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Staffing Adjustment Leave, Low Bid Option or …?

Legal disclaimer

Because of the complex interaction between the administration of the various state unemployment insurance (UI) programs; the components of the Coronavirus Aid, Relief and Economic Security (CARES) Act; and the Company’s response to claims, AFA Alaska leadership can neither provide definitive advice for filing UI claims nor assurance of receiving a benefit. The information provided in this communication does not, and is not intended to, constitute legal advice. We will, however, provide as much information as we can and be as transparent as possible about the options.

Thank you for your patience 

Many of you are looking to AFA for insight into staffing projections and for guidance whether to apply for one of the COVID-19 leaves of absence (or potentially to extend if you are already on one), the COVID-19 Staffing Adjustment leave of absence (LOA) or the Low Bid Option…or to hold out for the potential of “something else.” The Master Executive Council (MEC) sincerely thank you for your patience while we’ve taken the better part of this past week to understand all the pieces of the puzzle and to determine management’s intent. We know the deadline to apply for the May COVID-19 Staffing Adjustment LOA or the Low Bid Option is very soon: Monday, April 6, 2020 at 9 AM PT. 

No paid voluntary staffing adjustment or “Early Out”

As of this writing, there is no “something else” pending in the near future: neither a paid voluntary staffing adjustment leave nor an early retirement (“Early Out”) package. AFA initiated preliminary discussions with management about an Early Out, but management is not interested in actively exploring an AFA-driven retirement package at this time. The MEC is aware that management is developing a Company-wide incentive for early retirement, but management has not provided any additional details. 

May staffing

We’re going to level with you that the May schedule is even more significantly reduced than anticipated and the staffing outlook is bleak. As of this writing, AFA’s “back of the beverage napkin” calculations suggest that out of 6000 Flight Attendants, there will be approximately 1700 FAs on a staffing adjustment leave, 360 FAs on various other leaves, 1250 regular Lineholders, 200 Low Bid Option (LBO) Lineholders and 2490 Reserves. These projections are based on a 75 TFP line average in every domicile. The confidence level in our calculations is roughly plus or minus ten percent (+/-10%), and the numbers could shift if more FAs go on leave or apply for LBO. 

May scheduling and pay

Individual Lineholders will receive a line award of no less than 75 TFP plus or minus 10 TFP. Individual LBO Lineholders will receive a line award of no less than 37.5 plus or minus 5 TFP. [Click here for the §10.Q Low Bid Option LOA (12/19/2017) > ] The reserve pool will potentially encompass the bottom two-thirds of the seniority list of bidding FAs. Reserves are guaranteed 90 TFP for 18 days of reserve, and management is not offering LBO Reserve at this time. (See Inflight Mobile Device > Goodreader app > Supplemental Folder > Reserve Survival Guide for additional reserve resources.)

No involuntary furloughs?

Airlines (and airport companies that employ workers) may access federal aid for the sole purpose of continuing pay and benefits for employees. A condition of airlines accepting payroll grant money under the CARES Act isthat the accepting airline may not involuntarily furlough or reduce pay rates and benefits for US-based workers through September 30, 2020. Alaska Airlines management has gone on record that the Company is applying for the aid money. [See “Financial relief: you have questions and we have (some) answers” (AAG login required) for more info.] However, there are several burdensome stipulations being made by the Department of Treasury as conditions of airlines accepting the money. Although there are no indications at this time that Alaska Airlines management will decline the aid, the outcome is yet to be determined.

Unemployment insurance benefits under the CARES Act

Unemployment benefits are determined by the state in which you are domiciled

There are several increased unemployment insurance (UI) benefits under the CARES Act (or COVID-19 Relief Act). Read more >

UI benefit eligibility, payments and duration of benefits vary by state. The number or proportion of reduced hours to qualify for UI benefits such as under the Low Bid Option also varies by state. UI benefits are determined by the state in which you are domiciled and not the state in which you reside if that is a different state. Click here for eligibility requirements in your state >

UI benefits are very likely for voluntary or involuntary leaves or reduction in hours due to COVID-19

If you take a voluntary or involuntary leave or a reduction in hours because of COVID-19 (that reason is key), then you are very likely eligible for UI benefits under the CARES Act. However, you are probably ineligible for the COVID-19 UI benefits if you are receiving paid sick leave or other forms of paid leave (such as when coordinating sick leave or vacation/Longevity Paid Time Off). Most states have loosened or eliminated job search requirements to be eligible for unemployment related to COVID-19.

Unemployment Insurance typically does not cover employees who took a leave or left their jobs voluntarily unless it was in response to the COVID-19 downturn. That is why it is important to have a verification letter stating the leave/furlough/reduction in hours is due to COVID-19. It is also crucial when applying for UI benefits that you state as often as you can that you are on a leave/furlough/reduction in hours “due to COVID-19.”

Management to “remain neutral” on unemployment claims

Management has committed to “remain neutral” on unemployment claims, which means the Company will not contest claims and therefore the state will exclusively determine eligibility for UI benefits. The MEC is aware of a popular misconception that the state will automatically deny UI benefits if the employer reports the leave as voluntary, but that is not true. 

Reason provided by the Company for the LOA or reduction in hours

Management has informed AFA that the Company will provide the state with the following reason for the respective leave of absence (LOA) or reduction in hours: 

  • “Due to a school or childcare closure because of COVID-19” [School/Childcare Closures or Educational Disruption LOA (EDLOA)]
  • “To self-isolate due to COVID-19” [Self-Isolation or Voluntary Quarantine LOA (VQLOA)]
  • “Voluntary leave of absence in response to a reduction in capacity related to COVID-19” [COVID-19 Staffing Adjustment LOA] 
  • “Due to a reduction in capacity related to COVID-19, the employer has reduced hours for this employee” [Low Bid Option]

Written verification of your leave status

If you do or did not receive a written verification of your leave status or your reduced schedule when approved for the leave or reduced schedule, you may request such verification through the HR/People Resource Line by calling 1-844-899-3617 or emailing HRBP@alaskaair.com. 

Weekly UI payments

The weekly UI payments that eligible workers can receive was increased by $600 through July 31, 2020. The $600 UI payment from the federal government is over and above the UI payment from the state. Combining the federal and state UI payment, it is possible to receive nearly the same income or maybe even more than if you are working depending on your state (Washington is very favorable) and your income during the qualifying period. As stated earlier, you are probably ineligible for the COVID-19 UI benefits if you are receiving paid sick leave or other forms of paid leave (such as when coordinating sick leave or vacation/Longevity Paid Time Off). UI benefit payments are taxable income. Taxes are usually withheld from UI benefit payments at 10% by default unless the employee opts out of withholding.

Which option is best?

Every situation is unique, so the answer will be different for everyone. [Visit the Company’s Alaska AFA COVID-19 Leaves page to learn more information about your leave options, including a side-by-side comparison document: COVID-19 Employee Leave Programs Comparison (AAG login required).]

School/Childcare Closure or Educational Disruption LOA (EDLOA)

  • Duration: Length of the school/childcare closure
  • Documentation: Leave application, proof of closure may be requested
  • Health insurance coverage: Continued and maintained by paying the active employee rates
  • UI benefits: Almost definite yes if unpaid. Very likely ineligible if paid (i.e. coordinating sick leave or vacation/Longevity PTO)
  • Travel privileges: Suspended for FA but remains in effect for dependents

Self-Isolation or Voluntary Quarantine LOA (VQLOA)

  • Duration: Self-selected for up to 30 days but leaves are being extended upon request. (If you desire a longer leave, indicate “30 days but requesting to extend to xx days”)
  • Documentation: Leave application. No additional documentation required if selecting “I wish to remove myself from the workplace due to exposure to COVID-19 but I have not been diagnosed with COVID-19 or am symptomatic.”
  • Health insurance coverage: Continued and maintained by paying the active employee rates
  • UI benefits: Almost definite yes if unpaid. Very likely no if paid (i.e. coordinating sick leave or vacation/Longevity PTO) 
  • Travel privileges: Suspended for FA but remains in effect for dependents

COVID-19 Staffing Adjustment LOA

  • Duration: Bid month
  • Documentation: Leave application
  • Health insurance coverage: Continued and maintained (i.e. paid) by the Company
  • UI benefits: Confidence is high but still untested 
  • Travel privileges: Remain in effect
  • 240/480/960: “Double 480 credit” of 2.667 TFP per day or 82.7 TFP for May

Unpaid VQLOA vs. Staffing Adjustment LOA

On the balance, an unpaid VQLOA is the most flexible leave option and the most likely to be eligible for a UI benefit payment. Flight Attendants can also apply for the VQLOA now—no need to wait until May. However, the Flight Attendant must pay the active employee rate for continuation of health insurance and her/his pass privileges are suspended while on the leave. 

If a Flight Attendant is willing to accept a little risk by potentially going without an income (no UI benefit) for the month of May, then s/he can apply for a Staffing Adjustment LOA. If s/he is successful in obtaining the UI benefit while on this leave, then the FA will have Company-paid health insurance coverage and retain her/his travel privileges in addition to having supplemental income from the UI benefit payment. 

Another option to consider is to go on a VQLOA now through the end of May. If other Flight Attendants have been successful in obtaining a UI benefit payment while on a Staffing Adjustment LOA in May, then one could apply for a Staffing Adjustment LOA in June.

These are very difficult and stressful times for all of us.  This has been a fluid situation, but please know that we are committed to achieving the best solutions possible for our Flight Attendants.  We’ve tried to give you as much current and factual information as possible but there is no ‘right answer’ for everyone.  Each decision must be based on your best assessment of the available options. 

If you are confused by the many opinions and inaccurate information being offered, you are not alone.  Your AFA representatives are committed to ensuring that you have the information you need and will be happy to answer questions.   If you have a question, please reach out to your LEC Officers, either by phone or email.

In Solidarity,

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

AFA Update – March 25, 2020

In This Edition

  • Contacting AFA Representatives for Support
  • Pre-Cancellations (JCBA Section 10.S)
  • REMINDER: Negotiating Committee Interviews – Additional Opportunity
  • Grievance Committee Report

Contacting AFA Representatives For Support

As always, AFA representatives remain available to provide assistance during the current situation.  In order to provide you with the best possible support, we ask that you continue to reach out using the following methods of contact:

AFA Online Support Center.  Contractual concerns, scheduling or reserve problems, and payroll issues can all be reported using the AFA Online Support Center.  Once you open a ticket, your concern will be assigned to a specific AFA representative who will assist you in resolving the issue.  Click here for more information about the AFA Online Support Center.

E-Mail.  Your Local Committee Members, Chairpersons, and LEC Officers can all be contacted by email.  Please refer to your Local Council’s committee roster for contact information for each of your committees.  Your LEC Officers can also be easily be contacted as a group using by email addresses below.  Using the group email address ensures that your question or concern can be addressed as soon as possible by the first available officer.

ANCanc@afaalaska.org
SEAsea@afaalaska.org
PDXpdx@afaalaska.org
SFOsfo@afaalaska.org
LAXlax@afaalaska.org
SANsan@afaalaska.org

When making contact by email, please use your personal email address and not your company-provided Outlook email account.  Company-provided email accounts are subject to monitoring by management and there is no expectation or guarantee of privacy.

Telephone Call.  Telephone numbers for most Local Committee Members, Chairpersons, and LEC Officers can also be found on your Local Council’s committee roster.  If you receive a voicemail prompt, please leave a message that includes your full name, PeopleSoft number, and contact telephone number.  Voicemail messages will be returned as soon as possible and within 24 hours.

In order to ensure that your request, question, or concern is properly documented and receives the appropriate follow-up, please limit contact to one of the methods outlined above when reaching out to AFA representatives.  Text messages, messages sent to personal social media accounts, and other methods of contact may not necessarily be regularly monitored for AFA-related communications and could cause a significant delay in response.

Pre-Cancellations (JCBA Section 10.S)

Scheduling Committee

Pre-cancellations occur prior to your trip, while reassignments occur same day.  Currently, trips are being pre-cancelled, and you may have more than one trip that is affected.  Crew Scheduling may offer more than one alternate trip if multiple awarded trips are cancelled when you call.

If you have a pre-cancellation, a CR code will be placed on your roster. You may acknowledge your cancellation on your roster, however the JCBA requires you to call Crew Scheduling.  If you fail to contact Crew Scheduling prior to your trip, you must report to work as scheduled.  If you are flying during your pre-cancellation, then you are required to call Crew Scheduling no later than release at domicile if the trip reports the next day.

If you do not report at the original show time and you have not contacted Crew Scheduling, you will be subject to the attendance policy and will receive a no-show under Section 32 of the JCBA. Crew Scheduling will send you an email via Outlook and leave a message for you to call them back using your PeopleSoft phone number on file, so ensure your numbers are up to date. You may be offered an alternate assignment (the footprint of which can begin or end 2 hours beyond original footprint of the trip) or you may decline the alternate assignment and waive pay protection. If the flight you are offered has a check in and/or release time outside of the footprint described above, you will have a third option to contact Crew Scheduling the night prior to that assignment. Pay protection may apply depending on the options available at the time you contact Crew Scheduling.  Please refer to sections 10.S.2 and 10.S.3 for your contractual options prior to calling Crew Scheduling.  Please always remember you are able to decline the alternate assignments and waive pay protection. 

The Scheduling Committee has compiled a “cheat sheet” on the pre-cancellation process and section 10.S language that you can access by clicking here.

Questions?

If you have any questions about pre-cancellations or reassignments, please contact your Local Scheduling Committee.

REMINDER: Negotiating Committee Interviews – Additional Opportunity

Master Executive Council (MEC)

The Master Executive Council (MEC) conducted interviews with several Negotiating Committee candidates during the March Regular MEC Meeting.   The candidates interviewed in March ranged from less than one year to eight years of Flight Attendant seniority.  All candidates who met the original deadline of March 3 to express interest will be given the opportunity to interview and will be included in the candidate pool that the MEC will elect the Negotiating Committee from.

It is important to the MEC that the candidate pool is representative of the entire Flight Attendant group.  As such, the MEC has re-opened the expression of interest process for Negotiating Committee Members.  Additional interviews will be conducted at the April Regular MEC Meeting.  The MEC is specifically seeking additional candidates with 25 years or more of Flight Attendant seniority and/or those with previous negotiating experience.  Other candidates will be considered on a case-by-case basis.

Our current Joint Collective Bargaining Agreement (JCBA) becomes amendable on December 17, 2021 but also contains an early opener clause for the negotiating process to begin as early as December 2020.  In anticipation of early openers, the Master Executive Council (MEC) will be conducting interviews for the Negotiating Committee during the April Regular MEC Meeting, to be held April 7 and 8, 2020.  All three Negotiating Committee positions are up for interview and consideration.  Per the AFA Constitution & Bylaws, the MEC President is the chairperson of the Negotiating Committee and rounds out the Committee as the fourth member.

The Negotiating Committee is charged to negotiate and institute the needs and desires of the Flight Attendants into an effective collective bargaining agreement (CBA).  The Committee should have a good working knowledge of the current CBA and be willing to devote their full time to the Committee during negotiations.  The members of this Committee shall serve as the CBA Interpretation Committee until a new agreement is completed.

Selection of Committee Members

  • Any person seeking a position on the Negotiating Committee must submit a resume to the MEC
  • Committee Members will function until a new Committee is selected
  • The Chairperson of the Negotiating Committee will be the MEC President or her/his designee
  • Committee Members are selected by majority vote of the voting members of the MEC (LEC Presidents)

Committee Member Duties & Responsibilities

The duties and responsibilities of the Negotiating Committee shall include the following:

  • The Committee, with the advice of the Staff Negotiator shall have the authority to conclude an agreement, subject to the provisions of Article XII of the Constitution and Bylaws.
  • All members of the Committee, including alternates whenever possible, shall complete a negotiations training seminar prior to writing an “opener.”
  • Be familiar with Union policy and keep abreast of new developments in the industry.
  • Utilize the facilities and resources of the Union and the experience and knowledge of Union Officers, International Office staff and study committees of the Union. (eg., Legal, Retirement and Insurance, Wage and Working Conditions, etc.).
  • Maintain a current record of the:
    • Financial condition of the company.
    • Management lines of authority and methods of communication.
    • Operations statistics and experiences of the airline which may be used in bargaining, grievances, litigation, etc.
  • Be familiar with the wishes of the Flight Attendant group with respect to wages, working conditions, and work rules, through, for example, system-wide distribution of contract surveys, periodic road shows, etc.
  • Prepare the contract opener with the advice of the Staff Negotiator
  • Provide regular updates to the membership on the status of negotiations
  • Proof CBA language and agree with the Company on implementation and effective dates
  • Review tentative agreement with the MEC
  • Prepare membership summary package and Roadshow schedule
  • Present the tentative agreement to the members
  • Proof printed agreement and prepare CBA index
  • Prepare CBA interpretations for new concepts
  • Remain available as a resource for interpretations
  • Maintain a complete record of the negotiations, including proposals, notes and communications, and such record is the property of AFA-CWA.  A copy of this record will be forwarded to the International Office by the Negotiating Committee.
  • Maintain contact, through the MEC President, with IAM, ALPA, TWU, AMFA, and other applicable labor unions on property

Flight Pay Loss Reimbursement

Flight pay loss (FPL) reimbursement will be provided to Negotiating Committee Members at the rate of 6 TFP at “A” pay for 8 hours of work.  FPL is not reimbursed for days that solely contain travel to/from an activity.

Expressing Interest and Interview Scheduling

The MEC will hold interviews during the April Regular MEC meeting from April 7-8, 2020.  Please plan to arrange your schedule accordingly to accommodate.

Interested candidates should submit an expression of interest and resume online at https://forms.gle/YGCUtxVETB3z9aZW7.  The deadline for submissions is 5 PM Pacific time on Friday, March 27.  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.

Questions?

Any questions regarding the Negotiating Committee positions or application process should be directed to MEC President Jeffrey Peterson at jeffrey.peterson@afaalaska.org.

Grievance Committee Update

Grievance Committee

The Master Executive Council (MEC) has been very hard at work ensuring disciplinary due process and contractual compliance on your behalf.  The contract requires a minimum of 13 arbitration dates yearly to dispute 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. 

Steps of discipline are confirmation of oral warning (COW), written warning (WW), suspension (varied number of days) to termination.  COWs, WWs, and suspensions remain in the Flight Attendant’s file for 18 months, and then are removed.  If a Flight Attendant is in a step of discipline and gets another violation, the new violation will build on the previous violation.  Management doesn’t always progressively travel up the steps of discipline.  If management investigates a Flight Attendant for theft or abuse of sick leave, for example, management will terminate the Flight Attendant if there is evidence to support its findings; if there is no evidence, then the Flight Attendant will most likely be issued a record of discussion (ROD). A ROD is not considered discipline.  There is no middle ground for certain violations.  

Subject of Most Recent Discipline

In order to keep terminations low, we want to give you an idea of what areas management has recently focused on in regard to disciplining (including terminating) Flight Attendants.  See below: 

  • Theft.  Anything other than an opened/used bottle of water, unused pilot crew meal or purchased food removed from the aircraft will result in termination.  (Temporarily there are Covid-19 exceptions).  
  • Sick leave and FMLA abuse—Terminations on the rise due to travel audits among other things.  Anything written in the comments posting of trip trades and personal drops can be seen, even if eventually deleted.  If management determines abuse it results in termination.  
  • Timecard fraud—For example: Holding the door open to obtain sit pay.  Management has terminated for this violation.
  • Drug/Alcohol violations
  • Harassment
  • Reserves commuting during reserve availability period even if self-assigned a trip. Management has terminated for this reason several times.
  • Social media violations Including “friending” passengers on FB from information gained from the IMD
  • Commuter Violations-1. Flight Attendant released from DHD and used D8Y home; 2. Flight Attendant used D8Y when they picked up out of base; 3. Flight Attendant used D8Y to/from incorrect cities; and 4. Flight Attendant used D8Y for pleasure travel.
  • Lost IMD or other required items
  • Failing to complete CBT—even if Flight Attendant just forgets to hit the close out x at the top to switch it from in process to complete.

Recent and Upcoming Arbitration/Mediation

ArbitrationThursday, January 30Disciplinary Grievance
MediationTuesday, March 3Contractual Grievance
ArbitrationTuesday, March 31 (postponed)Disciplinary Grievance

Recent Settled Grievances

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.

Settlement:  The Company will issue one $5.00 (five dollar) Starbucks gift card to Flight Attendants who were employed by Alaska Airlines as Flight Attendants as of 12/31/15, except for those based in ANC as of that date. Management agrees not to issue non-negotiated compensation related to the contractual attendance policy. This is not intended as an agreement that non-negotiated compensation is or is not permissible in other circumstances.  

Note:  The settlement will be distributed when management can obtain the correct information regarding which FAs were based outside of ANC at that point in time.  

Grievances Recently Granted by Management 

Grievance No.:  36-99-2-161-19- Violation of §12.E Withholding Trips from Open Time.  This grievance alleges the Company’s violation of Collective Bargaining Agreement §12.E [Exchange of Sequences:  Open Time], past practice and all related sections of the Collective Bargaining Agreement when its Jeppesen Crew Access (JCA) failed to immediately place all uncovered sequences or portions of sequences including but not limited to sick calls, Management Drop(s), Personal Drop(s), leaves of absence, jury duty, bereavement leave.

Management’s Response:  On September 24th, during a scheduled JCTE release, a bug was unknowingly, and regrettably, introduced to JCTE that caused long delays (up to 10 minutes at times) in trips showing up in Open Time if a scheduler made a change to the sequence.  Although the company did not intentionally delay these trips from showing up in Open Time immediately, the bug in the system did cause a delay. For this reason, this grievance is sustained. This issue was resolved with the November 8th JCTE release.  

Grievance No.:  36-99-2-20-20-Violation of §25.C.1 Failure to Include ASHSC in Safety Meeting.  This grievance alleges the Company’s violation of Collective Bargaining Agreement §25.C.1 [Air Safety Health and Security:  Safety Meetings], past practice and all related sections of the Collective Bargaining Agreement when on or about January 13, 2020, it failed to include the Air Safety, Health and Security Committee (ASHSC) in a reactive safety risk assessment (SRA) meeting regarding unaccompanied minors who are sent to the wrong destinations.  

Management’s response:  After investigation, I agree with you that we did not appropriately include the ASHSC in the SRA meeting regarding unaccompanied minors who are sent to the wrong destinations.  Going forward, the ASHSC will be included in all inflight safety meetings that the Cabin Safety Manager is invited to attend.  As such, this grievance is sustained.  

Grievance No.:  36-99-2-27-20-Violation of §12.F.3 Threshold Sequence Number Determination for Seattle Domicile February 2020.  This grievance alleges the Company’s violation of Collective Bargaining Agreement §12.F.3 [Exchange of Sequences: Threshold Sequence Number Determination], past practice and all related sections of the Collective Bargaining Agreement when on or about January 16, 2020, it was discovered Crew Planning did not review and increase the Threshold Sequence Number (TSN) for the Seattle domicile from 12 to 13 for February 2020.  

Management’s response:  After investigation, I agree with you that we did not appropriately increase the TSN for the Seattle domicile from 12 to 13 for February 2020, prior to Open Time commencing on January 16, 2020.  For this reason, this grievance is sustained and the Director of Crew Planning and the Director of Crew Scheduling commit to working together to develop a documented process to ensure this does not happen again in the future.

Grievance No.:  36-99-2-30-20-Violation of §30.C.1 Training Pay.  This grievance alleges the Company’s violation of Collective Bargaining Agreement §30.C.1 [Training:  Training Pay/Recurrent Training], past practice, and all related sections of the Collective Bargaining Agreement when its 2020 Recurrent Training (RT) home study exceeded five (5) hours; per the agreed upon computer based training (CBT) run time test process, the run time was calculated to be six hours and twenty six minutes (6:26).

Management’s response:  After investigation, I have found the above referenced information to be true and therefore the grievance is sustained.  Our agreed remedy is that each Flight Attendant that completes the 2020 Recurrent Training (RT) home study will receive a flat pay out of $125.00 versus the $75.00 flat pay out referenced in Collective Bargaining Agreement §30.C.1.

Grievance No.:  36-99-2-37-20-Violation of §30.A.2 Training Hours.  This grievance alleges the Company’s violation of Collective Bargaining Agreement §30.A.2 [Training:  Hours], past practice, and all related sections of the Collective Bargaining Agreement when on or about January 24, 2020, Flight Attendants attending Recurrent Training (RT) in SEA were released at approximately 5:08pm, eight (8) minutes past the contractual release time of 5:00pm.   

Management’s response:  After investigation, I have found that on the date referenced above, that the class did in fact release at 5:08pm.  This class ran late due to the addition of the flashlight exercise at the end of the day.  For this reason, the grievance is sustained.  The agreed upon remedy is 1 TFP for all Flight Attendants who attended this class.

Grievance No.:  36-99-2-125-20-Violation of §30.A.2 Training Hours.  This grievance alleges the Company’s violation of Collective Bargaining Agreement §30.A.2 [Training:  Hours], past practice, and all related sections of the Collective Bargaining Agreement when on or about February 14, 2020, Flight Attendants attending Recurrent Training (RT) in ANC were released at approximately 5:28pm, twenty-eight (28) minutes past the contractual release time of 5:00pm.    

Management’s response:  After investigation, I have found that on the date referenced above, that the class did in fact release at 5:28pm.  The R2 training door was not airworthy and had to be re-built late the night before, pushing hands-on and drill evaluations to the second day.  For this reason, the grievance is sustained.  The agreed upon remedy is 6 TFP for all Flight Attendants who attended this class.

Grievances Recently Filed and Awaiting Response from Management 

None

More Information

For more information, including the status of previously filed grievances, please visit the Grievance Committee Activity Page.

Questions?

Please contact your Local Grievance Committee if you have any questions about the Grievance Committee update.

Update on Open Time Back to Book

Contractual Modification Approved by Roll Call Vote

By majority roll call vote, the Master Executive Council (MEC) has approved a contractual modification that will maintain the current open time trading rules inclusive of Section 12 Exchange of Sequences.  This modification will remove the requirement to program back to book trading rules and the application of Section 12 Exchange of Sequences: Back to Book.

Not an Easy Decision

This was not an easy decision to make because there are valid arguments for and against granting a contractual waiver. The MEC voting procedure outlined in the AFA-CWA Constitution & Bylaws, Article VII.D.5.b [Master Executive Councils –> Master Executive Council Meetings –> Voting], allocates each voting member (LEC President or designee holding proxy) of the MEC one vote on any issue before the MEC. A majority determines the outcome, unless a roll-call vote is requested. During a roll call vote, each voting member of the MEC casts one vote for each member in good standing s/he represents. 

Roll Call Voting Record on Back to Book

The motion put forward was to direct the MEC President to draft a side letter of agreement to strike out all of Section 12 Exchange of Sequence: Back to Book and execute the sideletter with management.  During the roll-call, votes were cast as follows: 

Council number, number of active members in good standing, name of voting delegate, votes for the motion, votes against the motion 

CouncilDelegateTotal VotesVotes ForVotes Against
15 SANMcGee39229993
18 LAXRichardson1070535535
19 SEATaylor23082058250
30 ANCCook36796271
35 SFOOsborne78376518
39 PDXde’Medici620520100
Total554042731267

Based on the votes of the LEC Presidents (and proxy holders), the motion was adopted by a vote of 4273 votes for the motion and 1267 votes against the motion.

Interested in more information regarding Back to Book?

We are aware that nearly half of our Flight Attendants have never worked under the trading rules contained in Back to Book, nor do they have any familiarity with eMaestro.  Background information is available below.

Questions?

If you have any questions about the Open Time, back to book, or the MEC vote, please contact your LEC President.

In Solidarity,

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

Back to Book – What Does it Mean?

On May 1, 2006, Alaska Airlines Flight Attendants ratified a Collective Bargaining Agreement through May 1, 2010. In 2010 during an economic downturn, Alaska Flight Attendants ratified a contract extension through May 1, 2012, with an early opener clause in 2011.

The 2006 CBA contained negotiated and ratified open time provisions that were incorporated into the system known as E-maestro, the predecessor to Crew Access. Alaska Airlines management and AFA disagreed on the application of the rules and trading when Crew Scheduling violated our agreement by withholding trips from open time.  The parties agreed to utilize the grievance process, and AFA filed grievance #36-99-2-18-11.  A neutral third-party arbitrator ruled against AFA in the final and binding arbitration award and provided a decision to both Alaska Airlines management and AFA on how to incorporate and interpret the agreed language.  This arbitration award is consistent with the 2018-2021 Joint Collective Bargaining Agreement, which may be found in Section 12 Exchange of Sequences: Back to Book.

In November 29, 2011, AFA and Alaska management met to discuss early openers and begin the negotiation process of Section 6 negotiations under the Railway Labor Act.  The parties agreed on December 12, 2013, to put forward a tentative agreement for membership consideration that subsequently failed.  This required another round of negotiations that began on June 25, 2014.

When the second tentative agreement passed it contained an open time trial period with a cancellation clause, Section 12.F Exchange of Sequences.  The open time trial was negotiated due to feedback from members who were unhappy with the trading rules combined with the arbitration award.  This required the negotiating committees to look for ways to improve the arbitration award and bring flexibility back to our schedules. 

On July 8, 2016, we selected our Joint Negotiating Committee, and began working towards a joint collective bargaining agreement to combine Alaska Airlines and Virgin America into a single carrier. On July 21, 2016, we cancelled our Open Time trial with Alaska management. The cancellation of the Open Time Trial is pursuant to Section 12.F.9 and required the parties to begin negotiations on a successor system.   

In the midst of this, on January 30, 2017, we transitioned from E-Maestro to Jeppesen Crew Access (JCA). 

Negotiations for a successor system deadlocked in 2019 due to implementation penalties and a disagreement on the proposal with Alaska management. This required the MEC to compare our current system with the rules that applied to back to book. We reviewed the trading rules, TFP, open days, adequate reserve coverage, 25% funding, day for day trading, implementation, dropping, threshold sequence numbers and other components.  After reviewing the two systems our MEC made the decision that it was in the best interest of the members to maintain the current system and spend our time preparing for early openers of contract negotiations in the fall of 2020.  

AFA Update – December 6, 2019

In This Edition

  • PBS Software Update

PBS Software Update

Scheduling Committee—PBS Subcommittee

A PBS update occurred on Nov 25th that likely makes it necessary to clear your browser’s cache. This is especially important if using the ‘new’ version of Navblue (the one they refer to as ‘WebApp’). If you get an error message when trying to log in or certain tabs aren’t working as they should then this is a sign that you must clear your cache.  You should be seeing version 19.4 on both the old and the new PBS website.

On the Inflight website, there is an ‘Alert’ posted at ‘Schedule and Bidding’ with a link to instructions for clearing your cache.  Instructions are provided for Chrome, Safari, Internet Explorer and Firefox.  These are the only supported browsers when accessing NavbluePBS. On the PBS Info Page you’ll see a list of supported devices and browsers.

This latest update brings a huge improvement in log in time.  In addition, with some bid preferences there is less ‘clicking’ needed and the ‘Start Bid Group’ button (used to begin a new bid group) has now moved to the right side of the page.  The order of some bid preference sub-menus is more logical and there were some minor bug fixes in this latest update.

No changes occurred on the ‘old’ version of Navblue.. Both the old and new websites are ‘live’ and whatever is ‘submitted’ on one will then reflect on the other. The old PBS website still works perfectly fine for bidding but is lacking all of the advanced features of the new website. No further changes are planned for the ‘old’ PBS website unless absolutely necessary.  Navblue is urging all airline customers transition to the ‘new’ website. When a decision is made on a firm cutover date we’ll communicate that to everyone. 

https://asapbs.navblue.aero/webapp/#/

Questions?

If you have questions, contact the PBS Subcommittee at pbs@afaalaska.org

Yet Another System Malfunction (This Time Vacation Trading)

Your Master Executive Council (MEC) is aware that the vacation trading system malfunctioned for approximately 25 minutes just as vacation trading opened for Seattle around 2 PM PT. Just like with the recent Crew Access malfunction, this all went down despite a whole crew of IT personnel monitoring the vacation trading system. Access was restored immediately following the outage, but the root cause is still not known as of this writing. We will continue to monitor and report issues to management for resolution.

A dedicated AFA representative was monitoring the system with IT throughout the entire day from 8 AM to 5 PM PT. Once there was a known issue, our AFA rep was immediately briefed and worked alongside those with first-hand knowledge of the system to find a quick resolution. Despite those efforts, the MEC is once again extremely disappointed in the results—just like you are. 

We want a vacation trading system (and a trip trading system and a payroll system) that meets the needs of our Flight Attendants. Anything less is unacceptable. The MEC has heard you loud and clear: You don’t want apologies. You want results. And you demand systems that meet our contractual requirements. 

AFA leadership has and will continue to communicate to management the universal frustration our members feel about the various Company IT systems—and the expectation is that management should stop talking about it, and FIX it!!

In Solidarity,

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

Refreshed Inflight Mobile Device (IMD) Distribution

This message is for pre-merger Alaska Flight Attendants Management has recently informed our Master Executive Council (MEC) that they are distributing new Inflight Mobile Devices (IMDs) to Flight Attendants with devices nearing the end of their lifecycle. The specific schedule for this distribution will be communicated by management separately. Flight Attendants with the oldest devices […]

Scheduling Committee Meeting Recap – September 2025

This message is for pre-merger Alaska Flight Attendants On Tuesday, September 23, our pre-merger Alaska AFA Scheduling Committee Chairpersons and Representatives met in person at Alaska Airlines Corporate Headquarters 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), […]

Meet Our Pre-Merger Alaska Committee Chairperson & Representatives

This message is for pre-merger Alaska Flight Attendants We’re excited to introduce the first group of pre-merger Alaska MEC Committee Chairpersons and Representatives for the upcoming MEC Officer term. They’ll begin transitioning into their roles over the next few months and officially start their terms on January 1, 2026. Below, you’ll find brief biographies that […]

Inflight Service Committee Meeting Recap – 3rd Quarter 2025

On Thursday, September 18, our AFA Inflight Service Committee Chairpersons met to discuss their ongoing efforts to represent our Flight Attendants and advocate for improvements in our workplace. Although our Inflight Service Committee has now merged, meetings with management continue to focus primarily on the Alaska or Hawaiian brands individually. This particular meeting was centered […]

Vacation Survey Closing Soon

There’s just 1 DAY LEFT to complete the crucial vacation survey that will help shape future provisions—your insights are essential for advocating the best outcomes for all Flight Attendants. The survey is currently open and will remain available until Wednesday, September 24 at 12 PM PT.

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