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COVID-19 Vaccination Attestation Concerns

COVID-19 Vaccination Attestation Concerns

Master Executive Council (MEC), Grievance Committee

Several members have reached out to AFA regarding management’s recent email titled, “Vaccination Attestation and Masking policy changes.”  Some of the questions being asked:  Can management ask about our vaccination status?  Is it a violation of Health Insurance Portability and Accountability Act (HIPAA) to ask about our vaccination status?  What is AFA doing about it?

Can Alaska Airlines (a private employer) ask about employees’ vaccination status?

In a nutshell, yes.  Given the contagiousness and deadliness of the COVID-19 virus and its more contagious Delta variant, companies have a legitimate business reason to inquire about an employee’s vaccination status.  An employer can ask employees about their vaccination status and/or for proof of vaccination provided it does not make medical inquiries that could prompt discussion about disability-related information, which would violate the Americans with Disabilities Act (ADA). 

Employers have a duty of care under the Occupational Safety and Health Act (OSHA) to provide a safe workplace for employees.  Under this duty of care an employer can ask employees about their vaccination status and/or for proof of vaccination, subject to the U.S. Equal Employment Opportunity Commission (EEOC) guidelines.  If an employee is unable or unwilling to disclose their vaccination status and/or to provide proof of vaccination, the employer is allowed to enforce workplace safety policies such as mask wearing and/or social distancing.  Management has the discretion to treat such employees the same way as employees who refuse to be vaccinated on non-medical or non-religious grounds.

Identifying employees who are exempt from mask requirements while in Company buildings with tags or stickers is not a discriminatory practice under EEOC guidelines.  Tags or stickers will not be actively distributed to crewmembers because mask requirement remain in place at airports and on aircraft, and there is no exemption to those requirements for crewmembers.

At this point, Alaska Airlines is not requiring proof of vaccination status, but AFA believes it would behoove one to answer honestly since it appears the Company has the legal right to request such proof. If you have concerns about disclosing your status, AFA recommends selecting the opt-out response: “I decline to answer.”

Is it a violation of HIPAA for an employer to ask employees about their vaccination status?

HIPAA applies to covered entities such as healthcare providers and the like.  HIPAA does not apply to most (non-healthcare) employers, so it is not a violation for Alaska Airlines to ask its employees about their vaccination status. HIPPA is designed to keep your medical information safe from being shared with third parties. In other words, management can ask you about your vaccination status, but cannot contact your doctor or healthcare provider to ask about your status. Even so, management will safeguard the records of employee attestations by sharing the information only with Human Resources and those deemed necessary to know in limited circumstances and by storing the data in a separate location from personnel records.

What is AFA doing about it?

Management’s requirement for employees to complete a vaccination attestation is not a contractual violation under our Collective Bargaining Agreement, nor does such requirement appear to be a violation of religious freedoms, civil liberties, or any other federal laws.  The “requirement” to complete the attestation is more like a strongly encouraged request because management has indicated to AFA that employees who do not fill out the form will not be disciplined at this time, so we do not anticipate any resulting disciplinary grievances. Finally, there is an opt-out response available for any who remain concerned about disclosing their vaccination status: “I decline to answer.”

AFA Alaska Update – July 30, 2021

In This Edition

  • Protect Our Contract – Don’t Perform Duties Belonging to Other Work Groups
  • Help End Human Trafficking: Take the Survey

Protect Our Contract – Don’t Perform Duties Belonging to Other Work Groups

Grievance Committee

Over the course of many decades, all of us have worked hard to improve our working conditions and strengthen our collective bargaining agreement (CBA).  These improvements have been achieved through several avenues including demonstrating our solidarity during contract negotiations, lobbying management to make changes that benefit our profession, and rigorously enforcing the contractual language that we have already achieved.  It is the responsibility of each of us to continue to protect and defend our contract and hold management accountable for what has been agreed upon by both our Flight Attendants and the Company.

Recently, management has made it known that they are having a particularly difficult time recruiting and retaining frontline employees in various locations throughout the route network.  This includes staff who are directly employed by the company, those who are employed by subsidiaries of the company (e.g., McGee Air Services), and contract vendors who provide above- and/or below-the-wing services at various stations.  The situation has caused a noticeable impact to the Company’s operations and has resulted in some on-the-ground functions being adjusted or modified due to staffing in some situations. 

We all know that Alaska Airlines focuses on hiring Flight Attendants who exhibit kindness and demonstrate a willingness to help. Because these traits are such a pervasive part of our culture, it may be tempting to want to jump in and assist our coworkers from other work groups when we see that they are short staffed.  Unfortunately, this causes more harm than good for several reasons. 

As previously mentioned, it is up to each of us to protect the provisions of our collective bargaining agreement.  Section 24.D of the CBA says in part: “A Flight Attendant will not be required to perform work normally assigned to a cleaner, provisioner, ramp or operations agent.”  Just as we expect other work groups to honor our contractual language by not performing Flight Attendant duties and responsibilities, it is similarly important that we respect other work groups and their normally assigned scope of work as well.  Doing so protects the security of both Flight Attendant jobs and the jobs of our coworkers in other departments.

Customer service, ramp, mechanics, pilots, fleet service, catering, and other work groups receive specific training to perform their duties that Flight Attendants do not have.  We must allow our colleagues to do the work that they have been trained to do to ensure that it is done in compliance with applicable regulations and to company standards.  If there are concerns with staffing in a particular department, management needs to receive the corresponding reports of flight delays, complaints from passengers, and performance audit results.  These are all indicators that management uses to adjust and ensure that our colleagues in other departments have the support that they need.  If this data is skewed to show that no problems exist, then no changes will made by management to ensure proper staffing and service levels.

The best way that Flight Attendants can show support for other work groups who might be experiencing short staffing is by reporting the issue to ensure that it gets attention from the right levels of management.  This can be accomplished by submitting a Flight Attendant Irregularity Report (FAIR) detailing the date, flight number, and specifics of the situation (e.g., areas that were skipped/missed, etc.).

Questions?

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

Help End Human Trafficking: Take the Survey

AFA International

AFA is partnering with United Against Slavery in a global effort to end the scourge of human trafficking. As Flight Attendants and aviation’s first responders, we are uniquely positioned to identify human traffickers and assist their victims.

Human trafficking is a billion-dollar business, but Flight Attendants can be 100,000 Eyes in the Skies to recognize and report it. We can be the ones to make the difference.

Historical efforts to gather and understand information to implement effective solutions for this crime have been a challenge and success seemed unattainable. Why? They have not involved collecting the knowledge that only those on the frontlines have.

Click here to take the survey >

Management vs. State and Local Laws – Part 1

Management vs. State and Local Laws – Part 1

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

This is the first 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.

Background

Management alleges that certain state and local laws do not apply to flight crew

Airlines For America (A4A) is an American trade association and lobbying group representing major North American air carriers such as Alaska Airlines.  A4A and/or Alaska Airlines management has taken the position that the Railway Labor Act (RLA) preempts (i.e., invalidates) certain state and local laws that in its opinion overlaps with, conflicts with or complicates various benefits and provisions provided for in collective bargaining agreements negotiated with labor unions representing flight crew. Simply stated, A4A and Alaska Airlines management are making legal arguments in several jurisdictions (e.g., WA, CA, MA and NY) that specific state and local laws do not apply to Flight Attendants and pilots. However, it is notable that management has been honoring the same laws for ground employees–even if they are also covered by contracts negotiated with their respective labor unions and under the RLA.

Management believes that honoring various local laws for flight crew would ultimately lead to competitive disadvantage and tough business decisions in response

Why? Based on our interactions with management, here are some of the reasons offered by management to justify denying flight crew access to various benefits and protections provided for under what management characterizes as a “patchwork quilt” of state and local laws:

  • Administratively burdensome to honor because of the difficulties in tracking the sheer number of such laws and complying with their complexities.
  • Some laws may overlap with and/or conflict with one another and may also apply only conditionally based on the real-time location of an individual crewmember.
  • Significant challenges with overlaying these laws on top of the provisions of existing collective bargaining agreements (e.g., clock hours versus block hours versus TFP; meal, rest break and wage reporting requirements).
  • Honoring such laws for flight crew would create significant operational and financial liabilities for the Company and thereby result in untenable competitive disadvantage. This in turn could lead management to reevaluate the viability of existing crew domiciles in problematic locations and to make tough business decisions about the location of crew domiciles going forward. Management has cautioned your union leadership to beware of the potential for such unintended and undesirable consequences as these would likely be perceived by you as unacceptably disruptive and universally unpopular.

AFA is closely following the preemption litigations with great interest

AFA is closely following the preemption litigations with great interest because the outcomes affect our members at various airlines. However, the legal arguments themselves are generally outside of AFA’s “jurisdiction” in the sense that the Association’s sole duty is to act as the agent for members of the collective bargaining unit under the RLA and to fairly represent them. AFA neither has an obligation to directly participate in the preemption disputes nor has the resources to broadly do so, but nonetheless we have very strategically chosen to intervene in some of the preemption litigations over the past ten years. Several current and former MEC officers and chairpersons have been directly involved in a few cases as complainants, subject matter experts and/or deposed witnesses.

Recent Cases

Washington Family Care Act: Alaska Airlines v. Schurke (WA L&I)

In approximately 2012, Alaska Airlines sued the State of Washington regarding provisions of the Washington Family Care Act (WFCA), alleging that the WFCA does not apply to Washington-domiciled Flight Attendants.  AFA intervened as a defendant in the suit, as this was a case of first impression, and we wanted our interests protected in an area of law not yet addressed. 

The case was initially decided in favor of the State of Washington and AFA. Alaska Airlines appealed the case to the US Court of Appeals for the 9th Circuit.  A panel of three justices decided in Alaska Airlines’ favor. At that point, the State of Washington and AFA requested an en banc opinion, with all justices making a decision.

In August 2018, the en banc opinion ruled in favor of the State of Washington and AFA. Alaska Airlines then filed an appeal with the United States Supreme Court.  The US Supreme Court did not grant the writ of certiori, which means it did not accept the case, and the 9th Circuit ruling stands in favor of the State of Washington and AFA.

The case went back to a state administrative hearing, and the administrative law judge ruled for the State of Washington and AFA.  Alaska Airlines then appealed this ruling. We are currently awaiting a ruling on the appellate case, which hopefully will be issued within the next few months. In the meantime, Alaska Airlines is still not honoring this law. 

Washington Paid Sick Leave: A4A v. WA L&I and Joel Sacks

In early 2018, AFA demanded that Alaska Airlines comply with a new State of Washington law:  Washington Paid Sick Leave (WPSL) law.  Alaska’s response to AFA’s formal demand was to have A4A file suit against the State of Washington on behalf of all airlines it represents.  Again, AFA was an intervenor in this lawsuit.  The State of Washington and AFA won this suit in a summary judgment motion; A4A appealed the ruling.

On November 17, 2020, the parties argued in front of the US Court of Appeals for the 9th Circuit, and a decision was returned very recently that ruled in favor of the State of Washington and AFA.  At this juncture, AFA has every reason to believe that A4A will attempt an appeal with the US Supreme Court.  In the meantime, Alaska Airlines is still not complying with the law. 

California overtime, meal & rest breaks, and wage statement laws: Bernstein v. Virgin America

In 2018, a California state court ruled in favor of Virgin America Flight Attendants, which resulted in an initial award of just under $78 million when factoring in legal fees and other costs.  Alaska Airlines appealed this judgment, and it currently remains in the appeal process. 

California wage statement laws: Gunther v. Alaska Air Group Inc.

In May 2019, a California state court ruled in favor of an Alaska Airlines Flight Attendant who brought her own wage statement non-compliance lawsuit against Alaska Air Group.  The court ruled against Alaska Airlines on behalf of all California-domiciled Flight Attendants and issued an award of $25 million.  Seventy-five percent of the award is to be paid to the State of California, and the remaining twenty-five percent of the award is to be paid to California-domiciled Flight Attendants with no more than $4,000 to each Flight Attendant. Alaska Airlines also appealed this judgment, and it is presently still in the appeals process.

New and Pre-Existing Laws Denied

In response to litigation of the Washington State leave laws initiated directly by Alaska Airlines management or indirectly via Airlines for America (A4A), management has simply denied flight crew access to the benefits of new laws. Management also retracted a Flight Attendant’s ability to use several state laws already existing at the time litigation was filed. One example of such retraction is the California Family School Partnership Act, which management allowed California-domiciled Flight Attendants to use for many years prior.

Next Up (in “Management vs. State and Local Laws – Part 2”)

  • Definition of Sick Family/Sick Child
  • Applicable State Laws
  • Filing a Claim with the Appropriate Agency

AFA Alaska Update – July 2, 2021

In This Edition

  • Unruly Passenger Survey
  • What Is Disruptive Mood Dysregulation Disorder?

Unruly Passenger Survey

AFA International

As unruly passenger incidents remain at an all-time high, our union is launching a platform to collect your experiences to fully assess the problem and help get meaningful support to all crews. 

Take this five minute anonymous survey to share your experiences with unruly passengers onboard this year.

Self Defense Training

This week, the TSA announced the resumption of Crewmember Self Defense Training classes on July 1. The program is helpful in gaining skills for defense and confident positioning. However, as we have advocated since September 11, 2001, this training should be mandatory and part of our paid initial and recurrent training in order to build the muscle memory to use the tactics immediately when attacks advance without warning. Still, the resumption of the voluntary course is positive and should send a message to the flying public as well that these unruly incidents are serious. Flight Attendants are onboard for the safety and security of everyone on the plane.

The voluntary four-hour training is offered to flight crew members free of charge and is held at 24 locations around the United States. All active flight crew members for domestic carriers are eligible to register for the training. You can register here.

Our union continues to work with other unions, lawmakers, the FAA, DOT, and airline management on more that needs to be done to get this under control. 

The Role of Alcohol

Alcohol is a major contributor to unruly passenger events. Make sure you keep this regulation handy as you advise the public that they cannot carry a drink onto the plane or consume their own alcohol on the plane. Federal regulations also affirm passengers may be refused boarding if they appear to be intoxicated. 

The Federal Aviation Administration’s (FAA) regulation §121.575 alcoholic beverages: (a) No person may drink any alcoholic beverage aboard an aircraft unless the certificate holder operating the aircraft has served that beverage to him.

AFA EAP is always available at (949) 470-0493. Additionally, make sure you’re copying in your AFA Air Safety, Health, & Security Committee (ASHSC) on unruly incidents to ensure our union can follow up with the airlines and regulators.

Sample of News Stories on Unruly Passengers

What Is Disruptive Mood Dysregulation Disorder?

Employee Assistance Program (EAP)/Professional Standards Committee

Disruptive mood dysregulation disorder (DMDD) is a condition in which children or adolescents experience ongoing severe irritability, anger, and frequent, intense temper outbursts. The symptoms of DMDD go beyond a “bad mood.” DMDD symptoms are severe. Youth who have DMDD experience significant problems at home, at school, and often with peers. They also tend to have high rates of health care service use, hospitalization, and school suspension, and they are more likely to develop other mood disorders. 

The Signs and Symptoms of DMDD include:

  • Severe temper outbursts (verbal or behavioral), on average, three or more times per week
  • Outbursts and tantrums that have been ongoing for at least 12 months
  • Chronically irritable or angry mood most of the day, nearly every day
  • Trouble functioning due to irritability in more than one place (at home, at school, and with peers)

Youth with DMDD are diagnosed between the ages of 6 and 10. To be diagnosed with DMDD, a child must have experienced symptoms steadily for 12 or more months.

What is the difference between typical irritability and severe irritability? All children can become irritable sometimes. It’s a normal reaction to frustration. Children experiencing severe irritability (as observed in DMDD) have difficulty tolerating frustration and have outbursts that are out of proportion for the situation at hand. These outbursts occur more often and are more severe than what you would typically expect for children of this age.

Over time, as children grow and develop, the symptoms of DMDD may change. For example, an adolescent or young adult with DMDD may experience fewer tantrums, but they begin to exhibit symptoms of depression or anxiety. For these reasons, treatment may change over time, too.

If you think your child has DMDD, it is essential to seek a diagnosis and treatment.

DMDD can be treated. If you are concerned that your child may have DMDD, talk to your child’s pediatrician or health care provider.  Your AFA EAP can also assist you with a referral for your child.  Your local AFA EAP Committee members contact information is available at https://afaalaska.org/eap or call (949) 470-0493. 

AFA Alaska Update – June 11, 2021

In This Edition

  • AFA-CWA & Union Plus Scholarships Awarded

AFA-CWA & Union Plus Scholarships Awarded

AFA International

The Association of Flight Attendants-CWA Scholarship Fund provides financial assistance to dependents of AFA Flight Attendants who will be attending a college or university.

This year’s recipients of AFA-CWA Scholarships:

  • Kaila Aiwohi, daughter of Arvi Aiwohi, United AFA Flight Attendant.
  • Savannah Armas, daughter of Kelly Armas and sister of Alexa Armas, both Spirit AFA Flight Attendants.
  • Amrine White, daughter of Taryn Call, Alaska AFA Flight Attendant.

Alternate – Hannah Kropp, daughter of Karen Kropp, United AFA Flight Attendant.

Additionally, Union Plus awarded three scholarships to AFA-CWA:

  • Karlee Barrett, daughter of United AFA Flight Attendant, Orinthia Barrett.
  • Sydney Pizzinato, daughter of United AFA Flight Attendant, Mary Ann Pizzinato.
  • Isabelle Shook, daughter of Alaska AFA Flight Attendant, Veda Shook.

Congratulations! We’re so proud of you. 

Hotel Committee Meeting Recap – February 2026

On Monday, February 9, our AFA Local Hotel Committee Chairpersons met virtually to receive an update about current layover hotels and transportation providers and discuss concerns with management. Representing you at the meeting were Dori Marron (ANC), Jarod McNeill (SEA), Kelly Hepworth (PDX), Hilary Streem (SFO), Brian Sherill (LAX-pmAS), and Kanani Vallot (SAN), with MEC […]

SEA Domicile Negotiations Update – February 2026

This message is for pre-merger Hawaiian Flight Attendants SEA Domicile May Vacancy Posting The company has posted vacancies for the SEA domicile. There are 121 permanent vacancies available, effective May 1, 2026 for the May bid month. Bids will close at 11:59 PM HT on Monday, February 16. Awards will be posted by 12:00 PM […]

Air Safety, Health, & Security Committee Meeting Recap – January 2026

On Wednesday, January 28, our AFA Local Air Safety, Health, & Security Committee (ASHSC) Chairpersons met to discuss their ongoing work to represent our Flight Attendants and push for improvements in our workplace. Representing you at the meeting were Deb Wallstrom (ANC), David Lake (SEA), Kalin Lackey (PDX), Brad Young (SFO & MEC ASHSC Vice […]

AFA Alaska + Hawaiian MEC Town Hall: Join Us Tuesday, March 3

This is your opportunity to connect, share, and be heard! Join us at an AFA Alaska + Hawaiian MEC Town Hall on Tuesday, March 3. Get the latest AFA news and connect directly with our MEC Officers. Bring your questions—this is your chance to get answers directly from AFA Representatives. The Details What: AFA Alaska + […]

Scheduling Committee Meeting Recap – January 2026

This message is for pre-merger Alaska Flight Attendants On Tuesday, January 27, our pre-merger Alaska AFA Scheduling Committee Chairpersons and Representatives met virtually to discuss their ongoing work to represent our Flight Attendants and push for improvements in our workplace. Representing you at the meeting were Heather Reier (ANC), Rita Tillou (SEA), Melodie Anderes (PDX), […]

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