AFA Alaska Update – October 15, 2021

October 15, 2021 12:00

In This Edition

System Board of Adjustment Interviews
Reminder: Zika Letter of Agreement
Understanding Panic Disorder

System Board of Adjustment Interviews

Master Executive Council (MEC)

The Master Executive Council (MEC) will be conducting interviews for one (1) member to serve on the AFA System Board of Adjustment.

Scope

Members are to serve on the System Board of Adjustment for the purpose of arbitrating any disputes or grievances that may arise under the terms of the Agreement between Alaska Airlines and its Flight Attendants.

Policy/Responsibilities

There shall be two members selected by the MEC from active members in good standing to represent the Association. Members will be selected at-large without regard to Local Council or domicile.
Any person seeking a position as a System Board of Adjustment Member must submit a resume. Candidates must interview with the MEC.
System Board Members shall be selected for a two (2) year appointment period in accordance with the AFA Constitution and Bylaws. At least one appointment will be reviewed in June of each year. Selection shall be made, insofar as possible, to ensure that both members will not be new at the same time.
The System Board Members will act in the best interest of the membership and the Association and will be consistent with the Agreement between the Flight Attendants and Alaska Airlines.
The MEC President shall have the ability, in the event of an emergency, to appoint a qualified member in good standing to fill an ad hoc position on the Board, should the alternate not be available.
The MEC on an ad hoc basis, by majority vote, may appoint an expert as a substitute for one member of the System Board of Adjustment.

Qualifications

Current Alaska Airlines Flight Attendant
Willingness to attend the requisite grievance training(s)
In depth knowledge of the contract
Understanding of the principles of just cause
Adherence to Grievance Committee policies, procedures, and standards of ethical conduct
Ability to maintain confidentiality of sensitive and personal information
Maintenance of member-in-good-standing status
Ability to remain in good standing with the company
Ability to analyze written data and information with high attention to detail
Strong written and communication skills
Strong computer skills.

Term of Appointment

The selected candidate will serve the remainder of a term of appointment that concludes on June 30, 2023.

Expressing Interest and Interview Scheduling

The MEC will hold interviews of eligible candidates during the December Regular MEC Meeting on December 7, 2021. If you’re interested in interviewing, plan to bid around this date or adjust your schedule accordingly to accommodate. All interviews will be conducted using Google Meet videoconferencing.

Interested candidates should submit an expression of interest and resume using the online expression of interest form. The deadline for submissions is 5 PM Pacific time on Tuesday, November 30, 2021. After the submission deadline, MEC Secretary-Treasurer Linda Christou will contact eligible candidates to arrange a specific interview time.

Please note that to submit an expression of interest, you must have a Google account. If you do not have a Google account, you can create one for free at https://accounts.google.com/signup.

Questions?

Any questions regarding the position or application process should be directed to MEC Grievance Committee Chairperson Stephanie Adams at stephanie.adams@afaalaska.org.

Reminder: Zika Letter of Agreement

Grievance Committee

In 2017, AFA and management signed a letter of agreement (LOA) establishing protections for Flight Attendants who are pregnant, attempting to become pregnant, or whose partner is attempting to become pregnant and are scheduled to fly to a Zika-affected area. The LOA outlines the protective provisions and associated procedures that eligible Flight Attendants are responsible for following.

As Alaska Airlines is beginning service to Belize in November, it is timely that we offer a reminder that this LOA is still active. Belize is considered a Zika affected area by the Centers for Disease Control & Prevention (CDC) which triggers the protections outlined in the LOA.

Questions?

If you have any questions about the Zika LOA or the procedures associated with using the protective provisions of the LOA, please contact your Local Grievance Committee.

Understanding Panic Disorder

Employee Assistance Program (EAP)/Professional Standards Committee

What is Panic Disorder?

Panic disorder is a psychological condition that shows up in the form of sometimes serious physical symptoms. These symptoms, called panic attacks, can literally make the victim feel as though he or she is dying: rapid heart rate, difficulty breathing, excessive sweating, dizziness, trembling, intense anxiety, a feeling of loss of control, and helplessness. Imagine what it would be like to jump out of an airplane only to find your parachute won’t open – that’s pretty close to what panic attack victims are feeling in the moment.

When the attacks occur regularly or appear to be caused by a specific set of circumstances, then panic disorder is the cause. There is no specific treatment for a panic attack, per se. But the underlying condition, panic disorder, can be treated with a combination of medications and psychotherapy.

What Causes Panic Disorder?

Like many psychological conditions, panic disorder can originate in many different ways, some of them making little logical sense. A person with a phobia such as fear of heights or enclosed places might experience a panic attack if he or she is in this situation. Alcohol, drugs, and trauma can trigger it. But the cause itself has no bearing on the reaction to it because the threat felt by the victim is one entirely of perception rather than reality.

What to Do if You Have a Panic Attack

The only way to stop a panic attack is to allow it to end, and the only way to do that is to diminish the underlying fear that causes the symptoms. If you allow yourself to experience the symptoms, with a clear realization that there is no real danger, then the attack may be shortened. Breathe deeply and don’t give in to dangerous impulses such as running away or jumping off something. Know that the effects will pass. The more you experience even the smallest triumph of logic over fear, the less intense your attacks will become. If the attacks continue, seek help from a medical professional.

What to Do if You See Someone Having a Panic Attack

You may feel pretty helpless when encountering someone having a panic attack. Tell them to keep breathing and assure them that there is no danger. The problem here is that the victim will tell you that they are having a heart attack, can’t breathe, or feels like they are about to pass out, and odds are good that you aren’t qualified to assess the reality of that perception. Call for help quickly and do your best to calm the victim until help arrives. The best thing you can do when it’s over is offer comfort, assure the person that professional help is available and encourage them to seek that assistance.

Questions or Need Help?

Our AFA EAP Committee is available to provide assistance with referrals. Please call (949) 470-0493 or visit afaalaska.org/eap for contact information.

Recent Changes to COVID-19 Policies – Part 3

October 12, 2021 12:00

Master Executive Council (MEC) and Grievance Committee

In This Update

Forgiveness of §32 Attendance Points Assessed for September COVID-19 Workplace Exposure Quarantines
Grievance No. 36-99-2-241-21 “Violation of §32 Attendance Policy/COVID-19”
Management Unwilling to Offer or Negotiate School/Childcare Exposure Absence Mitigations
Applying for Medical or Sincerely Held Religious Beliefs Exemptions to the Vaccination Mandate
Reasonable Accommodations for Approved Exemptions
Employees Currently on a Continuous Leave of Absence
Non-Compliance

Forgiveness of §32 Attendance Policy Points Assessed for September COVID-19 Workplace Exposure Quarantines

AFA and management have reached an agreement to forgive all Section 32 Attendance Policy points that were assessed for any COVID-19 workplace exposure quarantines that began in the month of September. Otherwise, Section 32 Attendance Policy points potentially apply (unless reduced by Quarterly Point Reduction) for any Flight Attendants on a workplace exposure quarantine who disclosed that they were not fully vaccinated or who declined to disclose their vaccination status during the contact tracing intake conversation with management related to that workplace exposure. Management is currently working on implementing the points forgiveness, so Flight Attendants should expect to be notified of an adjustment in the coming weeks.

Grievance No. 36-99-2-241-21 “Violation of §32 Attendance Policy/COVID-19”

Although the one-time agreement above resolves points accrued in the month of September, unvaccinated or “decline to disclose vaccination status” Flight Attendants are potentially accruing points for COVID-19 workplace exposure quarantines going forward beginning October 1^st. Consequently, AFA has filed Grievance No. 36-99-2-241-21 “Violation of §32 Attendance Policy/COVID-19”:

The Company’s violation of Collective Bargaining Agreement §32 [Attendance Policy], past practice, and all related sections of the Collective Bargaining Agreement when on or about October 1, 2021, it unilaterally imposed an inequitable non-contractual policy of administering absences for Company-mandated COVID-19 workplace exposure quarantines under the Section 32 Attendance Policy solely to Flight Attendants who are classified as “unvaccinated” pursuant to Company policy, and thereby, potentially subjecting these Flight Attendants to disciplinary action up to and including termination resulting from such attendance points accrual. Vaccinated Flight Attendants do not accrue attendance points under this unilaterally imposed Company policy.

Management Unwilling to Offer or Negotiate School/Childcare Exposure Absence Mitigations

AFA has made several attempts to advocate to management for the need to offer or negotiate school/childcare COVID-19 exposure absence mitigations for Flight Attendants. It is extremely disappointing that management’s position regarding relief not just for FAs but for all employees with school age children is that you’re essentially on your own to manage your schedule and to do your best to not get fired for absences related to school/childcare quarantines. Is this doing the right thing?

Reminder: Flight Attendants may call out Sick Child if their child is ill, and they will not accrue attendance points if the Flight Attendant has sufficient sick leave to cover the entire absence. No attendance points apply for time off to care for a sick child unless the Flight Attendant does not have enough sick leave to cover the absence. See Bulletin #2021-0059 for more information about the Company’s application in these circumstances. Please note aspects of this application remains in dispute via ongoing litigation.

Applying for Medical or Sincerely Held Religious Beliefs Exemptions to the Vaccination Mandate

Management is now accepting requests for reasonable accommodation for medical conditions and/or sincerely held religious beliefs that prevents employees from getting vaccinated against COVID-19. An employee may apply for one or both if they qualify. The entire accommodations process (e.g., requests, review, determination, and administration) is directly between employer and employee. For liability reasons, AFA cannot and will not be a party to this process, but we will communicate what we know when possible.

Medical exemptions

Management is requiring signed and dated medical documentation from a healthcare provider that indicates the medical reason for the exemption request. Applications lacking the required information will be denied.

Click here to submit a request for medical accommodation (AAG SSO required) >

Sincerely held religious beliefs exemptions

Management does not require separate documentation to substantiate an exemption request for sincerely held religious beliefs, but you may attach additional documentation if you so choose. Management may also ask for additional supporting information.

Click here to submit a request for religious accommodation (AAG SSO required) >

Reasonable Accommodations for Approved Exemptions

Unpaid leaves or regular COVID-19 testing?

AFA has received numerous inquiries whether the reasonable accommodation will be an unpaid leave or regular COVID-19 testing. Management has indicated a strong desire to keep as many employees working as possible. The reality is the Company would have an extremely challenging time working through a staffing shortage in mid-December and beyond in almost every division. However, there are serious concerns and questions about how regular testing would be administered, and it is unclear if there will be a reliable supply of accessible COVID tests.

Potential seniority violations?

There could conceivably be multiple forms of accommodation both within and between workgroups. Accommodations are usually granted and administered on a case-by-case basis, so this is yet another unprecedented situation courtesy of the pandemic. We are currently working with AFA Legal to determine how much influence the Association might have over the administration of multiple accommodations within the Flight Attendant group if those accommodations potentially create seniority violations.

Appealing and/or disputing a reasonable accommodation request

AFA has also received numerous inquiries how to appeal and/or dispute an approved accommodation request—particularly if the accommodation is an unpaid leave. Any request for appeal or a dispute arising from the accommodation process—regardless of whether an exemption is approved or denied—should be directed back to the employer by the employee. If the parties cannot reach a mutually acceptable resolution, then the employee should file a complaint with the appropriate government agency that owns regulatory oversight for that accommodation. For a complaint related to a medical accommodation, an ADA complaint falls under the jurisdiction of the Department of Justice. Complaints related to religious accommodations fall under the authority of the Equal Employment Opportunities Commission (EEOC).

Employees Currently on a Continuous Leave of Absence

Management has indicated that employees who are currently on a continuous leave of absence will be provided with adequate time to be vaccinated or request a reasonable accommodation upon their return to work and the associated deadline will be extended accordingly.

Non-Compliance

Finally, the big question: What happens if a Flight Attendant does not file for or is denied an exemption, and the Flight Attendant declines to be vaccinated? It is still too early to say with certainty because management is still developing the policy, but it seems very likely that management will pursue termination of employment if the employee cannot comply. Despite this possibility, there is no firm direction from management at this time.

AFA will continue to monitor and provide updates as management offers clarification and/or additional information becomes available.

Recent Changes to COVID-19 Policies – Part 2

October 5, 2021 17:00

Recent Changes to COVID-19 Policies – Part 2

Master Executive Council (MEC) and Grievance Committee

In This Update

Presidential Executive Order Vaccination Mandate

Presidential Executive Order Vaccination Mandate

Alaska Airlines and Horizon Air are government contractors and their employees subject to the related vaccination requirements under the Presidential Executive Order

As you have almost certainly heard by now, Alaska Airlines and Horizon Air have determined that they are federal contractors and therefore their employees are subject to the vaccination requirements under the Presidential Executive Order. See the Company email to all employees “Important information about required vaccinations“ (September 30, 2021) for more information. Southwest, American, JetBlue and other airlines have likewise determined that the mandate applies to them.

What does this mean for Air Group?

First and foremost, vaccine mandates are legal and constitutional. The government has a compelling interest in public health, and the United States Supreme Court has upheld vaccination mandates in the past. Under the Executive Order (EO), all Alaska Airlines and Horizon Air employees will be required to be fully vaccinated or have an approved exemption on file as early as December 8, 2021 (unless this date subsequently gets pushed).

Immunity from a prior COVID-19 infection is not sufficient under the mandate. To be considered fully vaccinated prior to that date, your last Pfizer or Moderna shot, or your single Johnson & Johnson shot, must be no later than November 24, 2021. Regular testing under the EO is not considered an adequate substitute unless it is part of an accommodation for an approved exemption on file for substantiated medical reasons or a sincerely held religious belief.

Medical / Americans with Disabilities Act (ADA) exemptions

If you are unable to receive any of the available vaccines for medical reasons, your employer must attempt to reasonably accommodate your disability. An accommodation can involve making changes to your work environment to protect you and others, a long-term leave, or perhaps something in between, such as regular testing. The actual accommodation would depend both on the disability and the workplace and nature of the business. An employer is not required to make any particular accommodation you request, or to make an accommodation that would cause an undue hardship, which means great expense, inconvenience or disruption of the workplace. Alaska and Horizon management have not yet informed us how they intend to accommodate medical exemptions, or what medical evidence they will require to establish an exemption. Medical exemptions are rare, as most people can well-tolerate the COVID-19 vaccines.

Sincerely held religious belief exemptions

If an employee states that he or she has a sincerely held religious objection to vaccination, the employer must generally accept this as true—even if the religion (or other moral belief) is unfamiliar to the employer. However, employers are entitled to question and probe the belief, and may consider factors such as:

Whether the employee has behaved in a manner markedly inconsistent with the professed belief;
Whether the accommodation sought is a particularly desirable benefit that is likely to be sought for secular reasons;
Whether the timing of the request renders it suspect (e.g., it follows an earlier request by the employee for the same benefit for secular reasons); and
Whether the employer otherwise has reason to believe the accommodation is not sought for religious reasons.

Proof of vaccination

The vaccine mandate requires the Company to collect proof of vaccination from all employees who do not have a medical or religious exemption. You will not simply be able to attest that you have been vaccinated; you will be required to show one of the following:

A copy of the record of immunization from a health care provider or pharmacy;
A copy of the COVID-19 Vaccination Record Card;
A copy of medical records documenting the vaccination;
A copy of immunization records from a public health or state immunization information system; or
A copy of any other official documentation verifying vaccination with information on the vaccine name, date(s) of administration, and the name of health care professional or clinic site administering the vaccine.

Data privacy and HIPAA

This information is not protected by the Health Insurance Portability and Accountability Act of 1996 (“HIPAA”), because employers such as Alaska Airlines and Horizon Air are not covered entities under HIPAA. According to the latest guidance from the Equal Employment Opportunity Commission (EEOC), the employer does, however, have an obligation to safeguard this as confidential medical information under the ADA that must be stored separately from the employee’s personnel file.

AFA leaders will be meeting with management soon to gain clarity on how the Executive Order will be administered. The bottom line is that the mandate does apply to us under federal law, and we cannot negotiate around it or grieve it. AFA will continue to advocate on behalf of the entire membership and to fairly represent all Flight Attendants throughout these challenging times.

Stay tuned for more updates.

AFA Alaska Update – September 30, 2021

September 30, 2021 09:00

In This Edition

URGENT: No More Shutdowns
Having Difficulty Working with a Fellow Crew Member?
How AFA Dues Deductions Work

URGENT: No More Shutdowns

AFA International

Unless Congress acts before Thursday night (midnight, Friday morning), the federal government will shut down again.

We need to make it clear: federal shutdowns are unacceptable.

Aviation workers ended the shutdown of 2019/2020. Together, we ended the 35-day nightmare of two million people out of work without notice, 400,000 workers forced to come to work without pay, and an increasingly dangerous workspace for the rest of us. We’re not going to stand by while Congress puts us in danger again by failing to do their jobs now.

Call your member of Congress now and demand they fund the government and avert a shutdown and pass legislation that keeps all transportation going.

Shutdowns are dangerous.

Transportation Security Officers and Air Traffic Controllers will be forced to work without pay, putting huge stress on workers whose attention to detail keeps us all safe.
Investigators who build cases against unruly passengers will be furloughed. Because of the statute of limitations on these investigations, this could mean unruly passengers get off without being investigated at all.
Key security personnel who track potential threats will be furloughed, leaving exploitable gaps in aviation security.

This is a safety issue. Flight Attendants are already on the frontlines dealing with a crisis of dangerous passenger behavior. If Congress fails to do their basic job and makes our jobs more dangerous, we will take any necessary action to keep ourselves safe.

Call your members of Congress directly or use the Capitol Switchboard (202) 224-3121 to get connected to your Representative and two Senators. Demand they do their job and avoid a shutdown.

Script: Dear Representative/Senator _____, I am a constituent and a Flight Attendant. I cannot do my job if Congress doesn’t do its job. Fund the government and avoid another government shutdown that would put us all in danger. After you fund the government, get to work to ensure we don’t default on our debts and pass the bills that give us the infrastructure we need all over our economy with living wage jobs and basic rights for everyday people. Pass the bipartisan American Jobs Act and the Build Back Better Act without delay. We need Washington to do its job so we can do our job too. Thank you.

Keeping the government open is the bare minimum, but there’s much more we need done to solve the problems in front of us today.

You’ve probably heard some of the debate about the two infrastructure bills. The process sounds complicated, but the outcomes are simple. We need Congress to pass BOTH the American Jobs Act, which you may have read about as the Bipartisan Infrastructure Framework or BIF, and the Build Back Better Act, which reporters are calling the “reconciliation package.”

Here are four key items in the Build Back Better Act (BBBA) for Flight Attendants and aviation:

Voting Rights: BBBA expands early voting and other voting rights. Flight Attendants are often on trips on Election Day, and we deserve to have our voices heard in our democracy. This will ensure we—and all workers—have the chance to cast our votes.
Labor Rights: BBBA makes it easier for workers to come together to form unions, negotiate contracts and hold bad bosses accountable.
- Creates real financial penalties for employers who retaliate against organizing.
- Bans Mandatory anti-union meetings.
- Charges executives who break labor laws so that corporate leaders have real consequences for union busting and violating workers’ rights.
- Stops companies from retaliating against workers who exercise their right to strike.
Expands the Family and Medical Leave Act to provide every worker with up to 12 weeks of comprehensive, paid leave whether caring for themselves or a loved one.
Makes union dues tax deductible for all workers, a benefit that was taken away for everyday people in the Trump tax cuts.

Your action today and tomorrow is urgent. We’ll keep updates coming so you have the latest on what’s happening and what we’re doing together to keep each other safe.

Call your Member of Congress now.

Having Difficulty Working with a Fellow Crew Member?

Employee Assistance Program (EAP)/Professional Standards Committee

Quite often, someone doesn’t realize they may have come across as bossy, rude, lazy, etc. They may in fact be experiencing issues at home, are new and unsure of the job, have just come back from a medical leave and are out of practice, or other life challenges are causing them to not be performing as expected. If you’re experiencing a similar issue, believe the issue needs to be addressed, and are not comfortable talking one-on-one with the other person, we recommend that you speak to one of our highly trained AFA EAP/Professional Standards Committee Members.

Contact AFA Professional Standards First!

AFA EAP/Professional Standards can help facilitate a conversation between the affected Flight Attendants. We can offer suggestions on dealing with each other. We can reach out to Flight Attendants and share the perceptions of their co-workers. All this is done in a safe and confidential environment.

Professional Standards Can Help with Pilots

AFA Professional Standards maintains a close working relationship with ALPA Professional Standards. If have a concern or conflict that involves a Pilot, we can refer the issue to ALPA Professional Standards. Just as AFA Professional Standards responds to every report of a concern, ALPA Professional Standards does the same.

Management Isn’t Involved

Most importantly, it’s handled without involving management. Often, when a Flight Attendant has an “off” day, it’s due to special circumstances. If you were in their shoes, you would appreciate your co-worker giving you the benefit of the doubt and leaving management out of the equation.

Who Do I Contact?

If you have a professional standards concern, please reach out to your AFA Local EAP/Professional Standards Committee or call (949) 470-0493.

How AFA Dues Deductions Work

Membership Committee

The Current Month is the Current Dues Month

The paycheck that you receive on the 20^th of the month is your pay for all flying activity during the previous month. Your AFA dues that are deducted from the 20^th of the month check, however, cover your dues obligation for the current month.

For Example:

Paycheck Date (Advice Date): October 20
Flying Pay for (Pay Begin and End Dates): September 1-30 (previous month)
AFA Dues Deducted for: October (current month)

For those returning to work from one of the mitigated leaves of absence your dues may not be deducted since you were not active in the previous month.

Questions?

If you have any questions about dues deductions, please refer to the Membership Committee page of the AFA Alaska website.

Management vs. State and Local Laws – Part 3

September 20, 2021 17:00

Management vs. State and Local Laws – Part 3

Master Executive Council (MEC), Grievance Committee, Benefits Committee

This is the third in a series reporting on management’s opposition to various state and local laws, the latest developments to complex state law litigations related to these laws that are playing out in Washington and California, and what Flight Attendants can do about it.

Read Part 2 here >

Read Part 1 here >

In This Edition

WA Long Term Care (Cares Fund)
CA 2021 COVID-19 Supplemental Paid Sick Leave

WA Long Term Care (Cares Fund)

Management will unilaterally decline to initiate payroll deductions for flight crew in January 2022

The Washington Cares Fund is the nation’s first state-administered long-term care insurance program. Benefits will be funded by a 0.58% employee-paid payroll tax beginning January 1, 2022. However, Alaska Airlines management has unilaterally taken the position that the WA Cares Fund does not apply to flight crew and therefore will not initiate payroll deductions this coming January. In an email titled “Important Information About Washington’s Long-Term Care Act” (July 8, 2021), management advised all WA-domiciled Alaska Airlines Flight Attendants that flight crew may still consider pursuing a permanent one-time opt-out of the Program and all associated taxes and benefits by obtaining private long-term care insurance prior to the deadline of November 1, 2021. Currently, there is no opt-out option for any employee who becomes domiciled in (i.e., employed in) Washington after the applicable deadlines.

If management will not deduct flight crew contributions, then why bother opting out?

Flight Attendants may eventually change jobs within the Company (i.e., transfer to another position that is not classified as flight crew) or work for other employers within Washington. Additionally, the Company’s position regarding flight crew is currently untested from a legal perspective. It is entirely possible that the courts may eventually require Alaska Airlines to withhold WA Cares Fund payroll contributions on behalf of flight crew.

Grossly unfair to non-resident employees

Although all WA-domiciled flight crew would otherwise theoretically be required to contribute to the fund (except for management’s unilateral position regarding flight crew and certain state and local laws), only Washington residents may utilize Care Fund benefits. This is grossly unfair to non-resident flight crew (i.e., out of state commuters). Consequently, AFA Alaska agrees with and supports ALPA Alaska in filing legal objections with Washington State regarding concerns that the WA Cares Fund violates the Dormant Commerce Clause, which is inferred from Article I of the US Constitution, and the Privileges and Immunities Clause, which is derived from Article IV, Section 2 of the US Constitution. Resolution under this path could take a very long time, so this is another reason that non-resident WA-domiciled flight crew might consider opting out if possible.

Challenges with opting out

Unfortunately, it is extremely challenging to opt out unless you started applying for private insurance many, many months ago—especially if you are younger. AFA is unaware of any private insurers who are currently offering new long-term care policies. Additionally, there is a significant administrative backlog of applications with all known private insurers, so it is very concerning—and unknown—whether all pending policies will be executed prior to the November 1^st deadline.

Will I be required to directly contribute to the WA Cares Fund or pay back contributions not made on my behalf?

Quite simply, it is unclear but doubtful. Again, AFA Alaska agrees with and supports ALPA Alaska filing legal objections with Washington State regarding concerns that the WA Cares Fund raises due process problems insofar as the law does not specify who bears consequences for an employer’s failure to remit employee premiums or what those consequences would be. However, there is no mechanism for employees to make direct contributions to the WA Care Fund, and there is no provision in the law to recoup contributions not withheld and made by the employer.

Interestingly, Alaska Airlines management personnel from the People Team (i.e., Human Resources) have advised individual Flight Attendants who have directly inquired with them that the Company would “likely” be required to pay back the contributions owed on behalf of flight crew if Washington State came back and said that flight crew are required to pay such contributions. This is presumably under a scenario in which the State of Washington prevailed in the courts pursuant to this almost-inevitable dispute. However, Alaska Airlines management has not responded to the Association’s inquiry to confirm such guidance prior to publication of this update.

Estimated (theoretical) contributions

$25k gross annual earnings = ~$12/month | $50k gross annual earnings = ~$24/month | $75k gross annual earnings = ~$36/month | $100k gross annual earnings = ~$48/month

CA 2021 COVID-19 Supplemental Paid Sick Leave

Up to 80 paid hours for certain COVID-19 related absences from a separate employer-paid sick bank

One of the more notable temporary COVID-19 laws is California’s 2021 COVID-19 Supplemental Paid Sick Leave. The law was effective as of March 29, 2021, was retroactive to January 1, 2021, and ends soon on September 30, 2021. It states that California employees will be paid up to 80 hours by the employer rather than through the employee’s own sick leave bank for COVID-19 related quarantines, vaccination appointments and vaccine symptoms. Click here for FAQs. Thus far, management has denied all requests from Flight Attendants to comply with the law, e.g., to pay out of the separate COVID-19 sick bank.

Filing a claim

Any CA-domiciled Flight Attendant who has used Sick Leave for COVID-19 related absences between January 1^st and September 30^th should file a claim or a report of a labor law violation with the Labor Commissioner’s Office, which is the state agency charged with enforcement. Please file a claim as soon as possible, but our understanding is that the state accepts such claims for up to three years. Flight Attendants also always have the option to hire their own attorney at their own expense if so desired.

AFA Alaska representatives are here to help

Although AFA cannot represent any FAs regarding such claims, we would very much appreciate you keeping us posted on any developments. Outside counsel has already responded to some claims with very official-looking but in our opinion not entirely on point legalese. AFA Alaska representatives are more than willing to help by supplying basic information and tips, and we would cooperate with any requests from claim investigators. Do not let management’s legal tactics put you off from pressing forward with your rightful claim!

In This Edition

System Board of Adjustment Interviews

Scope

Policy/Responsibilities

Qualifications

Term of Appointment

Expressing Interest and Interview Scheduling

Questions?

Reminder: Zika Letter of Agreement

Questions?

Understanding Panic Disorder

What is Panic Disorder?

What Causes Panic Disorder?

What to Do if You Have a Panic Attack

What to Do if You See Someone Having a Panic Attack

Questions or Need Help?

In This Update

Forgiveness of §32 Attendance Policy Points Assessed for September COVID-19 Workplace Exposure Quarantines

Grievance No. 36-99-2-241-21 “Violation of §32 Attendance Policy/COVID-19”

Management Unwilling to Offer or Negotiate School/Childcare Exposure Absence Mitigations

Applying for Medical or Sincerely Held Religious Beliefs Exemptions to the Vaccination Mandate

Medical exemptions

Sincerely held religious beliefs exemptions

Reasonable Accommodations for Approved Exemptions

Unpaid leaves or regular COVID-19 testing?

Potential seniority violations?

Appealing and/or disputing a reasonable accommodation request

Employees Currently on a Continuous Leave of Absence

Non-Compliance

Recent Changes to COVID-19 Policies – Part 2

In This Update

Presidential Executive Order Vaccination Mandate

Alaska Airlines and Horizon Air are government contractors and their employees subject to the related vaccination requirements under the Presidential Executive Order

What does this mean for Air Group?

Medical / Americans with Disabilities Act (ADA) exemptions

Sincerely held religious belief exemptions

Proof of vaccination

Data privacy and HIPAA

In This Edition

URGENT: No More Shutdowns

Having Difficulty Working with a Fellow Crew Member?

Contact AFA Professional Standards First!

Professional Standards Can Help with Pilots

Management Isn’t Involved

Who Do I Contact?

How AFA Dues Deductions Work

Questions?

Management vs. State and Local Laws – Part 3

In This Edition

WA Long Term Care (Cares Fund)

Management will unilaterally decline to initiate payroll deductions for flight crew in January 2022

If management will not deduct flight crew contributions, then why bother opting out?

Grossly unfair to non-resident employees

Challenges with opting out

Will I be required to directly contribute to the WA Cares Fund or pay back contributions not made on my behalf?

Estimated (theoretical) contributions

CA 2021 COVID-19 Supplemental Paid Sick Leave

Up to 80 paid hours for certain COVID-19 related absences from a separate employer-paid sick bank

Filing a claim

AFA Alaska representatives are here to help

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