Negotiations News Archives

Mobilization Volunteers carry a hard copy of the form, that can be turned in to any bases’ lockbox. It can also be submitted online here:

http://afaalaska.org/negotiations/feedback

Comment:

I have been receiving all correspondence and or emails from afa regarding current events, however, many on social media are saying they don’t get anything regarding upcoming events from afa, I m hearing loud and clear.. We are fed up with not getting a contract, we so well deserve!! Long over due!!!

Here’s a quick !Hah! Moment.
My idea is to keep up with our increased in pressure to management. This will cost hardly anything and is something that all f/a’s can participate.
(But things could be a lot better IF WE HAD A CONTRACT)

A simple sentence I feel that by the end of the week they would get the message and what way show unity and low cost to us in doing so!

Whatever you decided what to say to put out on those ID sizes, kind of like what they gave us for briefing of the over wings. For every flight attendant to carry it and make sure they answer what we want them to say.

I personally will be stating this to every supervisor or manager that I see out on the line or while at check in areas.

Thank you!

Comment:

Really liked the idea of the quartile trading with open time. Seems to give more flexibility

Comment:

Myself and others are concerned about the lack of legal language in the past TA. There was too many “gray” areas leaving much to be interpreted which means management would make a decision on what they think the contract is “suppose to mean” or the contract will not be fairly applied equally to every FA.
Many FA’s including myself feel the TA leaves too much to be grieved at a later date. This is not good for FA’s.
Please ensure the language of the TA is solid, firm, and has no “wiggle room” for management to change it to work for them.
Thank you for all the work you are doing to get us a industry leading contract!

Comment:

I completely understand and support the 2 bank sick leave idea but I understand many don’t understand what it represents, and of course some that do…and just don’t want to lose their de facto “PTO” bank. How about a starting point of having the 2nd bank be optional with an incentive for directing a portion of your sick leave there? Like a TFP gets credited at 1.5 value of SL in the long term bank? OR it gets cashed out at a higher percentage, like .$50 on the dollar. Also if we have opted for 2nd bank we don’t have to deplete primary bank for anything that is intermittent FMLA for yourself or dependent.

Comment:

Thank you all for your dedication to our cause!! I just want to express my feelings re: a ‘ signing bonus’… I believe that all F/A’s deserve an equal $ signing bonus!! not based on quarterly flying tfp or any other criteria ! it’s an incentive offer for our membership as a whole, to ratify a TA … I hope our Negotiating team embraces this point as well!! Stay strong! we are with you!!

Comment:

I listened to the video and under section 23 – that now shows closed – No mention of the 480 requirement – that in TA1 didn’t include vacation of sick leave. What was done – if anything to change this? and stay with our current contract language and keep our flexibility? That was one of the huge reason I – along with many others voted down TA1. Yet negotiation updates do not even mention if this is being addressed

Question:

Could there be a “printer friendly” version of the up dates? I am a real scrooge on my consumables. Sorry I have no idea what that entails. perhaps not in the email but on the website?

Answer: The committee will review, but at the moment we are using social media, blogs and email communication.

Question: Where do I find the negotiations update before the latest/August?

Answer: Visit us online at www.afaalaska.org for updates on the negotiations tab and negotiations blog.

Comment:

Go back to a Reserve guarantee of 85 with an additional day off. When we agreed to 90tfp and one fewer day off, we really crimped the flexibility of EVERYONE. I truly believe that no one wants to be held captive to his or her telephone for an additional day.

I see Reserve is still open. I am on reserve and this 18 days is way too much. I’m only 26 and my body can’t take it. Please keep the Rs premium so that line holders are more likely to take Rs days and make flexiblity better. Allowing me to pick up a 4 day only when I’m good for 4 days won’t help me, or apsb on days 5/6 only. Let me waive my min crew rest if I choose to 2 2 days, or whatever you must give to allow me flexiblity. I commute for Rs and I’m never home- I’m sitting at my parents house waiting for a call most days of the month and I’m homesick and overworked.

Comment:

I full understand that this at bottom of the totem poll to address, but if you find the time, I thank you.

Trades/International

If we don’t ask we won’t get it!
INTERNATIONAL TRADES WITH LESS THAN 12 HOURS.

This would affect most of us that fly in and out Mexico down here in the LAX/SAN Area.

There no reason why we should NOT be able to Jetway Trade at checkin for a SJD Turn with anyone else that is also doing a turn to any of MEXICO destination and BACK with the same day.

Now I fully agree that if some is at MEXICO / INTERNATIONAL LAYOVER/ be Mexico or Canada and they want make a JET WAY trade by all means require them 12 hours notice.

But for a simple turn in/out I feel that it warrant and deserves to bring it to the attention of the NT, Now that book is open. If we don’t ask we won’t get it!

Thank you!

Comment:

1. Don’t give up anything with the 480 in any way, shape, or form. You never know when you or your family situation would require you to fly just the 480.
   Should be able to trade with anyone on a jetway trade. I went back and read that the trades are only with other FA’s of the same base. I spend a lot of time up in SMF and with the rules I can’t help anyone out because all the FA’s here, except one, are based in SEA. So basically this “perk” worth virtually nothing to those of us at a small base. I wouldn’t mind helping someone in an out station but the rules will not allow me to.
   3. I am in the process of getting FMLA for my grandfather under a new CA Law. It is wrong that you can’t get record improvement for using something you are guaranteed by law to get. I also just found out that if I call in FMLA on-line that I accrue points. Let’s just say I was shocked that I could be fired for using FMLA. Terrible that the MEC has known about this and has done nothing to protect us. Imagine getting fired for using FMLA. Just wrong.

Comment:

Trades, jetway or not, should never require 12 hours, even if international.

Functionally, many Mexico involved “shifts” operate as turns.

We need the freedom to to trade far below a 12 hour minimum, and the more freedom, the easier it is for us to self manage as a work group and avoid reserve call outs, etc.
please consider overcoming any hurdles regarding crew switches on international flight routes without asking flight attendants to adhere to a greater time frame to achieve our trades!
Thank you.

Comment:

Would like to see the ability for FA’s to Jetway Trade for same day in and out international turns.

Question: I am not receiving any e-mail updates, if indeed this is happening. Are updates being emailed to the membership? I only found out about the picketing because I am a member of TA Talk on Facebook.

Answer: For the latest updates visit us online as www.afaalaska.org. and click on the negotiations link and check out our blog.   We would recommend you contact your LEC officers to update your email address to get ongoing updates.

Comment:

Recently my crews have been very angry. I wonder why we are not flying safe or by the book like we did before chaos? It does help crews to feel they are helping and not so frustrated. Just being on the aircraft 47 mins and not an hour before makes an impact. Often CSAs start boarding 50 mins prior on ETOPS flights out of the islands.

If we just do our jobs and fly safe (do all your duties) and go by the book, it would impact the flying. No slow downs as that is illegal, but just board when you need to and board passengers when it is time, not before , would send a message Ron and others can understand.

Thank you for your hard work.

Question:

I was not aware until now that a reserve who trades their RT day is required to sit reserve on the day they trade out of… it is grossly unfair, and not required of line holders- why is it required for reserves? I would like to know if this is something that has been addressed in negotiations for the new TA, and if it is not, I would like it to be.

For my specific situation, I have October 4-5 off, and 7-8, with RT on the 6th. When I asked to move RT to the 7th (giving me time on the 4-6th to visit family out of town), I learned that I could move RT to the 7th, but would have to sit reserve on the 6th. Who in their right mind would do that? And if the point of anyone moving RT is to rearrange their days off, naturally this completely ruins it. Please help reserve flight attendants (who already have very limited flexibility!) gain the ability to adjust their recurrent training.

Thank you,
Answer: Management made a change in application of the provision. Your officers are aware of the change and working through resolving it. For the time being the Company is applying the change.

Comment:

In the previous “agree in concept” it was said that if the company (or union) opts out of the new open time system it will go back to the current system until a new system is agreed to.

My concern is there NEEDS to be a time limit. We already know the current Open time system is broken. If we go back to it without a time limit there is no incentive for the company to find an alternate anytime soon. Make a time limit so if there is no agreement they have to pay penalties to the FA group.

We have been told for years that we would look at different PBS vendors. We are still waiting. Don’t let this fall into the black hole!!

Comment:

I’m beyond shocked that additional duties for additional pay (once a contract is settled) and the giving away of our flying will not be addressed when scope is negotiated. Since it wasn’t a high priority in the survey. These topics should be a given in any contract for any FA. Many fa’s don’t understand scope and I feel this is the union/NT’s job to protect is in this area. Why have a union if basic protections such as these don’t exist?

Comment:

Scope needs to cover alk threw additional duties that are being added.
How about additional Pay or additional seats. … the bigger planes with additional seats are changing service. .. this should be addressed

Comment:

WE NEED SCOPE PROTECTION ADDED AS A PRIORITY. IF NOT WE WILL VOTE IT DOWN! PROTECT US AND YOURSELVES! HELLO?! STOP BASING EVERYTHING ON THE SURVEY. LAME! THERE ARE OTHER PRIORITIES OUT THERE THAT THE SURVEY DIDN’T GIVE US THE CHANCE TO ADDRESS. GEEZE, AREN’T YOU (THE FLIGHT ATTENDANT ) CONCERNED ABOUT BEING CONTRACTED OUT? !

Comment:

Let it be known that scope is a huge concern to us right now. With new devises coming soon we will be asked to do more and more with them. These duties should have to be negotiated and compensated. This is a HUGE overlook in the survey you had us take. Also protection against our flying being contacted out.

Comment:

I just want to be sure that when you are negotiating scope, that compensation for additional duties is negotiated. Also, I want our flying to be protected, so we don’t lose it to other carriers. I assumed both of these points were just a given in the union’s agenda, but am beginning to realize that my assumptions of what my union is negotiating may be more wishful thinking, and less reality.

Comment:

I just heard the NT is not addressing our concern over scope and I’m trying to find out if that is the truth. With the continuing increase in our duties (which keeps adding to the company bottom line) I thought FOR SURE it would be a priority. With the addition of the new tablets, I can foresee the company trying to add more duties and I, for one, am SICK of having to keep doing more for the same pay. Please don’t sign off on this section without getting an agreement for no new duties! Thank you

Comment:
The company will continue to manipulate and abuse every possible chance they get. Profit is their only motivation. An iron clad Scope clause must be included in our new Contract.

Comment:

Scope needs to be addressed in negotiations. Scope including not outsourcing to renegade non-union companies like SkyWest. Scope should also address duties that have already been added or will be added in the future. Compensation should be added as duties are added.

Comment:

PLEASE, please, absolutely have SCOPE protection language in this next TA to protect our jobs from being outsourced and keeping our union and our jobs!!!!!!!!!!! Otherwise we will soon be contract workers or have no job at all!

Comment:

Hello fellow leaders in negotiators even though this was not cover in the survey I would like you to know I’m my concern of the lack of a scope in our contract for protection of our jobs and outsourcing.
I know are working very hard to provide us with the very best contract and truly appreciate your sacrifice. Hope you will have the time to address this concern.

Comment:

Scope in the new TA. I don’t know a whole lot about Scope, but I know that I don’t want to be outsourced to SkyWest or Horizon. So I hope the NT will work on some sort of contract language that protects us against this happening in the future.
Also, another concern is with the new POS devices, I would hope that we can have contract language that stops us from doing the jobs of other workgroups, specifically the CSA group. Anything that is added on those new devices I would hope would go through the union for approval…I want that type of language in the new TA.
Thank you, appreciate all your hardwork!

Comment:

My biggest concern is Scope. It doesn’t matter how many new destinations we get if they are given to Sky West or Horizon. I also don’t like the idea of having to sell more things on our flights. We have more responsibilities added each day and the compensation should reflect that. I don’t see that happening. And the last big thing to me is not getting paid for that whole hour before departure. If something happens aboard the aircraft we are responsible for dealing with it. We get points if we don’t scan in on time and we have to do our safety checks while passengers are boarding. We should get paid for that hour, or at least for the 45 minutes prior to departure that we are required to be on the aircraft working. Please address this issue. It is important and it doesn’t matter if it is an industry wide practice. We can set a new industry wide practice.

Comment:

Regarding scope: the negotiating committee would be amiss to fail to include language that protects our workgroup from any future attempts by the company to add duties without negotiating for added compensation. This has been happening for FAR too long. We need to include this in the TA, as well as language that protects from outsourcing our flying.

Comment:

I am very concerned about the lack of concern over Scope. I do not care so much about not being compensated for additional duties, but I do care about our jobs being out sourced to other carriers. We have no protection and we need protection. There are so many routes that I would love to fly that we used to, but are now being flown by Horizon and Skywest. It is going to continue unless we get protection. I will not vote for a contract unless this issue is addressed. It is life changing. Those based in PDX have seen this. I also am upset with the new sick leave policy, while there were improvements from the previous TA, the fact that we will still be penalized a 1/2 point for calling in sick on line is ridiculous. As a person who flies early mornings, I am not up 3 hours prior to my push. I have called in after check in due to the fact that I bust my buns to report to work feeling horrible so I do not get 2 1/2 points, but after moving around for a while, it becomes impossible to work. There should be provisions for those who get up early to go to work, not penalized. No Scope is a deal breaker, and this attendance snafu is a serious no consideration. Thank you for listening.

Comment:

After reading some of the posts about current negotiations, I’ve learned that unless I jump through certain technological hoops and dance to whatever tune that our union representation is playing, my concerns are still falling on deaf ears. I thought that the point of them being in their respective positions is to listen to the membership from ALL forums.

Once upon a time, when we spoke, they listened. I appreciate their time and effort on our behalf. I know that if they’re out there flying, they are getting an earful…lots of verbal feedback. The forum on Facebook is an excellent source for feedback which is why I thought it was created. Now they want us to go to this AFA website and do more there. Stop it! Just listen! People have emailed, texted, called and reached out to get their voice heard. Some people are actually speaking for more than just themselves.

I hope that when going to the table to discuss scope that there is a comprehensive section on this. I don’t want to see anymore of our flying outsourced to other airlines as it has already begun.

I hope that there is language protecting the FA group from added duties once technological devices are issued. I hope there is language protecting the group from added duties since the expiration of present contract.

I hope that all language is clear and that we don’t need a lawyer to decipher the new contract.

Stand firm on getting us an industry leading contract because we have been voted as an industry leading airline!

Comment:

I want to add my two cents about how important Scope is in our contract. We need to make sure that our trips/work isn’t outsourced to other carriers. Job security please, very important.

I also am concerned and very disappointed with the way they keep adding more and more duties without compensating us for those duties. Buy on board….free drink days….pre departure full on drink service….pillows and blankets….what else are we going to end up selling and doing? Please compensate us for the work we do. A very big raise is due!!! Wording in the contract about extra or new duties being compensated for would be key!

Thank you for being our voice!!!

Comment:

Please include a seat cap in our section regarding scope of agreement and flying. I do not want our jobs outsourced to a low-cost non-union carrier. Seniority protection and merger language are great if we merge but not if Air Group decides to operate a subsidiary that is entirely separate from Alaska.

Comment:

PLEASE make sure and address SCOPE on our next TA….. More pay for more duties and no outsourcing!! Etc etc….thank you

Comment:

Must have scope in ta2…Must have renegotiation on new duties and sales in ta2..Must have retro pay back to May 2012…otherwise you risk a “no” vote and lack of faith in afa. Please hear this in the spirit in which it is written.

Comment:

I am really worried about the scope section of the TA. Please review and make sure that our jobs will be protected and not outsourced to Sky West or Horizon. So scary!
Thank you

Comment:

Wages do not need to be “competitive.” They need to be INDUSTRY LEADING. A friend of mine is a 4 month F/A at Southwest and makes over $2/TFP more than I do being in my 3rd year at AS. He is bringing in approximately $3500-$4500 per month. I bring in $2500.

Comment:

In addition to industry leading, meaningful wage increases, TA2 needs strong scope and merger protection language.

Comment:

Thank you for your hard work! Your amazing efforts are much appreciated. On another note…it has been brought to my attention that the “Scope clause” isn’t getting any attention. In my opinion this is a critical issue- nothing else matters if our jobs are not protected!! Please, please do EVERYTHING in your power to a secure a very strong scope for the FA’s in this contract. Any TA without one will be voted down by me.

Comment:

JOB SECURITY=
SCOPE!

Comment:

Very important to have scope language in contract. Cap on seat number to prevent outsourcing. Also compensation for additional duties. Raises for all seniority.

Comment:

I was so excited about the Sick Leave Makeup possibility- a win-win for us and the Co.- until I saw it meant Reserve days. This is not a win for us. I was hoping to use this until I saw that I had to sit Reserve- that won’t happen.

Comment:

Please be sure that, under the section involving SCOPE, the wording is explicit to limit the number of seats the company can outsource. Our jobs depend on them not being able to use ANY of our 737’s for non-union (scab) flying.
Thanks

Comment:

It is a HUGE concern of mine, and others, that the NT are not worried about SCOPE language in our contract! If there is no protection from mgmt adding additional duties w/o more pay and, WORSE yet, contracting our flying out to other carriers (Skywest, Horizon, etc) We NEED language in the contract to PROTECT us from ALL that happening!!!!! PLEASE!!!!

Comment:

First, thanks for all of your hard work!
My comments are many, but my top conerns are these:
SCOPE – We must have some protection from the never ending increase in on board duties. It seems to never end and we are not compensated. Also includes predeparture duties and no pay for them. Sometimes before door closure is the hardest, most stressful part of the trip! Also need language about “outsourcing” flights to QX and Skywest and protecting us.

RETRO pay – we must have this – at least one year. I know that company will resist this. And we have to stand strong on it.

PAY – $10 across board

FLEXIBILITY – Ability to trade part of a trip with another FA. great option for commuters,

THANK YOU!

Comment:

When TA2 is “pressed out” to ALL awaiting FA’s, could it be printed in the following form:

Complete Present Contract language CompleteTA1 Contract Language Presented Previously and Complete TA2 Contract Language Presented at the time of getting the info out to all for the first time.

For many, many, these comparisons would present a much clearer picture for all who don’t have much of a past history to compare ‘what was’ with ‘what is’ and ‘what could be’.

OUR huge NO vote is measure enough that ALL want a BIG change. Presented in the format print requested above those who cannot attend a road show could see how much progress has been made from the original to TA1 and now TA2.

I realize this is far more printing that AFA wants to post out there BUT I also believe this is really the only way most of our group can sit and get a TRUE picture of what this TA2 is about and what is different about it than the TA1 presented months ago.

Even IF this type of informational posting came by way of this AFA site with all three (3) sections asked for above, the FA could then spend their OWN money to print it out at home with little cost to our Union. I truly believe that most have little or no picture of what was, is, and will be voted on. I really believe this new style of presentation would be invaluable to all. Thank you. …I hope you understand what I am asking for this group.

Comment:

I would like to see our minimum tfp per day go to 6.0. We all know the day turns into more regardless. We should also have protection with our insurance coverage when out on OJI. We should not have to exhaust our sick leave in order to keep our benefits when we have been hurt at work. We should also have rapid sick leave accrual like the pilots for after an OJI. It takes way too long to get it back. If you have kids and get hurt, it potentially puts your job at risk when you come back and have no sick leave due to the injury. We should not have to go on cobra at anytime during an on the job injury. Contract protection for this would be great!

Comment:

SCOPE – is a HUGE priority in our contract language. Please ensure the protection of our career against mergers – as well as farming out Alaska Flights to cheap/non-Alaska entities (such as SkyWest). And please get something that says any additional future duties/sales will be negotiated via a side letter. Thank you so much for serving us all at the negotiations table!!

Comment:

I appreciate all the hard work being done by the negotiation committee and I know we are at a critical time in contract negotiations for getting a fair well-deserved contract. I want to make sure that we have a section that addresses scope and that our jobs are protected against being outsourced. Thanks for taking this into consideration

Comment:

*SCOPE*
*RETRO PAY-2YR. MIN*
*BOARDING PAY*
*MORE $ FOR A POS*
*NEGOTIATE PAY FOR ADDED DUTIES*

Comment:

Please focus on the Scope section of the contract. I am very concerned that our jobs are at risk without strong language to protect us. Big picture: you can achieve an otherwise excellent contract, but without a solid scope, nothing else matters. Please work diligently to protect our jobs. Thank you!

Comment:

I am concerned that the scope provisions as negotiated do not do enough to protect us. I hope the committee will strongly consider fighting for language guaranteeing that only FAs on the Alaska seniority list will fly any 737 on order or in the future AND any aircraft of that size or larger. We need protection against any ideas management has similar to the Norwegian Air Intl. subsidiary.