Latest News

AFA Update – August 2, 2019

August 2, 2019 12:00 By Brian Palmer (MEC Vice President)

In This Edition

Where Do My Dues Go?
MEC Human Rights Committee Chairperson Interviews
Withholding Trips from Open Time Grievance Settlement

Where Do My Dues Go?

AFA International Secretary-Treasurer’s Department

The Dues Pie Chart depicts where all funds at AFA are budgeted. About 80% of dues dollars are directly allocated to fund the work at each airline, i.e. Local Councils, Master Executive Councils, Negotiations, and System Board. The remaining budgets at the International Office support Government Affairs, Air Safety, EAP, and Communications Departments, each of which provides expert services that are Flight Attendant focused and provide resources for the local leaders and committees of Flight Attendants at each airline. 100% of our dues dollars are allocated to priorities that provide Flight Attendant representation.

There are four distinct areas where dues money is spent:

1. Local and Airline-Specific

Each base has a Local Executive Council (LEC) with elected Officers who provide direct representation and deal with local grievances and other issues. These Local Officers will answer your phone calls and make sure member interests are represented in front of management. For example, in the event of discipline or a contract violation, Local Officers will address the issue where it happened and work to get swift resolution. Additionally, elected Master Executive Council (MEC) Officers provide representation at the corporate level. At both the LEC and MEC, there are committees that solve problems in areas such as safety, schedules, hotels, grievances, etc. These committees also enforce the contract specific to their area of expertise, produce newsletters, and participate in union meetings. The role of your LEC and MEC Officers and committee representatives at each airline is to ensure you are represented by Flight Attendants who know your job because they share it with you at your airline. AFA promotes this autonomy at each airline where your representatives, assisted by experts, negotiate with management and develop and maintain the relationship between airline management and the Union.

2. Negotiations

Bargaining for pay and working conditions is one of the core representation activities performed by the Union. We start with a membership survey, schedule meetings with management, conduct caucuses with the committee, develop contractual language, support membership engagement and information programs, and we work with AFA-CWA professional negotiators throughout the process including all direct negotiations/mediation with management. The end result is improved contractual language with higher pay, better working conditions, and improved benefits.

3. System Board (Grievances)

The first step in any grievance is to try to resolve the matter locally. Some airlines have negotiated an alternative dispute process for a faster, collaborative resolution. If that fails, then the final stage for resolution, whether disciplinary or contractual, is an appeal to a neutral arbitrator. An AFA-CWA attorney will work with our Grievance Committee to present our case to the neutral arbitrator. We defend the contracts we negotiate.

4. International Office Support

While your LEC is the face of the Union to local management and the MEC to corporate management, the International Office is the public persona and brand of the Union. Our presence and name recognition can legislate or improve federal regulations, remove obstacles from the bargaining table, better our position in negotiations and improve our experience on the job across the profession. The International Office maintains the professional staff of attorneys, negotiators, and other personnel that provide administration, accounting and membership services to members and elected leaders. We all work together to support the programs that encompasses our profession.

If you have any questions, please contact your Local Executive Council (LEC) Officers.

MEC Human Rights Committee Chairperson Interviews

With the recent introduction of the Human Rights Committee, the Master Executive Council (MEC) is seeking a Member in good standing to fill the position of MEC Human Rights Committee Chairperson.

Background

The MEC Chairperson of the Human Rights Committee is responsible for leading the committee’s effort to promote activities that foster greater understanding of one another and the diversity of our membership in order to build the strength of our Union through our common struggles and goals rather than allowing others to divide us by our differences.

Additional Information from the MEC Policy Manual

1. SCOPE

a. The Human Rights Committee will build the strength of our Union through fostering understanding of our shared struggles and goals; building partnerships with progressive community allies; and taking action to promote the ideals of economic and social justice for all workers.

2. POLICY/RESPONSIBILITIES

a. The MEC Human Rights Committee shall consist of the MEC Human Rights Committee Chairperson and the Local Human Rights Committee Chairperson from each council.

b. The Committee will actively work to educate Flight Attendants and the community about the strength of our diverse membership through the sharing of personal experiences and open dialog about racism and discrimination.

c. The MEC Chairperson shall:

(i) Work closely with the Government Affairs Committee to collaborate on items of mutual interest to both committees

(ii) Work with other AFA committees as needed to accomplish assigned tasks and responsibilities

(iii) Compose informational and educational articles of interest to the membership and provide them to the MEC Communications Chairperson to be included in MEC communications and posted to MEC electronic communications platforms

d. The Committee shall:

(i) Act in an advisory role to the MEC on matters related to human rights and worker’s rights

(ii) Maintain an involvement in the human rights activities sponsored by local and central Labor Councils with which the MEC is affiliated

(iii) Maintain an involvement in the CWA Women’s Committee and Committee on Civil Rights and Equity

(iv) Maintain in involvement in AFL-CIO workplace constituency groups

Qualifications

Previous political, legislative, or community activist experience helpful
Knowledge of current political climate and issues affecting Flight Attendants and the labor movement
Ability to attend meetings as required, including occasionally being present in Seattle
Ability and willingness to participate in action events
Ability to attend AFA International and other required training as needed
Strong computer skills. Excellent working knowledge of Google email and Microsoft Office.
Strong written and verbal communication skills. Ability to write communications, respond professionally to internal and external e-mail, prepare reports, and take meeting minutes.
Ability to meet deadlines and follow up on assigned tasks

Duties

Act on and follow through on directives as established in the AFA-CWA Constitution & Bylaws and AFA Alaska MEC Policy & Procedure Manual
Represent the MEC with local and central Labor Councils
Coordinate MEC representation with the CWA Women’s Committee and Committee on Civil Rights and Equity.
Coordinate committee participation in action events
Correspond with the Local Human Rights Committee Chairpersons and MEC regularly to provide status updates. Prepare and send a monthly committee report to the MEC.

Time Commitment and Flight Pay Loss Reimbursement

This position is eligible for Flight Pay Loss (FPL) reimbursement by AFA. Union Business (UB) FPL is compensated at 0.75 TFP per hour when participating in pre-approved meetings or activities.
Time commitment is highly variable depending on the work to be completed each week and month. Workload will likely be higher when participating in activism related to key issues. Most work can be accomplished remotely.

Working Relationships

With The Human Rights Committee

Regular interaction with the Local Human Rights Committee Chairpersons and Local Human Rights Committee Members.

With The Master Executive Council

This position reports to the Master Executive Council. The MEC executive sponsor for the committee is the MEC Vice President.

With AFA International

Occasional interaction with AFA-CWA International staff.

Expressing Interest and Interview Scheduling

The MEC will hold interviews during the September MEC meeting on Tuesday, September 17. Bid around the interview date or plan to arrange your schedule accordingly to accommodate.

Interested candidates should submit an expression of interest and resume online at https://forms.gle/bns2FHqC11PLe3889. The deadline for submissions is 5 PM Pacific time on Tuesday, September 10. 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.

Withholding Trips From Open Time Grievance Settlement

AFA reached a settlement with the Company prior to arbitration of grievance 36-99-2-63-17 Withholding Trips from Open Time. We believe we achieved great benefits for our Reserve Flight Attendants in this settlement. The following are the terms of the settlement:

For a Reserve Flight Attendant who is on duty (e.g. on a flight), s/he can be converted to ER and assigned a trip if Crew Scheduling sends an email notifying of conversion and assignment (which the Reserve Flight Attendant is required to check upon completion of his/her sequence).

For a Reserve Flight Attendant who is on call and required to be contactable during her/his reserve availability period (RAP), s/he may be converted to ER in the following ways only:

Positive (person to person) contact by phone;
Crew Scheduling can send Crew Access notification for ER conversion to the Reserve Flight Attendant, and it must be accepted by the Reserve Flight Attendant prior to Crew Scheduling adding trip to the Reserve Flight Attendant’s line. If the Reserve Flight Attendant doesn’t answer the phone, it is Crew Scheduling’s obligation to call the Reserve Flight Attendant. If Crew Scheduling sends a Crew Access notification for ER conversion to the Reserve Flight Attendant, and it is not accepted by the Reserve Flight Attendant, and if Crew Scheduling does not call the Reserve Flight Attendant prior to the end of the RAP to advise of the ER conversion, then the Reserve Flight Attendant is no longer on call until her/his next RAP. However, ER conversion counts towards the monthly maximum and for pay purposes.

For a Reserve Flight Attendant who is not required to be contactable (e.g. not on duty and not during her/his RAP or not on duty during her/his RAP but in ’silent rest’ during first nine hours domicile rest, 20:00-23:00 prior to the next RAP, etc.), s/he can be converted to ER with or without a trip assignment:

Must be positive contact by Crew Scheduling via phone or by Crew Access notification which may be sent out by Crew Scheduling no earlier than 20:00 the day prior to the conversion.
Reserve Flight Attendant is not required to answer the phone or acknowledge the notification from Crew Scheduling but is required to accept the assignment if contact is made.
Premium pay applies. Crew Scheduling will add annotations stating the Reserve Flight Attendant was contacted outside her/his contactable period and s/he will be paid additional compensation as outlined in the CBA.
Reserve Flight Attendant will be contacted no more than one time during domicile rest (11:30)
Reserve Flight Attendant must receive 9 hours uninterrupted domicile rest or else premium pay applies (pyramids with other premiums, if applicable)
Crew Scheduling is not permitted to hold trips longer than 15 minutes as outlined in §12.E.1.d. The process would not violate this section of the CBA

Crew Scheduling will no longer hide trips. And an ER conversion cannot be rescinded once email and/or Crew Access (Crew Access) notification has been generated.

All currently employed L-AS Flight Attendants who were on Reserve from June 1, 2017 to present, and all currently employed L-VX Flight Attendants who were on Reserve from January 31, 2019 to present, will receive 1 TFP, paid above guarantee, if applicable, at today’s rate.

If you have any questions about the settlement, please contact your Local Grievance Committee.

AFA Update – July 19, 2019

July 19, 2019 12:00 By Brian Palmer (MEC Vice President)

In This Edition

Cabin Air Quality Reporting Form
Air Quality Fume Event Q&A
Let’s Talk It Out–AFA Professional Standards

Cabin Air Quality Reporting Form

Air Safety, Health, & Security Committee (ASHSC) – Air Quality Subcommittee

On June 10, 2019, management issued Emergency Interim Bulletin (EIB) 19-11 regarding Cabin Air Quality. This EIB was subsequently incorporated into the FAM with revision 51, which became effective July 10, 2019. The information is contained in section 2.700, pages 1-5.

Along with this update, management launched the new Cabin Air Quality Reporting Form (form 2-5366). This form can be found onboard in the Stationery Kit on all aircraft and should be used in a suspected cabin air quality event.

The form is an excellent resource which was developed with input from your AFA Air Safety, Health, & Security Committee (ASHSC). It provides step-by-step guidance to identify and describe the indicators of the event (type of odor/location/source/phase of flight, etc.). The completed form is then used to concisely relay the information to the Flight Deck in a timely manner, allowing the pilots to take the possible steps to mitigate the situation and communicate to maintenance. Both pilots and maintenance are familiar with the new form and look to Flight Attendants to use the form to report possible events.

The Cabin Air Quality Report Form should not be confused with the AFA Onboard Air Quality Checklist. The AFA form was previously developed by AFA to help provide Flight Attendants with a tool to use in a suspected cabin fume event. As there is no longer a need to use the AFA Onboard Air Quality Checklist, please discontinue using the checklist and destroy any copies that you may have. Going forward, the company’s Cabin Air Quality Reporting Form should be used in any suspected cabin fume events.

In a suspected fume event, it is recommended that you work with your fellow crew members to quickly complete the form, take a picture of the form with your IMD for your records, and notify the Flight Deck as well as hand off the form to the Flight Deck. By taking a picture of the completed form (and sharing it with your crew), the information can be used to help with any subsequent debriefings and to complete the required FAIR (Flight Attendant Incident Report) and voluntary ASAP (Aviation Safety Action Program Report).

Air Quality Fume Event Q&A

Air Safety, Health, & Security Committee (ASHSC) – Air Quality Subcommittee

To better understand Air Quality Fume Events, your AFA Air, Safety, Health and Security Committee (ASHSC) strongly recommends you read the AFA Air Quality Fume Event Q&A document, which can be accessed by clicking here. This resource is specific to procedures at Alaska Airlines and was created in collaboration with the AFA International Air Safety, Health, & Security Department and your AFA Alaska ASHSC.

Let’s Talk It Out—AFA Professional Standards

Employee Assistance Program (EAP) & Professional Standards Committee

AFA encourages the use of Professional Standards whenever a member is experiencing a concern about or a conflict with a flying partner. Professional Standards provides members with an informal and confidential process to disclose and resolve such problems.

Professional Standards offers:

An opportunity for involved parties to maintain control over the outcome of a conflict
Acts as an alternative to the supervisory-discipline model
Reduces expenditure of resources in the grievance process

Professional Standards does not monitor or evaluate work performance, “fix” or “change” others’ behaviors or “investigate” the activities of its members.

Professional Standards exists to help members resolve co-worker conflicts/concerns involving or stemming from:

Personality clashes
Differences in communication and/or interaction style
Work and/or personal habits
Offensive conduct
Physical and/or emotional health

Professional Standards will not accept complaints involving:

Issues addressed by corporate policy, federal aviation regulations or inflight handbooks
Issues where management is actively involved
Training or skill deficiencies
Contract issues
AFA political matters

Professional Standards contact information can be found on the EAP/Professional Standards Committee page of the AFA Alaska website.

AFA Alaska eJCBA 2018-2021

June 14, 2019 18:00 By Jeffrey Peterson (MEC President)

The Master Executive Council (MEC) is very pleased to announce the electronic version of the AFA Alaska Joint Collective Bargaining Agreement (JCBA) 2018-2021 is now available on the AFA Alaska contract page.

Click here for the AFA Alaska eJCBA 2018-2021 >

For those of you who wish to have a print version of the contract, AFA and management are actively finalizing the details in preparation for publication and distribution as soon as possible.

The MEC greatly appreciates Negotiating Committee member Kristy Stratton’s invaluable assistance in optimizing the contract for electronic access and for formatting the print version. We anticipate the prep time for publication to be relatively short.

In Solidarity,

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

AFA Reminders – May 30, 2019

May 30, 2019 05:00 By Brian Palmer (MEC Vice President)

In this edition:

AFA Census closes on May 31
Report adjoining hotel rooms on CrewCare
FDA requires stronger warnings about rare but serious incidents related to sleep medications

AFA Census closes on May 31!

The Association of Flight Attendants-CWA 2019 Census is a project to better understand the demographic make-up of our union, including your aspirations, needs, and preferences. We also want to know in what areas of your community you may already be engaged in making a difference for you, your family, and the place where you live. All of this will help us build power together so we can continue to advance our Flight Attendant careers.

The University of New Hampshire Survey Center (UNHSC) is conducting this very important data gathering effort. You should have received emails and possibly a phone call to encourage you to complete the Census. You may have a pre-filled email from “Sara Nelson via UNH” with the subject line “AFA Census – Response Requested.”

Our contract with UNHSC ensures your information remains confidential within AFA. It does not allow UNHSC to share any of your information with outside organizations. A summary of the final results will be shared with AFA members.

The AFA census can be accessed using the following link: https://unh.az1.qualtrics.com/jfe/form/SV_9TguTDVCSOZJEmF.

Reminder: report adjoining hotel rooms on CrewCare

A message from your Hotel Committee

As previously published on April 9, your Hotel Committee needs your assistance in reporting instances of adjoining rooms with connecting doors assigned to crews on layovers. If you are assigned an adjoining and connecting room, even if you are able to switch rooms, please make note of the hotel, room number and date and file a CrewCare report on the situation.

CrewCare reports are automatically routed to Alaska management, API (Accommodations Plus International, the company’s hotel contractor), and your AFA Hotel Committee Members. Representatives from API and management use the data from the reports to follow up on each situation with the corresponding hotel. CrewCare can be easily accessed from the Hotel, Travel, & Station menu of the inflight website or by using the CrewCare icon on the home screen of your IMD.

Management has asked that we report these situations each and every time that they occur. The more information that we are able to provide, the more effectively each hotel can be held accountable.

FDA requires stronger warnings about rare but serious incidents related to sleep medications

A message from your Employee Assistance Program (EAP)/Professional Standards Committee

Updated warnings for eszopiclon (Lunesta) zaleplon (Sonata) and zolpidem (Ambien, Ambien CR, Edluar, Intermezzo, and Zolpimist).

At the end of April 2019, The U.S. Food and Drug Administration announced that the agency’s most prominent warning will now be required on certain prescription insomnia drugs. The warning follows FDA’s review of 66 cases of serious injuries and/or deaths resulting from various complex sleep behaviors after taking these medicines. These complex sleep behaviors have included falls, burns, near-drowning, exposure to extreme cold temperatures leading to loss of limb or near death, self-injuries such as gunshot wounds, carbon monoxide poisoning, fatal motor vehicle collisions with the patient driving and suicide. The new warnings will be required for eszopiclone (Lunesta), zaleplon (Sonata) and zolpidem (Ambien, Ambien CR, Edluar, Intermezzo, and Zolpimist).

“While these incidents are rare, they are serious and it’s important that patients and health care professionals are aware of the risk. These incidents can occur after the first dose of these sleep medicines or after a longer period of treatment, and can occur in patients without any history of these behaviors and even at the lowest recommended doses,” said FDA Acting Commissioner Ned Sharpless, M.D. In addition to the warning, the agency is requiring the addition of a contraindication to not use these medicines in patients who have experienced an episode of complex sleep behaviors after taking them. The warning and contraindication are intended to make the warning more prominent and reflect the risk of serious injury and death.

MEC Grievance Update – Quarter 2, 2019

May 20, 2019 09:00 By Stephanie Adams (MEC Grievance Chairperson)

The Master Executive Council (MEC) has been very hard at work ensuring disciplinary due process and contractual compliance on your behalf. The ratified Joint CBA increased our arbitration dates from the previous 10 to 13 dates yearly to argue 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. The following is a list of open contractual grievances.

Subject of Most Recent Discipline

Sick leave abuse (there has been a noted increase in terminations due to travel audits and comments associated with posted trips)
Drug/alcohol violations
Social media violations (recent increase in terminations due to initiating contact with passengers based on information obtained from Block2Block)
Lost IMD or other required items
Theft
Harassment
Cell phone usage on duty

Recent and Upcoming Arbitration/Mediation

Arbitration	April 4, 2019	Disciplinary Grievance
Arbitration	April 24, 2019	Disciplinary Grievance
Arbitration	May 16, 2019	Disciplinary Grievance
Arbitration	June 18, 2019	Contractual Grievance #36-99-63-17 (Withholding Sequences From Open Time)
Arbitration	July 17, 2019	Disciplinary Grievance

Recently Settled Grievances/Mediations

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

Details: Management paid FA a portion of her hotel room bill.

Grievances 36-99-2-137-17, 36-99-2-205-17, 36-99-2-104-18, 36-99-2-133-18, 36-99-2-351-18 & 36-99-2-22-19 (Computer Based Training Contractual Grievances) and 36-99-2-4-19 (Missing Required Items Grievances).

Details: Management will ensure all CBT can be taken on a computer as well as IMD; make best effort to give FAs 60 days to complete; and make CBT due on the last day of the quarter as best practice, though it won’t be required to do so. If FA doesn’t complete CBT by due date or reports to work without a required item: FA will receive an email from management with AFA included, notifying of discipline and asking FA to respond with an explanation no later than 7 days from the date of the email. Management will issue all oral warnings or written warnings by 5:00pm PST on the day of deadline via email and certified mail. If the disciplinary action is a suspension or termination an in- person meeting will occur.

Grievances Filed and Awaiting a Response from Management

None

Grievances Recently Granted by Management

None

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

Grievance No.: 36-99-2-22-14-Violation of Required Maternity Leave. This grievance alleges the Company’s violation of Section 15.D. and all related sections of the Collective Bargaining Agreement when it failed to require Flight Attendants to begin Maternity Leave after the 28^thweek of pregnancy.

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

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

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

Grievance No.: 36-99-2-52-17-Violation of §§11.H.3.b & 11.H.4 JCTE Denying Unlimited Trading of Reserve Days Due to Classification as a Reserve Block Split. This grievance alleges the Company’s violation of Collective Bargaining Agreement §§11.H.3.b & 11.H.4 [Reserve: Reserve Exchange of Days, Pick-Ups and Trades/Reserve Day/Blocks], past practice and all related sections of the Collective Bargaining Agreement when its Jeppesen Crew Access (JCA) trading system denied unlimited trading of reserve days pursuant to §11.H.4 due to JCA incorrectly classifying such trade as a reserve block split pursuant to §11.H.3.b.

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

Grievance No.: 36-99-2-55-17-Violation of §21.V Winds Aloft Adjustment of Sit Pay in JCTE. This grievance alleges the Company’s violation of Collective Bargaining Agreement §21.V [Compensation: “Scheduled” or “Actual” For Minimum Pay Rules (MPRs) and/or Sit Pay], past practice and all related sections of the Collective Bargaining Agreement when its Jeppesen Crew Access (JCA) trading system displayed each posted trip as a static ‘snapshot’ taken at the time of posting rather than a ‘live’ view, thus denying the Flight Attendant the ability to determine whether a trip is eligible for 1.0 TFP of Sit Pay due to an automated scheduling adjustment (e.g. by the Winds Aloft program).

Grievance No.: 36-99-2-56-17-Violation of §15.C.4 Medical Leave of Absence. This grievance alleges the Company’s violation of Collective Bargaining Agreement §15.C.4 [Leaves of Absence: Medical Leave of Absence], past practice and all related sections of the Collective Bargaining Agreement when in December 2016 it denied [a Flight Attendant’s] medical leave of absence (MLOA) because she did not also qualify for FMLA and because the MLOA was less than 10 days in duration.

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

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

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

Grievance No.: 36-99-2-116-18-Violation of §10.J.4 Bidding Timelines. This grievance alleges the Company’s violation of Section 10.J.4 [Scheduling: Bid Packets and Bidding Timelines], past practice, and all related sections of the Collective Bargaining Agreement when on or about March 13, 2018, management re-opened its Preferential Bidding System (PBS), NavBlue, for a full bid re-award for April 2018 because it was not programmed to match the bid “duty on” preference on the new web application user interface. However, due to system limitations the re-award required the PBS to reopen which allowed access for Flight Attendants to submit new bids after the contractual bid submission deadline.

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

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

Grievance No.: 36-99-2-361-18-Violation of §24.A Jury Duty and Trip Trading. This grievance alleges the Company’s violation of Collective Bargaining Agreement §24.A [General and Miscellaneous: Jury Duty], past practice and all related sections of the Collective Bargaining Agreement when on several occasions management argued it did not have to pay the TFP actually scheduled on Flight Attendants’ lines when they were scheduled for jury duty. These Flight Attendant subsequently traded their trip for another trip on the same days, and the trip ultimately dropped from the Flight Attendants’ schedules due to the Flight Attendant performing jury duty service.

Grievance No.: 36-99-2-7-19-Violation of VX Grievance Procedure and SBA LOA Failure to Conduct a Full Investigation with Union Representation, Contractual Pay Provisions for Failing to Provide Doctor’s Notes. This grievance alleges the Company’s violation of VX Grievance Procedure and System Board of Adjustment LOA, and all related sections of the Joint Collective Bargaining Agreement when beginning approximately January 2019 it issued progressive discipline to Flight Attendants for failing to provide doctor’s notes without conducting an investigation, providing Union Representation or honoring related contractual pay provisions.

Grievance No.: 36-99-2-30-19-Violation of §28.G.2 Ground Commuting Policy. This alleges the Company’s violation of Collective Bargaining Agreement §28.G.2 [Domiciles: Commuter Policy/Ground Commuting Policy], past practice and all related sections of the Collective Bargaining Agreement when during the February 2019 Pacific Northwest snowstorms, it did not allow Flight Attendants to use the ground commuter policy because the Company did not consider a snowstorm-related ground commuting failure to be unanticipated.

Grievance No.: 36-99-2-40-19-Violation §25.B Failure to Provide a Safe and Healthy Workplace. This alleges the Company’s violation of Collective Bargaining Agreement §25.B [Air Safety, Health and Security: Safe and Healthy Workplace], past practice and all related sections of the Collective Bargaining Agreement when it failed to provide a safe and healthy workplace when it installed new bulkheads on the retrofitted Airbus (“Aura”) aircraft that effectively renders the aft assist handles near doors L1/R1 as unusable and unnecessarily increases the likelihood and potential severity of Flight Attendant injury during an emergency evacuation.

Grievance No.: 36-99-2-41-19-Violation of §25.D.2 Failing to Notify MEC President and ASHSC of Reconfiguration or Re-design Prior to Final Decision.This grievance alleges the Company’s violation of Collective Bargaining Agreement §25.D.2 [Air Safety, Health and Security: Safety Information], past practice and all related sections of the Collective Bargaining Agreement when it failed to notify the MEC President of a decision to reconfigure or re-design the interior of the Airbus aircraft and when it failed to discuss with the ASHSC the parties’ interests and concerns for inflight safety prior to making a final decision on the reconfiguration/re-design.

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

AFA Update – August 2, 2019