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Alaska Airlines and Virgin America!!!

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It’s official! Alaska Air Group is slated to acquire Virgin America, pending the approval of their respective boards and the Department of Justice. Your AFA Alaska Master Executive Council (MEC) officers are very, very pleased that executive management is intending to combine the two carriers and operate under a single certificate. In other words, we’re looking at a merger!

Alaska Airlines and Virgin America are both known for providing an exceptional in-flight experience, thanks in large part to the dedication of our respective flight attendants,” said Jeffrey Peterson, president of the Association of Flight Attendants-CWA Master Executive Council at Alaska Airlines. “The combination of these two award-winning airlines provides an exciting opportunity for our members and for the Virgin America flight attendants, or Inflight Team Members. We look forward to joining together and building on our legacies of customer satisfaction to the benefit of both companies’ passengers.”

The MEC knows everybody has a ton of questions. Please be assured that AFA is here to represent you through the many steps in this process. We are holding a special MEC meeting later today in Seattle in order to review recent events and discuss the go forward plan.

For now, we invite you to start getting to know the new members of our Alaska family. If you see Virgin America (VX) Inflight Team Members (ITMs) or employees in the airport, greet them just like you would any Alaska Airlines Flight Attendant or employee. Strike up a friendly conversation if you have time.

If you are interacting with VX ITMs on social media, take the opportunity to start understanding their rich and unique culture and share ours with them. Although our groups might appear to be very different initially, the MEC believes that you will discover both feel a passionate ownership of and pride in our respective cultures. We also share many of the same core values and an emphasis on customer service.

These are very exciting times we are in. Keep your focus on doing what we do well: operating a safe and on-time airline and providing award-winning customer service. The MEC will be communicating more following our meeting later today.

Congratulations to Alaska Airlines and a warm welcome to Virgin America!

In Solidarity,

Your MEC – Jeffrey Peterson, Brian Palmer, Yvette Satterlee, Lisa Pinkston, Laura Masserant, Cathy Gwynn, Sandra Morrow, Stephen Couckuyt; and MEC officers-elect Tim Green and Brice McGee

AFA Alaska Logo Transparent Background

Alaska Airlines and Virgin America?

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Just like you, the Master Executive Council (MEC) has been following the various media reports about a possible bid to acquire Virgin America by jetBlue, Alaska Airlines and perhaps unnamed Chinese interests. It seems the rumors and speculation have reached a new level this afternoon with several stories being reported in reputable media outlets regarding an impending acquisition by Alaska Airlines of Virgin America (e.g. WSJ: Alaska Air Nearing a Deal to Acquire Virgin America, Yahoo: Alaska Air nears deal to buy Virgin America for over $2 billion: source).

 

Please know that your leadership is on standby and available if the reports are confirmed. At this point we’re all waiting for more news. As soon as we have any information to share, your AFA leadership will promptly do so.

 

In Solidarity,

 

Your MEC – Jeffrey Peterson, Brian Palmer, Yvette Satterlee, Lisa Pinkston, Laura Masserant, Cathy Gwynn, Sandra Morrow, Stephen Couckuyt; and MEC officers-elect Tim Green and Brice McGee

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Recycle Your Red Pins and Join Flight Attendants at the New United for a Day of Action July 16th!

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The Continental, Continental Micronesia and United Master Executive Councils in conjunction with the United Joint Negotiating Committee have authorized their Flight Attendants to switch from white to red AFA pins in response to the lack of progress in their contract negotiations. You can check out all the details about their negotiations at ourcontract.org.

With around 20,000 Flight Attendants, it is very challenging to come up with that many red pins. The New United (CAL, CAL Micronesia, UAL) is asking for AFA Alaska to help out their efforts by recycling our red pins. If you have any extras, please leave them in one of your Local Executive Council (LEC) officers’ mail files the very next time you are coming through your base so we can re-gift the red pins as soon as possible.

The New United is also planning a Day of Action on July 16th at airports throughout the combined Continental, Continental Micronesia and United system. Your colleagues at those carriers would be delighted to have any Flight Attendants from AFA Alaska attend an event at a convenient location (e.g. at a domicile or while on a layover) as a show of solidarity. You cannot wear your Flight Attendant uniform but if you still have a red t-shirt from the second round of our negotiations, you are welcome to wear the shirt to the event. You can find more information about the events here.

In Solidarity,

Your MEC – Jeffrey Peterson, Brian Palmer, Yvette Gesch, Becky Strachan, Laura Masserant, Cathy Gwynn, Sandra Morrow and Stephen Couckuyt

AFA Alaska

 

Alaska Airlines Flight Attendants Union Pledges to Support Contract Employees’ Fight for Fifteen

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AFA Press Release

 

 

 

 

 

For Immediate Release                                              Contact:

May 7, 2015                                                                      Jeffrey Peterson 206-999-8207

Alaska Airlines Flight Attendants Union Pledges to Support Contract Employees’ Fight for Fifteen

 

Seattle, WA (May 7, 2015) – Alaska Airlines Flight Attendants, represented by the Association of Flight Attendants-CWA (AFA), issued a statement today in support of Alaska Airlines contract workforce in their fight for $15 an hour and a union.

 

AFA has a long, proud history of supporting workers throughout the airline industry and we believe that all jobs in our airports and on our airplanes should be good jobs with union rights, safe working conditions, fair wages and quality affordable health insurance.  Alaska Airlines’ contractors, including Menzies Aviation, BAGS, DGS, Huntleigh and Aviation Safeguards should be no exception.

 

Contract airport workers employed by Alaska vendors at many of its West Coast airports are being held back in their struggle to improve the quality of their jobs, win a voice on the job and ensure safer working conditions. These workers move our passengers’ luggage, clean our planes and provide wheelchair assistance to our passengers in need.

 

All workers performing services for Alaska Airlines should receive their fair share of the wealth that we are all helping to create. As Alaska Air Group continues to make record profits, our airline management and its selected vendors should not stand in the way of these workers trying to form their own union.

 

Ten years ago this month, Alaska Airlines executives made the decision to outsource almost all of our baggage handlers. This is after having outsourced much of our heavy maintenance and all of our cabin cleaners. While these decisions have helped the airline to return investment to shareholders, they also eliminated thousands of middle class jobs. Today, these contracted out jobs are with low pay and few benefits.  The cities of Seattle and SeaTac recently raised their minimum hourly wage, yet Alaska Airlines is standing in the way of SeaTac workers fully realizing the wage increase. We need sustainable jobs for thriving communities to ensure the continued success of Alaska Airlines.

 

As aviation’s first responders and the last line of defense, Flight Attendants understand that all workers in aviation are part of the safety and security web that continues to keep our skies the safest in the world. Through our membership in AFA, we are able to partner with our management and the FAA on programs keeping safety at the forefront as we continually improve our practices. All frontline workers performing service on behalf of Alaska have the right to the same types of safety programs – and travelers deserve the assurances these safety programs provide.

 

In the best interest of Flight Attendants, shareholders and the passengers in our care, Alaska’s contract workers need to be able to exercise their voice and work with the company to address their unique safety concerns through their membership in unions.

 

# # #

 

The Association of Flight Attendants is the world’s largest Flight Attendant union. Focused 100 percent on Flight Attendant issues, AFA has been the leader in advancing the Flight Attendant profession for 67 years. Serving as the voice for Flight Attendants in the workplace, in the aviation industry, in the media and on Capitol Hill, AFA has transformed the Flight Attendant profession by raising wages, benefits and working conditions. Nearly 50,000 Flight Attendants come together to form AFA, part of the 700,000-member strong Communications Workers of America (CWA), AFL-CIO. Visit us at www.afacwa.org.

ALA Press Release – Support Contract Employees

SEA Roadshow Q&A – Morning Session 12/5/14

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SEA Roadshow Q&A Morning Session 12/5/14

 

Due to time constraints some sections did not allow time for questions

 

Section 3 – Scope

 

Q: If management flying, can they occupy a jumpseat and possibly bump a commuting FA?

 

A: Yes, if they are non-reving, they have the ability to occupy the jumpseats today as they are FAA-certified. Typically they use passenger seats.  However, when they are working as and extra “D” or “E”, that would make one less jumpseat available for a non-rev FA trying to go to work on that particular flight the managers was an extra on.

 

Q: Who decides if managers/supervisors fly?

 

A: Andy Schneider.

 

Q: Is there a requirement to notify the crew when managers/supervisors are flying?

 

A: There is no language at the moment. We are looking at a side letter for 2pm the day prior. However those details are not agreed at this time. Additionally AFA will receive a list of managers/supervisors who flew. There will also be an AFA Scheduling Chair that will oversee the operation and Crew Scheduling.

 

Q: Why does Executive Management want this provision so bad?

 

A: Part of the engagement survey, this is part of their plan to get the survey results satisfactory.

 

Q: What is worst case with this provision?

 

A: Unknown. No discipline. But you could receive a record of discussion (non-disciplinary).

 

Q: Do you have a concern this is union busting tactic?

 

A: No.

 

Q: Is there transparency for scanning in?

 

A: No. They don’t scan in.

 

Q: Circumventing seniority?

 

A: Supervisors fly as an extra.

 

Q: Close shop, how do they not pay union dues?

 

A: They do not receive the other benefits of our contract.

 

Q: Are supervisors subject to FAA penalties and fines?

 

A; Yes.

 

Q: Are they subject to disciplinary action?

 

A: That is management decision.

 

Q: What other groups have ability to have management/supervisors assisting on this property?

 

A: Pilots and CSAs. [Note: The original blog post indicated that management/supervisors may assist Mechanics as well. They may not. AFA regrets the error.]

 

Q: Are there other carriers that have management flying provisions?

 

A: Yes. See our blog post for a list of carriers and provisions.

 

http://afaalaska.org/negotiations/qa-i-want-to-know-what-other-carriers-have-for-provisions-specifically-related-to-management-flying-where-is-that-information-available

 

Q: Are managers/supervisors going to be listed separately from crew list on emaestro?

 

A: There will be means of identifying, but currently there is not a special code. We are discussing how they will be identified on the pairing.

 

Q: Could we tape the live Road Show?

 

A: No.

 

Q: Could a supervisor as an extra be reassigned to cover a cancellation?

 

A: Yes, within our contractual duty limitations.

 

Section 8 – Hours of Service

 

Q: The 15 minute debrief doesn’t change any language on the ability to change the scheduling of trips and staffing models?

 

A: That is correct.

 

Q: Is scheduling going to trust us on the adjustment to 15 minute debrief?

 

A: Yes. There is a way to fact check, must be reasonable time adjustment.

 

Q: Can I just call to adjust my debrief, no paperwork to fill out for adjustment?

 

A: Correct. Just call to adjust.

 

Q: Am I contactable on the new devices (iphone)?

 

A: Working out those details. This will be communicated once a decision is made.

 

Q: If I receive ACARS during debrief and subsequently exceed debrief then must I return the call after my debrief?

 

A: Yes

 

Section 9 – Junior Availability and Premium OT

 

Q: So is the AFA Scheduling Chair a 24/7 position.

 

A: SEA based FA, when not available another member of MEC.

 

Q: Is it still true if FA is scheduled over 118.2 you are immune from JA?

 

A: Yes.

 

Q: Will we have ability to post JA if TA ratifies?

 

A: The processing provisions go into effect Jan 31, 2015. The premiums and ability to post and premium follow all go into effect immediately.

 

Q: If crew coming in can they be JA’d just because they are the last crew?

 

A: The full list of FAs on duty that are legal for the sequence must be JA’d.

 

Q: Different JA applications?

 

A: There are two types of JA’s one in same duty period end of sequence, one into days off.

 

Q: Did you discuss requiring having OT before JA?

 

A: We discussed but were not able to agree on a provision. It is intent, but no requirement.

 

Q: Can scheduling remove me from my flying?

 

A: Yes. They must follow the requirements of who first is legal, then secondly who requires the least amount of flying removed. Provision is already in place today.

 

Q: If I can not take a JA am I able to take an Emergency Drop (Management Drop)?

 

A: Yes. You would be able to post the trip or jet bridge trade.

 

Q: How are FAs selected for the following day JAs?

 

A: Everyone on duty today, including layovers who are legal and available to take the trip.

 

Q: Just because I get home early doesn’t mean I get JA’d first?

 

A: That is correct. The JA language is changing.

 

Q: Are there anymore phone calls when on my day off?

 

A: No.

 

Section 10 – Scheduling

 

Q: In the summer time have the late ORD could that be an all-nighter?

 

A: Yes. If the schedule was willing to forgo the current morning departure.

 

Q: Could all of the 4k be built into multi-days?

 

A: They could, but that is not practical especially based on cost.

 

Q: It is limited to only 2 legs for 4k duty period?

 

A: Yes

 

Q: Is there a cap?

 

A: No.

 

Section 11 – Reserve

 

Q: If we trade AM and PM days do they convert to ER?

 

A: Converted to ER, same as today.

 

Q: Are we required to check email after deplaning?

 

A: Yes. Even if you extend past your debrief.

 

Q: We moved back to a protection for self assigning for reserves?

 

A: Yes, an improvement.

 

Section 12 – Exchange of Sequences

Q: Are there thresholds for reserves and OT?

 

A: Reserves are able to pick up OT when the trading opens. If a day is closed and a reserve picks up a coded trip that is limiting OT, then OT would subsequently open. There are specific provisions around OT and reserve self assigning.

 

Q: Does anyone else have a system like this with OT?

 

A: No. Other OT systems are in seniority, or they have monthly minimums.

 

Q: When does OT go into effect?

 

A: August 1, 2015.

 

Q: Are there any implementation penalties like TA1?

 

A: No. The Company between TA1 and TA2 got a handle on how long it would take. Boeing has internal delay and implementation is going to be delayed and do not want to agree to pay penalties.

 

Section 14 – Vacation

 

No questions

 

Section 16 – Sick Leave and On the Job Injury

 

Q: Do I still have ability to call in well?

 

A: Yes.

 

Q: When I call in well do I get points for the days I called in well?

 

A: No.

 

Q: Sick leave cash out versus Sick Leave for insurance?

 

A: The Company wanted to get rid of sick leave for insurance, however, there is sunset provision. You can use provision between ages 62-65. Technically speaking that doesn’t mean a whole lot. We could renegotiate to keep it in a subsequent agreement. There cash out is for all FAs at retirement paid out at 25%.

 

Section 21 – Compensation

 

Q: Why keep the 1st and 2nd 6 mos?

 

A:   In the final agreement if ratified would say DOH (date of hire). It was to allow FAs at 6 months the ability to see how they move through the scale.

 

Q: Does anything paid in TFP count towards the QPP?

 

A: All TFP excluding vacation and sick leave counts.

 

Q: Does sick leave make up count?

 

A: No, unless there is an overage and the overage of the make up will count.

 

Q: Since Minimum pay rules are not implemented right away what will count toward the QPP immediately?

 

A: Sit Time.

 

Q: Where are we going to be able to find this QPP information?

 

A: There is a calculator they are working on. Personal calculator for you to keep track. I would highly recommend you keep track of your own. We are not confident in IT at this time.

 

Q: If I was on reserve and switched to a line holder what is my QPP?

 

A: Based on your personal award. So 90 (reserve), 90 (reserve) and 72 (lineholder) for total of 252. Since this will need to be exceeded you will need 252.1 TFP to qualify.

 

Q: Is there longevity hold up as in the current agreement?

 

A: No longer. You will not be held up.

 

Section 22 – Expenses

 

No questions

 

Section 23 – Insurance

 

Q: How much is the minimum TFP you are paid for coordination to stay active?

 

A: Current agreement is 11.3 TFP in 31 day month, TA2 is 9.3 TFP in 31 day month.

 

Section 27 – General Association

 

No questions

 

Section 32 – Attendance Policy

 

Q: Does the change in single continuous instruct you to not call in sick? I am not able to call in sick?

 

A: You are able to call in sick. Continuous occurrence puts a limitation on the number of days that are included in the occurrence period not to exceed 2.5 points.

 

Q: Is there a maximum number of medical leaves I personally can take?

 

A: No. However, leaves are run concurrent with FMLA. If you have questions regarding benefits and medical leaves please contact your LEC/MEC Benefits Chairs.

 

Q: Is there a 14 day waiting period to take a medical leave?

 

A: No

 

Random Q&A:

 

Q: Where can I find information on the AFA Scheduling Chair.

 

A: Section 27.P.

 

Q: What stops the union from signing a side letter?

 

A: We typically would put something out for ratification, but not required. You either trust in your leaders or not. This MEC is not engaging in side letters without being transparent.

 

Q: Did the NMB or the Company give any stance on what their response would be if we vote TA down?

 

A: Jeff and Paula met with one of the NMB board directors and AFA Director of Collective Bargaining. Board member said we have passenger rail contracts coming up, limited number of resources. Going to allocate to other sources. Might have room in April. There is concern that if leadership put out for a second time and failed that changes may need to happen.

 

Q: Did any of you saw President Obama’s speech this morning? He talked about Companies starting to share the wealth.

 

A: No. President Obama is directing the NMB not to release airlines at this time.

Q: If company would agree we could meet without mediator?

 

A: Definitely.

 

Q: Has the union addressed the potential for things to change such as duties and sales on board?

 

A: It was addressed in bargaining. Asked for language similar to SWA. We were not successful in agreeing on a provision in TA2. Very challenging.

 

Q: Is recurrent still 6 TFP?

 

A: Yes. It does not count towards PBS line value in Section 10. See Section 30 training for pay.

 

Q: Has anyone addressed adding more FAs on a flight?

 

A: We did address in negotiations. We also asked and proposed for additional pay and were unable to come to agreement on terms.

 

Q: Is it the job of the NMB to get the parties to get a deal?

 

A: Yes. The NMB is there to ensure commerce is not affected and the parties get a contract. The NMB does not care whether it is good or bad.

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