSked FADesk” <CrewSked.FADesk@alaskaair.com>) no later than one day prior to the date of departure of the sequence.

We know that is a lot of information for one update. The Master Executive Council (MEC) hopes this temporary LOA will provide at least some short-term relief to all the confusion and disruption caused by the COVID-19 schedule changes. As your direct representative on the MEC, your LEC President is available to answer questions that you have about the LOA or the information above. You can find contact information for your LEC President 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

AFA Update – April 10, 2020

In This Edition

  • Temporary Commuter Policy Expansion to Include Other Airlines
  • Reserve Bidding Information
  • Hawaii Turns
  • Pre-Cancellation (10.S) Quick Reference Flow Chart
  • AFL-CIO COVID-19 Resource Guide

Temporary Commuter Policy Expansion to Include Other Airlines

Master Executive Council (MEC)

In the wake of the significant flight schedule reduction throughout the airline industry, AFA and management have agreed to expand section 28.G [Domicile: Commuter Policy] of the JCBA to temporarily include flights operated on other airlines (OAL) in addition to flights operated by Alaska and Alaska capacity purchase agreement (CPA) flights operated by Horizon and Skywest.  The temporary agreement allows OALs to be used to meet the two consecutive scheduled flight requirement in section 28.G.1.b.  Registered air commuters utilizing this provision should be prepared to provide Crew Scheduling with relevant flight information for verification (e.g. air carrier, flight number, city pair, scheduled departure time, projected or actual departure time, reason for delay).

The temporary agreement is effective immediately and will remain in effect until May 31, 2020.  Registered air commuters are encouraged to review section 28.G. of the JCBA as well as AFA LOA 2020-04-07 [Commuter Policy and Utilizing Other Airline (OAL) Carriers During COVID-19 Schedule Disruptions] which details the specifics of the temporary expansion.  

Questions?

Please contact your LEC Officers with any questions about the temporary expansion of the commuter policy.

Reserve Bidding Information

Scheduling Committee–PBS Subcommittee 

Your AFA PBS Subcommittee wants to offer assistance to those of you who might be on reserve for the first time in many years OR for those of you choosing to bid a reserve line.  A Bidding for Reserve guide can be found at the inflight website under schedule & bidding > line bidding > PBS QA/Help.  The guide can also be accessed directly by clicking here.  

The PBS Subcommittee anticipates being extremely busy this month and will respond to emails as quickly as possible given the increased volume of correspondence. However, with the sheer number of people affected, there is no possible way to help everyone individually with entering a Reserve bid. Prior to contacting the PBS Subcommittee, please review the Bidding for Reserve guide.  It will likely answer most, if not all, of your questions and provides examples of multiple bidding scenarios.  

When the May lineholder and reserve numbers are posted on the PBS Info Page you will have a better idea where you fall in your base. Check your May bidding order number on the inflight website > Schedule and Bidding > Line Bidding > Seniority List. Compare your bidding number to the May numbers for your base on the PBS Info Page. This comparison will help you determine if you can possibly hold a line or will likely be on reserve. Some Flight Attendants senior to you may choose to bid for a reserve schedule but specific details such as “who?” or “how many?” will not be available this until bidding closes. 

The current situation is unprecedented in the history of our airline.  Your PBS Subcommittee  appeals to you to try and manage your bids on your own this month as the need for help will be unprecedented. 

Questions?

Please send all requests for assistance to the PBS Subcommittee group email at pbs.qa@alaskaair.com.  This group inbox is regularly monitored by all Subcommittee Members and will ensure that you receive the fastest possible response.  Alternately, you can also contact your Local Reserve Committee for assistance.

Hawaii Turns

Master Executive Council (MEC)

With the previously announced reduction in flying, Hawaii flying is being reduced to two daily roundtrips from the mainland—one from SEA and one from LAX.  AFA and management have agreed to continue operating Hawaii flying as turns through the end of June out of an abundance of caution and due to the State of Hawaii’s quarantine requirements.  Effective Thursday, April 16, these turns will be operated in accordance with AFA LOA 2020-04-10 [Hawaii Turns Due to COVID-19 Restrictions].  Key provisions of this LOA include:

  • The 4-person crew (A, B, C, and D position) will work both legs of the turn.
  • Turns will be augmented with two additional Flight Attendants; one of the additional Flight Attendants will work to Hawaii as an augmented crewmember (E position) and deadhead back to the mainland.  The other additional Flight Attendant will deadhead to Hawaii and work back to the mainland as an augmented crewmember.
  • All Flight Attendants will be paid two times (2.0x) the rate of pay for any TFP flown on a Hawaii turn.
  • For the remainder of April, F/As will receive compensatory “double-out” rest at the end of a Hawaii turn sequence.  Beginning in May, regular domicile rest will apply. 
  • Crew rest seats and breaks will be provided (see the LOA for specifics).
  • Reserves may be assigned Hawaii turns

The May bid packet will contain pre-built Hawaii turn sequences that are available for bidding through PBS.  Flight Attendants who would like to bid for these trips will need to opt-in using the corresponding “Allow Long Duty (4k) Pairings” waiver.

Questions?

If you have any questions about Hawaii turn sequences, please contact your LEC Officers or Local Scheduling Committee.

Pre-Cancellation (10.S) Quick Reference Flow Chart

Scheduling Committee

The number of changes being loaded into the flight schedule by management have driven a record amount of pre-cancellation activity over the past several weeks.  To help Flight Attendants better understand the provisions of section 10.S [Scheduling: Pre-Cancellations] of the JCBA along with the recently enacted AFA LOA 2020-03-28 [Pre-Cancellations Due to COVID-19 Schedule Changes], our Scheduling Committee has made a quick reference flow chart available outlining how pre-cancellations work.  You can access this flow chart by clicking here.

Note: The MEC wishes to thank MEC Inflight Training Committee Member Justin Wetherell for formatting the flow chart and the Local Scheduling Committee Chairpersons and Members for providing valuable input and feedback.

Questions?

If you have any questions regarding pre-cancellations, please contact your Local Scheduling Committee.

AFL-CIO COVID-19 Resource Guide

AFA and CWA are affiliated with the AFL-CIO, a voluntary federation of over 55 national and international labor unions.  The AFL-CIO has put together a state-by-state guide of resources, programs, and benefits available to workers affected by COVID-19.  You can find the guide on the AFL-CIO website under COVID-19 resources or by clicking here.

Staffing Adjustment Leave, Low Bid Option or …?

Legal disclaimer

Because of the complex interaction between the administration of the various state unemployment insurance (UI) programs; the components of the Coronavirus Aid, Relief and Economic Security (CARES) Act; and the Company’s response to claims, AFA Alaska leadership can neither provide definitive advice for filing UI claims nor assurance of receiving a benefit. The information provided in this communication does not, and is not intended to, constitute legal advice. We will, however, provide as much information as we can and be as transparent as possible about the options.

Thank you for your patience 

Many of you are looking to AFA for insight into staffing projections and for guidance whether to apply for one of the COVID-19 leaves of absence (or potentially to extend if you are already on one), the COVID-19 Staffing Adjustment leave of absence (LOA) or the Low Bid Option…or to hold out for the potential of “something else.” The Master Executive Council (MEC) sincerely thank you for your patience while we’ve taken the better part of this past week to understand all the pieces of the puzzle and to determine management’s intent. We know the deadline to apply for the May COVID-19 Staffing Adjustment LOA or the Low Bid Option is very soon: Monday, April 6, 2020 at 9 AM PT. 

No paid voluntary staffing adjustment or “Early Out”

As of this writing, there is no “something else” pending in the near future: neither a paid voluntary staffing adjustment leave nor an early retirement (“Early Out”) package. AFA initiated preliminary discussions with management about an Early Out, but management is not interested in actively exploring an AFA-driven retirement package at this time. The MEC is aware that management is developing a Company-wide incentive for early retirement, but management has not provided any additional details. 

May staffing

We’re going to level with you that the May schedule is even more significantly reduced than anticipated and the staffing outlook is bleak. As of this writing, AFA’s “back of the beverage napkin” calculations suggest that out of 6000 Flight Attendants, there will be approximately 1700 FAs on a staffing adjustment leave, 360 FAs on various other leaves, 1250 regular Lineholders, 200 Low Bid Option (LBO) Lineholders and 2490 Reserves. These projections are based on a 75 TFP line average in every domicile. The confidence level in our calculations is roughly plus or minus ten percent (+/-10%), and the numbers could shift if more FAs go on leave or apply for LBO. 

May scheduling and pay

Individual Lineholders will receive a line award of no less than 75 TFP plus or minus 10 TFP. Individual LBO Lineholders will receive a line award of no less than 37.5 plus or minus 5 TFP. [Click here for the §10.Q Low Bid Option LOA (12/19/2017) > ] The reserve pool will potentially encompass the bottom two-thirds of the seniority list of bidding FAs. Reserves are guaranteed 90 TFP for 18 days of reserve, and management is not offering LBO Reserve at this time. (See Inflight Mobile Device > Goodreader app > Supplemental Folder > Reserve Survival Guide for additional reserve resources.)

No involuntary furloughs?

Airlines (and airport companies that employ workers) may access federal aid for the sole purpose of continuing pay and benefits for employees. A condition of airlines accepting payroll grant money under the CARES Act isthat the accepting airline may not involuntarily furlough or reduce pay rates and benefits for US-based workers through September 30, 2020. Alaska Airlines management has gone on record that the Company is applying for the aid money. [See “Financial relief: you have questions and we have (some) answers” (AAG login required) for more info.] However, there are several burdensome stipulations being made by the Department of Treasury as conditions of airlines accepting the money. Although there are no indications at this time that Alaska Airlines management will decline the aid, the outcome is yet to be determined.

Unemployment insurance benefits under the CARES Act

Unemployment benefits are determined by the state in which you are domiciled

There are several increased unemployment insurance (UI) benefits under the CARES Act (or COVID-19 Relief Act). Read more >

UI benefit eligibility, payments and duration of benefits vary by state. The number or proportion of reduced hours to qualify for UI benefits such as under the Low Bid Option also varies by state. UI benefits are determined by the state in which you are domiciled and not the state in which you reside if that is a different state. Click here for eligibility requirements in your state >

UI benefits are very likely for voluntary or involuntary leaves or reduction in hours due to COVID-19

If you take a voluntary or involuntary leave or a reduction in hours because of COVID-19 (that reason is key), then you are very likely eligible for UI benefits under the CARES Act. However, you are probably ineligible for the COVID-19 UI benefits if you are receiving paid sick leave or other forms of paid leave (such as when coordinating sick leave or vacation/Longevity Paid Time Off). Most states have loosened or eliminated job search requirements to be eligible for unemployment related to COVID-19.

Unemployment Insurance typically does not cover employees who took a leave or left their jobs voluntarily unless it was in response to the COVID-19 downturn. That is why it is important to have a verification letter stating the leave/furlough/reduction in hours is due to COVID-19. It is also crucial when applying for UI benefits that you state as often as you can that you are on a leave/furlough/reduction in hours “due to COVID-19.”

Management to “remain neutral” on unemployment claims

Management has committed to “remain neutral” on unemployment claims, which means the Company will not contest claims and therefore the state will exclusively determine eligibility for UI benefits. The MEC is aware of a popular misconception that the state will automatically deny UI benefits if the employer reports the leave as voluntary, but that is not true. 

Reason provided by the Company for the LOA or reduction in hours

Management has informed AFA that the Company will provide the state with the following reason for the respective leave of absence (LOA) or reduction in hours: 

  • “Due to a school or childcare closure because of COVID-19” [School/Childcare Closures or Educational Disruption LOA (EDLOA)]
  • “To self-isolate due to COVID-19” [Self-Isolation or Voluntary Quarantine LOA (VQLOA)]
  • “Voluntary leave of absence in response to a reduction in capacity related to COVID-19” [COVID-19 Staffing Adjustment LOA] 
  • “Due to a reduction in capacity related to COVID-19, the employer has reduced hours for this employee” [Low Bid Option]

Written verification of your leave status

If you do or did not receive a written verification of your leave status or your reduced schedule when approved for the leave or reduced schedule, you may request such verification through the HR/People Resource Line by calling 1-844-899-3617 or emailing HRBP@alaskaair.com. 

Weekly UI payments

The weekly UI payments that eligible workers can receive was increased by $600 through July 31, 2020. The $600 UI payment from the federal government is over and above the UI payment from the state. Combining the federal and state UI payment, it is possible to receive nearly the same income or maybe even more than if you are working depending on your state (Washington is very favorable) and your income during the qualifying period. As stated earlier, you are probably ineligible for the COVID-19 UI benefits if you are receiving paid sick leave or other forms of paid leave (such as when coordinating sick leave or vacation/Longevity Paid Time Off). UI benefit payments are taxable income. Taxes are usually withheld from UI benefit payments at 10% by default unless the employee opts out of withholding.

Which option is best?

Every situation is unique, so the answer will be different for everyone. [Visit the Company’s Alaska AFA COVID-19 Leaves page to learn more information about your leave options, including a side-by-side comparison document: COVID-19 Employee Leave Programs Comparison (AAG login required).]

School/Childcare Closure or Educational Disruption LOA (EDLOA)

  • Duration: Length of the school/childcare closure
  • Documentation: Leave application, proof of closure may be requested
  • Health insurance coverage: Continued and maintained by paying the active employee rates
  • UI benefits: Almost definite yes if unpaid. Very likely ineligible if paid (i.e. coordinating sick leave or vacation/Longevity PTO)
  • Travel privileges: Suspended for FA but remains in effect for dependents

Self-Isolation or Voluntary Quarantine LOA (VQLOA)

  • Duration: Self-selected for up to 30 days but leaves are being extended upon request. (If you desire a longer leave, indicate “30 days but requesting to extend to xx days”)
  • Documentation: Leave application. No additional documentation required if selecting “I wish to remove myself from the workplace due to exposure to COVID-19 but I have not been diagnosed with COVID-19 or am symptomatic.”
  • Health insurance coverage: Continued and maintained by paying the active employee rates
  • UI benefits: Almost definite yes if unpaid. Very likely no if paid (i.e. coordinating sick leave or vacation/Longevity PTO) 
  • Travel privileges: Suspended for FA but remains in effect for dependents

COVID-19 Staffing Adjustment LOA

  • Duration: Bid month
  • Documentation: Leave application
  • Health insurance coverage: Continued and maintained (i.e. paid) by the Company
  • UI benefits: Confidence is high but still untested 
  • Travel privileges: Remain in effect
  • 240/480/960: “Double 480 credit” of 2.667 TFP per day or 82.7 TFP for May

Unpaid VQLOA vs. Staffing Adjustment LOA

On the balance, an unpaid VQLOA is the most flexible leave option and the most likely to be eligible for a UI benefit payment. Flight Attendants can also apply for the VQLOA now—no need to wait until May. However, the Flight Attendant must pay the active employee rate for continuation of health insurance and her/his pass privileges are suspended while on the leave. 

If a Flight Attendant is willing to accept a little risk by potentially going without an income (no UI benefit) for the month of May, then s/he can apply for a Staffing Adjustment LOA. If s/he is successful in obtaining the UI benefit while on this leave, then the FA will have Company-paid health insurance coverage and retain her/his travel privileges in addition to having supplemental income from the UI benefit payment. 

Another option to consider is to go on a VQLOA now through the end of May. If other Flight Attendants have been successful in obtaining a UI benefit payment while on a Staffing Adjustment LOA in May, then one could apply for a Staffing Adjustment LOA in June.

These are very difficult and stressful times for all of us.  This has been a fluid situation, but please know that we are committed to achieving the best solutions possible for our Flight Attendants.  We’ve tried to give you as much current and factual information as possible but there is no ‘right answer’ for everyone.  Each decision must be based on your best assessment of the available options. 

If you are confused by the many opinions and inaccurate information being offered, you are not alone.  Your AFA representatives are committed to ensuring that you have the information you need and will be happy to answer questions.   If you have a question, please reach out to your LEC Officers, either by phone or email.

In Solidarity,

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

AFA Update – March 25, 2020

In This Edition

  • Contacting AFA Representatives for Support
  • Pre-Cancellations (JCBA Section 10.S)
  • REMINDER: Negotiating Committee Interviews – Additional Opportunity
  • Grievance Committee Report

Contacting AFA Representatives For Support

As always, AFA representatives remain available to provide assistance during the current situation.  In order to provide you with the best possible support, we ask that you continue to reach out using the following methods of contact:

AFA Online Support Center.  Contractual concerns, scheduling or reserve problems, and payroll issues can all be reported using the AFA Online Support Center.  Once you open a ticket, your concern will be assigned to a specific AFA representative who will assist you in resolving the issue.  Click here for more information about the AFA Online Support Center.

E-Mail.  Your Local Committee Members, Chairpersons, and LEC Officers can all be contacted by email.  Please refer to your Local Council’s committee roster for contact information for each of your committees.  Your LEC Officers can also be easily be contacted as a group using by email addresses below.  Using the group email address ensures that your question or concern can be addressed as soon as possible by the first available officer.

ANCanc@afaalaska.org
SEAsea@afaalaska.org
PDXpdx@afaalaska.org
SFOsfo@afaalaska.org
LAXlax@afaalaska.org
SANsan@afaalaska.org

When making contact by email, please use your personal email address and not your company-provided Outlook email account.  Company-provided email accounts are subject to monitoring by management and there is no expectation or guarantee of privacy.

Telephone Call.  Telephone numbers for most Local Committee Members, Chairpersons, and LEC Officers can also be found on your Local Council’s committee roster.  If you receive a voicemail prompt, please leave a message that includes your full name, PeopleSoft number, and contact telephone number.  Voicemail messages will be returned as soon as possible and within 24 hours.

In order to ensure that your request, question, or concern is properly documented and receives the appropriate follow-up, please limit contact to one of the methods outlined above when reaching out to AFA representatives.  Text messages, messages sent to personal social media accounts, and other methods of contact may not necessarily be regularly monitored for AFA-related communications and could cause a significant delay in response.

Pre-Cancellations (JCBA Section 10.S)

Scheduling Committee

Pre-cancellations occur prior to your trip, while reassignments occur same day.  Currently, trips are being pre-cancelled, and you may have more than one trip that is affected.  Crew Scheduling may offer more than one alternate trip if multiple awarded trips are cancelled when you call.

If you have a pre-cancellation, a CR code will be placed on your roster. You may acknowledge your cancellation on your roster, however the JCBA requires you to call Crew Scheduling.  If you fail to contact Crew Scheduling prior to your trip, you must report to work as scheduled.  If you are flying during your pre-cancellation, then you are required to call Crew Scheduling no later than release at domicile if the trip reports the next day.

If you do not report at the original show time and you have not contacted Crew Scheduling, you will be subject to the attendance policy and will receive a no-show under Section 32 of the JCBA. Crew Scheduling will send you an email via Outlook and leave a message for you to call them back using your PeopleSoft phone number on file, so ensure your numbers are up to date. You may be offered an alternate assignment (the footprint of which can begin or end 2 hours beyond original footprint of the trip) or you may decline the alternate assignment and waive pay protection. If the flight you are offered has a check in and/or release time outside of the footprint described above, you will have a third option to contact Crew Scheduling the night prior to that assignment. Pay protection may apply depending on the options available at the time you contact Crew Scheduling.  Please refer to sections 10.S.2 and 10.S.3 for your contractual options prior to calling Crew Scheduling.  Please always remember you are able to decline the alternate assignments and waive pay protection. 

The Scheduling Committee has compiled a “cheat sheet” on the pre-cancellation process and section 10.S language that you can access by clicking here.

Questions?

If you have any questions about pre-cancellations or reassignments, please contact your Local Scheduling Committee.

REMINDER: Negotiating Committee Interviews – Additional Opportunity

Master Executive Council (MEC)

The Master Executive Council (MEC) conducted interviews with several Negotiating Committee candidates during the March Regular MEC Meeting.   The candidates interviewed in March ranged from less than one year to eight years of Flight Attendant seniority.  All candidates who met the original deadline of March 3 to express interest will be given the opportunity to interview and will be included in the candidate pool that the MEC will elect the Negotiating Committee from.

It is important to the MEC that the candidate pool is representative of the entire Flight Attendant group.  As such, the MEC has re-opened the expression of interest process for Negotiating Committee Members.  Additional interviews will be conducted at the April Regular MEC Meeting.  The MEC is specifically seeking additional candidates with 25 years or more of Flight Attendant seniority and/or those with previous negotiating experience.  Other candidates will be considered on a case-by-case basis.

Our current Joint Collective Bargaining Agreement (JCBA) becomes amendable on December 17, 2021 but also contains an early opener clause for the negotiating process to begin as early as December 2020.  In anticipation of early openers, the Master Executive Council (MEC) will be conducting interviews for the Negotiating Committee during the April Regular MEC Meeting, to be held April 7 and 8, 2020.  All three Negotiating Committee positions are up for interview and consideration.  Per the AFA Constitution & Bylaws, the MEC President is the chairperson of the Negotiating Committee and rounds out the Committee as the fourth member.

The Negotiating Committee is charged to negotiate and institute the needs and desires of the Flight Attendants into an effective collective bargaining agreement (CBA).  The Committee should have a good working knowledge of the current CBA and be willing to devote their full time to the Committee during negotiations.  The members of this Committee shall serve as the CBA Interpretation Committee until a new agreement is completed.

Selection of Committee Members

  • Any person seeking a position on the Negotiating Committee must submit a resume to the MEC
  • Committee Members will function until a new Committee is selected
  • The Chairperson of the Negotiating Committee will be the MEC President or her/his designee
  • Committee Members are selected by majority vote of the voting members of the MEC (LEC Presidents)

Committee Member Duties & Responsibilities

The duties and responsibilities of the Negotiating Committee shall include the following:

  • The Committee, with the advice of the Staff Negotiator shall have the authority to conclude an agreement, subject to the provisions of Article XII of the Constitution and Bylaws.
  • All members of the Committee, including alternates whenever possible, shall complete a negotiations training seminar prior to writing an “opener.”
  • Be familiar with Union policy and keep abreast of new developments in the industry.
  • Utilize the facilities and resources of the Union and the experience and knowledge of Union Officers, International Office staff and study committees of the Union. (eg., Legal, Retirement and Insurance, Wage and Working Conditions, etc.).
  • Maintain a current record of the:
    • Financial condition of the company.
    • Management lines of authority and methods of communication.
    • Operations statistics and experiences of the airline which may be used in bargaining, grievances, litigation, etc.
  • Be familiar with the wishes of the Flight Attendant group with respect to wages, working conditions, and work rules, through, for example, system-wide distribution of contract surveys, periodic road shows, etc.
  • Prepare the contract opener with the advice of the Staff Negotiator
  • Provide regular updates to the membership on the status of negotiations
  • Proof CBA language and agree with the Company on implementation and effective dates
  • Review tentative agreement with the MEC
  • Prepare membership summary package and Roadshow schedule
  • Present the tentative agreement to the members
  • Proof printed agreement and prepare CBA index
  • Prepare CBA interpretations for new concepts
  • Remain available as a resource for interpretations
  • Maintain a complete record of the negotiations, including proposals, notes and communications, and such record is the property of AFA-CWA.  A copy of this record will be forwarded to the International Office by the Negotiating Committee.
  • Maintain contact, through the MEC President, with IAM, ALPA, TWU, AMFA, and other applicable labor unions on property

Flight Pay Loss Reimbursement

Flight pay loss (FPL) reimbursement will be provided to Negotiating Committee Members at the rate of 6 TFP at “A” pay for 8 hours of work.  FPL is not reimbursed for days that solely contain travel to/from an activity.

Expressing Interest and Interview Scheduling

The MEC will hold interviews during the April Regular MEC meeting from April 7-8, 2020.  Please plan to arrange your schedule accordingly to accommodate.

Interested candidates should submit an expression of interest and resume online at https://forms.gle/YGCUtxVETB3z9aZW7.  The deadline for submissions is 5 PM Pacific time on Friday, March 27.  After that time, MEC Secretary-Treasurer Linda Christou will contact qualified candidates to schedule a specific interview time.

Please note that in order 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 Negotiating Committee positions or application process should be directed to MEC President Jeffrey Peterson at jeffrey.peterson@afaalaska.org.

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 the 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

In order to keep terminations low, we want to give you an idea of what areas management has recently focused on in regard to disciplining (including terminating) Flight Attendants.  See below: 

  • 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-1. Flight Attendant released from DHD and used D8Y home; 2. Flight Attendant used D8Y when they picked up out of base; 3. Flight Attendant used D8Y to/from incorrect cities; and 4. Flight Attendant used D8Y for pleasure travel.
  • Lost IMD or other required items
  • Failing to complete CBT—even if Flight Attendant just forgets to hit the close out x at the top to switch it from in process to complete.

Recent and Upcoming Arbitration/Mediation

ArbitrationThursday, January 30Disciplinary Grievance
MediationTuesday, March 3Contractual Grievance
ArbitrationTuesday, March 31 (postponed)Disciplinary Grievance

Recent Settled Grievances

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.

Settlement:  The Company will issue one $5.00 (five dollar) Starbucks gift card to Flight Attendants who were employed by Alaska Airlines as Flight Attendants as of 12/31/15, except for those based in ANC as of that date. Management agrees not to issue non-negotiated compensation related to the contractual attendance policy. This is not intended as an agreement that non-negotiated compensation is or is not permissible in other circumstances.  

Note:  The settlement will be distributed when management can obtain the correct information regarding which FAs were based outside of ANC at that point in time.  

Grievances Recently Granted by Management 

Grievance No.:  36-99-2-161-19- Violation of §12.E Withholding Trips from Open Time.  This grievance alleges the Company’s violation of Collective Bargaining Agreement §12.E [Exchange of Sequences:  Open Time], past practice and all related sections of the Collective Bargaining Agreement when its Jeppesen Crew Access (JCA) failed to immediately place all uncovered sequences or portions of sequences including but not limited to sick calls, Management Drop(s), Personal Drop(s), leaves of absence, jury duty, bereavement leave.

Management’s Response:  On September 24th, during a scheduled JCTE release, a bug was unknowingly, and regrettably, introduced to JCTE that caused long delays (up to 10 minutes at times) in trips showing up in Open Time if a scheduler made a change to the sequence.  Although the company did not intentionally delay these trips from showing up in Open Time immediately, the bug in the system did cause a delay. For this reason, this grievance is sustained. This issue was resolved with the November 8th JCTE release.  

Grievance No.:  36-99-2-20-20-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 January 13, 2020, it failed to include the Air Safety, Health and Security Committee (ASHSC) in a reactive safety risk assessment (SRA) meeting regarding unaccompanied minors who are sent to the wrong destinations.  

Management’s response:  After investigation, I agree with you that we did not appropriately include the ASHSC in the SRA meeting regarding unaccompanied minors who are sent to the wrong destinations.  Going forward, the ASHSC will be included in all inflight safety meetings that the Cabin Safety Manager is invited to attend.  As such, this grievance is sustained.  

Grievance No.:  36-99-2-27-20-Violation of §12.F.3 Threshold Sequence Number Determination for Seattle Domicile February 2020.  This grievance alleges the Company’s violation of Collective Bargaining Agreement §12.F.3 [Exchange of Sequences: Threshold Sequence Number Determination], past practice and all related sections of the Collective Bargaining Agreement when on or about January 16, 2020, it was discovered Crew Planning did not review and increase the Threshold Sequence Number (TSN) for the Seattle domicile from 12 to 13 for February 2020.  

Management’s response:  After investigation, I agree with you that we did not appropriately increase the TSN for the Seattle domicile from 12 to 13 for February 2020, prior to Open Time commencing on January 16, 2020.  For this reason, this grievance is sustained and the Director of Crew Planning and the Director of Crew Scheduling commit to working together to develop a documented process to ensure this does not happen again in the future.

Grievance No.:  36-99-2-30-20-Violation of §30.C.1 Training Pay.  This grievance alleges the Company’s violation of Collective Bargaining Agreement §30.C.1 [Training:  Training Pay/Recurrent Training], past practice, and all related sections of the Collective Bargaining Agreement when its 2020 Recurrent Training (RT) home study exceeded five (5) hours; per the agreed upon computer based training (CBT) run time test process, the run time was calculated to be six hours and twenty six minutes (6:26).

Management’s response:  After investigation, I have found the above referenced information to be true and therefore the grievance is sustained.  Our agreed remedy is that each Flight Attendant that completes the 2020 Recurrent Training (RT) home study will receive a flat pay out of $125.00 versus the $75.00 flat pay out referenced in Collective Bargaining Agreement §30.C.1.

Grievance No.:  36-99-2-37-20-Violation of §30.A.2 Training Hours.  This grievance alleges the Company’s violation of Collective Bargaining Agreement §30.A.2 [Training:  Hours], past practice, and all related sections of the Collective Bargaining Agreement when on or about January 24, 2020, Flight Attendants attending Recurrent Training (RT) in SEA were released at approximately 5:08pm, eight (8) minutes past the contractual release time of 5:00pm.   

Management’s response:  After investigation, I have found that on the date referenced above, that the class did in fact release at 5:08pm.  This class ran late due to the addition of the flashlight exercise at the end of the day.  For this reason, the grievance is sustained.  The agreed upon remedy is 1 TFP for all Flight Attendants who attended this class.

Grievance No.:  36-99-2-125-20-Violation of §30.A.2 Training Hours.  This grievance alleges the Company’s violation of Collective Bargaining Agreement §30.A.2 [Training:  Hours], past practice, and all related sections of the Collective Bargaining Agreement when on or about February 14, 2020, Flight Attendants attending Recurrent Training (RT) in ANC were released at approximately 5:28pm, twenty-eight (28) minutes past the contractual release time of 5:00pm.    

Management’s response:  After investigation, I have found that on the date referenced above, that the class did in fact release at 5:28pm.  The R2 training door was not airworthy and had to be re-built late the night before, pushing hands-on and drill evaluations to the second day.  For this reason, the grievance is sustained.  The agreed upon remedy is 6 TFP for all Flight Attendants who attended this class.

Grievances Recently Filed and Awaiting Response from Management 

None

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.

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