Thankful On This Thanksgiving Day 2021

November 25, 2021 12:00

Thankful On This Thanksgiving Day 2021

Master Executive Council (MEC) President Jeffrey Peterson

In This Message

It’s been a long time
Thankful for…
Let’s get real for a minute
Your emails to management
New communication strategy
Happy Thanksgiving!

It’s been a long time

It has been a long time since I’ve addressed Membership directly—too long! —and that is going to change. Before I get into that in more detail, I would like to take a moment to express my appreciation on this Thanksgiving Day 2021.

Thankful for…

I am so thankful to be a member of such an amazing group of Flight Attendants and for the continued opportunity to represent you. I am thankful for working alongside all the AFA Alaska officers, representatives, and committee members as they tirelessly advocate on your behalf, defend our contract, and ensure Flight Attendants are fairly represented in disciplinary proceedings. I am also thankful to be a member of the AFA Executive Board of Directors and an active participant in AFA-CWA and the broader labor movement. I am also thankful for Alaska Airlines providing the financial means to maintain the roof over my head, the shirt on my back and the food on my table. On a more personal level, I am thankful for my health, my family, and my friends. I feel truly blessed despite one of the most challenging years ever.

Let’s get real for a minute

So now let’s get real for a minute. Working for Alaska Airlines as a Flight Attendant has sucked even more in 2021 than it did in 2020. Because this is a holiday message of thanks, I’m going to keep it light by moving on for now, but we’ll be coming back to this in future communications after the holiday weekend. I know this is “the” thing being talked about on the line. It is truly brutal out there!

Your emails to management

I sincerely appreciate the emails that many of you have sent to management lately regarding your frustrations because they amplify the same themes that I and the other AFA Alaska leaders have been repeating for months now. Please make sure those emails stay respectful because I don’t want anyone to be hauled in by Inflight Performance for a conversation and potentially disciplined for crossing the line. Let me be the “heavy” on your behalf under the shield of union representative ‘immunity’!

New communication strategy

I have heard from many of you loud and clear that you want to hear from AFA Alaska leadership about the relevant topic(s) of the day as they are unfolding. You want to know what your union leaders are doing to represent you “in the moment” as close to real time as possible. I can absolutely assure you without hesitation that we are advocating for you every day, but…if we don’t communicate the details to you, then you don’t know it’s happening.

Starting next week, AFA Alaska will be revamping our communication strategy with the goal of communicating more timely news to you. We will start pushing “AFA Alaska News Now” simultaneously to social media (Facebook, Twitter, Instagram) and to the AFA Alaska Contract 2022 and/or AFA Alaska websites. We will also recap that news in an “AFA Alaska News In Review” weekly digest; “AFA Alaska News in Review” will be sent to personal email addresses on file, so those of you who do not have social media and do not check the AFA Alaska websites regularly will still receive the information.

I thank you in advance for your patience as we ramp up this new communication strategy, and I sincerely hope you will feel more informed by and connected to your AFA Alaska leadership as a result.

Happy Thanksgiving!

On behalf of the entire AFA Alaska MEC, I sincerely hope that you can at least temporarily unplug from all the crazy and celebrate Thanksgiving no matter where in Alaska’s World you may be. You deserve it!

~Jeff

Recent Changes to COVID-19 Policies – Part 4

November 24, 2021 09:00

Recent Changes to COVID-19 Policies – Part 4

Master Executive Council (MEC) and Grievance Committee

Click here for Part 1 >

Click here for Part 2 >

Click here for Part 3 >

In This Update

No §32 Attendance Policy Points for Workplace Exposure Quarantines
Grievance No. 36-99-2-241-21 “Violation of §32 Attendance Policy/COVID-19” Withdrawn
Reports of Bullying and Harassment

No More §32 Attendance Policy Points for Workplace Exposure Quarantines

In Inflight Bulletin 2021-0071 (AAG SSO required), Alaska Airlines management updated Company policy with regard to Section 32 Attendance Policy points assessed for unvaccinated and “prefer not to state” Flight Attendants on a Company-directed COVID-19 workplace exposure quarantine.

A few facts:

Management began implementing a policy to assess attendance points to such Flight Attendants effective August 30, 2021.
AFA pushed back and reached an agreement with management by the end of September to retroactively forgive points assessed under that policy change.
Management once again implemented a policy to assess attendance points to such Flight Attendants effective October 1, 2021.
AFA preemptively filed Grievance No. 36-99-2-241-21 “Violation of §32 Attendance Policy/COVID-19” on September 30, 2021, in anticipation of the policy change.
In the early days of October, MEC President Jeff Peterson brought forward concerns to management that assessing attendance points to unvaccinated employees who also have approved accommodations on file is discriminatory and therefore very likely illegal. This is because the accrual of attendance points can lead to discipline and potentially termination, and there is disparate treatment compared to vaccinated employees who do not receive attendance points for the same circumstances. Management was “looking into it.”
Buried under the heading “COVID-19 Vaccination Points” in the November 1^st Bulletin Bundle, management quietly announced a revised policy retroactive to October 1^st that rescinds the previous attempts to assess attendance points to such Flight Attendants.

Coincidence? Absolutely not! Not one word from management about AFA’s advocacy here, but we’re going to take credit for this one.

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

AFA has subsequently withdrawn Grievance No. 36-99-2-241-21 “Violation of §32 Attendance Policy/COVID-19” because management’s policy change resolved the contractual dispute.

AFA will continue to pursue a remedy for Grievance No. 36-99-2-230-21 “Violation of §16 Sick Leave/On the Job” because of the disparate treatment of unvaccinated and “prefer not to state” Flight Attendants, who are forced to use sick leave for a Company-directed COVID-19 workplace exposure quarantine.

Reports of Bullying and Harassment

Several Flight Attendants have contacted MEC leadership to report that they have felt bullied due to their COVID-19 vaccination status and/or their opinion about the Company’s COVID-19 policies. This goes both ways—we have received emails from both vaccinated and unvaccinated Flight Attendants. In general, the perceived bullying is not specific to an individual but rather to the groups of vaccinated or unvaccinated Flight Attendants. We wanted to take a minute to remind everyone that we are, first and foremost, all Flight Attendants. Our job is tougher than ever right now, and we need to be respectful of each other, both on the line and on social media.

Many Flight Attendants have applied for and received valid religious or medical exemptions to the vaccination mandate. Alaska Airlines management creates, controls, and monitors the process for applying for and approving or denying such exemption requests. This process is mandated by Title VII of the Civil Rights Act of 1964 to prevent religious discrimination and by the Americans with Disabilities Act (ADA) to prevent discrimination due to a medical condition. No Flight Attendant should be bullied or made uncomfortable because of exercising or not exercising their rights under the law. Since vaccination status in these cases is tied to a legally protected class, these laws prohibit discrimination and pervasive harassment against such individuals.

On the flip side, some vaccinated Flight Attendants report being bullied about voicing their questions, concerns, frustrations, and general opinions about working conditions: specifically, management’s accommodations process and testing protocol. Federal courts have upheld employees’ rights to openly discuss such concerns. For example, employees are legally allowed to state that they believe the accommodations process is too easy to manipulate or that management should place all employees with approved exemptions on unpaid leaves. Similarly, other employees may express support for the existing process.

These are potentially divisive issues with passionate opinions on both sides, but we need to be kind to each other regardless. We may vehemently disagree with someone, but that does not mean a discussion about it—even if legally protected—is welcome or is not hurtful. Life during the pandemic has been extremely rough, but with less than a year to go to contract negotiations, we need to look out for one another now more than ever and to find strength in our solidarity.

AFA Alaska Special Update – November 3, 2021

November 3, 2021 14:00

In This Edition

November 4^th Onboard Service Changes

November 4^th Onboard Service Changes

Inflight Service Committee

On November 4^th, management is planning to launch a significant reintroduction of onboard service that will continue efforts to return the passenger experience to pre-pandemic levels. As a result of AFA advocacy, management did agree to postpone some items that were initially planned to launch, however most changes are still being implemented as scheduled. In the case of main cabin snack offerings, the changes will exceed what was provided prior to the implementation of COVID-19 service reductions. Management has published more information about the upcoming changes on Alaska’s World, in the bulletin bundle, and in service guides located in GoodReader on your IMD.

During the lead up to the upcoming changes, members of our Inflight Service Committee and Air Safety, Health, & Security Committee (ASHSC) as well as several MEC Officers have been engaged with management to assess the changes for safety concerns and other potential impacts to Flight Attendants. Your AFA representatives spent hours upon hours in meetings with management bringing forward numerous issues related to safety, health, operational and procedural challenges, and other concerns shared by Flight Attendants.

Despite these extensive conversations, it became clear that management and AFA are philosophically apart on the potential risks that Flight Attendants face as a result of expanding onboard service in the current environment. Whereas management believes that the introduction of additional service elements does not pose any significant risk to Flight Attendants, AFA believes differently. The health and safety risks posed by additional interaction time with passengers and increased challenges with enforcing the federal mask mandate are likely only to be amplified with more food and beverage items being offered on the aircraft.

Once the onboard service changes take effect on November 4^th, it is critically important that any safety hazards related to the expanded service be documented in ReportIt! as a Flight Attendant Irregularity Report (FAIR). If you encounter any issues related to onboard products, catering supply levels, or procedural concerns, please report them through the Catering Issues function in Block2Block. Data provided through your reporting helps to strengthen the voice of our Inflight Service Committee and ASHSC in their conversations with management about onboard service.

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

Click here for Part 2 >

Click here for Part 1 >

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.

Thankful On This Thanksgiving Day 2021

In This Message

It’s been a long time

Thankful for…

Let’s get real for a minute

Your emails to management

New communication strategy

Happy Thanksgiving!

Recent Changes to COVID-19 Policies – Part 4

In This Update

No More §32 Attendance Policy Points for Workplace Exposure Quarantines

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

Reports of Bullying and Harassment

In This Edition

November 4th Onboard Service Changes

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

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November 4^th Onboard Service Changes