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Analysis of the Economic Impact of the COVID-19 Pandemic on Alaska Airlines and Maximizing Bargaining Leverage in Upcoming Flight Attendant Contract Negotiations

A message from Aviation Economist Dan Akins of FlightPath Economics, LLC
(Compiled from the 2nd virtual roadshow transcript and lightly edited.)

Hi everybody. I have been in the industry for about 38 years. Kind of like (AFA Director of Collective Bargaining) Joe (Burns), I’m involved in a lot of different negotiations inside AFA and outside. I do mechanics, pilots, rampers (and) dispatchers. I’ve helped with the last Alaska AFA contract, and my role is essentially trying to keep track of each company and their place within the industry as well as the industry’s overall health.

Thanks for inviting me to this important decision-making process regarding your extension. As I mentioned in the introductions, I’ve been in the business for a long time, and negotiating sessions all have a context. The most important context for labor is to hit the timing well, meaning you have leverage when you’ve got profitable companies. We had about 10 years’ worth of profitable industry results that were punctuated by this unforeseen pandemic, and the context really is that the industry is different than it was during any pandemic, or crisis, or war, or after 9/11, in that it’s more consolidated–and Alaska’s obviously participated in that consolidation.

So, the industry is different, and this crisis is different, and one of the ways it’s different is that with a consolidated industry (there is) more control with fewer carriers. We also had PSP grants, of which Alaska has taken about 1.6 billion dollars. That’s never happened before. So, the odd thing about the worst crisis the airline business has ever faced is that no carrier has declared bankruptcy. No large carrier. So that’s different. But what is not different is we are still climbing out of the worst hole the industry has ever faced.

I want to talk to you about what that means regarding your vote for your TA and what it means likely for the future. My biggest concern is, you want to regain the foothold in leverage that you had in bargaining prior to the pandemic which was strong across the industry based on company results. So, I want to talk to you about generally what everybody knows about Covid-19: It was bad. How bad was it for the industry? How bad was it for Alaska? What are the prospects for the industry’s recovery and what are those prospects based on?

So about I think October, September last year, most of the industry analysts were saying that Covid impact on the airline business was worse than all the other impacts that have ever affected the airline business. Now what does that mean? The industry had 20 billion dollars in profits in 2019, and we swung to 35 billion in losses in 2020. That’s a 55-billion-dollar swing in a year. That has never occurred.

The way we stayed out of bankruptcy is government loans and PSP programs to support our payroll and our benefits. The impact back in September, October was foreseen to last as long as five to eight years. The most aggressive analysts (optimistic analysts) were saying maybe two or three. Now from Alaska’s perspective, it has hurt the company, it’s hurt its profits, it’s hurt employment potential, it shut its growth for the industry. Domestically last year at this time we only had about 10% of the normal ridership in April that we normally have across the industry. Right now, we’ve got about 60% so it’s a vast improvement and it’s on an upward trajectory.

The worst place to be as far as an airline position is to depend on business traffic or long-haul international revenue because those markets are dependent on international criteria (and) all kinds of restrictions on flights. The loss of international traffic last year at this time was almost 100% with 99.2 percent of all international traffic evaporated last year during April. Right now we’re about 25 percent back, (which is) 75 percent below where we should be.

So, the good news is for Alaska is that Alaska does not participate in long-haul wide-body international flights that are the worst affected. That helps the prospects for Alaska’s recovery. It also helps the prospects for carriers that are primarily domestic and primarily discretionary. That is vacation traffic that’s pent up and if any of you have flown on the “sun markets,” (such as) the Hawaii markets (and the) California markets, those airplanes are full, and the prices are high. That is sort of the ballast for the recovery at Alaska.

Know that people have retired. You know there was a temporary furlough (of) employment at Alaska and employment in the U.S. is about 60,000 fewer people employed today in passenger carriers than were here last year. That’s despite Covid early retirements, voluntary leaves, etc.

Right now, Alaska has reported its revenue (is) off by about 63 percent and as I mentioned Alaska did take the beneficial program known as PSP (or) Payroll Support (Program). There’s a third round (and) I’m not sure if Alaska signed up to take the third round, but essentially, we’ve gotten this huge benefit to save our jobs and save our payroll. Alaska’s cash is more than six times what it normally is in a regular year. In a regular year Alaska usually carries a couple hundred million dollars in cash on its balance sheet and that’s important because it’s a measure of liquidity that if something came up Alaska could handle it with what it has in the bank right now. Alaska has about $1.4 billion however Alaska has already taken on another $1.2 billion in debt.

The good news for Alaska is that the debt exposure and the ability to pay it off with cash is almost 100 percent so Alaska didn’t borrow money to buy airplanes or fixed facilities. Alaska borrowed money to generate cash and so Alaska even says in its (Form) 10k that they are largely prepared to pay down the increase in debt when the industry is stabilized. The industry hasn’t stabilized yet, (and) we’re still crawling out of this industry hole.

So, when you think about where we are in terms of leverage, Alaska reported the largest loss like every other carrier in 2021 from operating profits of $1.1 billion. (I know I’m throwing around a lot of numbers.) $1.1 billion in 2019 was the operating profit minus $1.7 billion was the operating loss in 2020. Now the first half of 2021 … is approaching break even on a cashflow basis. On a profitability basis after you pay for everything–after you pay for the debt service (on) the airplanes (and) all the non-operational costs that every airline has to bear–the front end of the year is going to be a loss (and) a pretty big one.

The back end of the year looks like a profit. On balance Alaska is likely to post a $600 million operating loss but that is mostly because we’re going to lose about that much in the first quarter and about half that much in the second quarter and then slowly rebuild according to expectations in the third and fourth quarter of this year. So, when we hit the amendable date of the current contract, we will have had two years of horrendous losses which again according to what Joe has said and from my background, bargaining from a position of strength means that you’re bargaining from profitability and that’s what we don’t have going into December.

However, the good news is according to Wall Street forecasts, 2022 looks highly profitable: about two-thirds as profitable as 2019. Then 2023 as much as anybody can hope looks like it’s even more profitable getting back to around a billion dollars in operating profit. So again, I think the fundamental choice you have is do we go in and expose ourselves to the negative side of the environment or wait a year, get a pay raise (and) keep ourselves positioned as the number two or three highest paid Flight Attendants at top of scale in the industry and wait until things get better so we can leverage that situation and look back at this period as a temporary problem that Alaska and the industry was able to conquer.

Alaska is very well positioned to become profitable as fast as just about anybody in the business, but it’s going to have to wait for about another year before we’re back to a position of strength where Alaska can build on its profits, and (then) we can leverage that at the bargaining table…. I think getting a TA with a one and a half percent in normal times might not seem that great, (but) in the most cataclysmic times that have ever occurred, I think it’s almost incredible to be able to do this.

The Impact of the COVID-19 Pandemic on Flight Attendant Negotiations

A message from AFA Director of Collective Bargaining Joe Burns
(Compiled from the 2nd virtual roadshow transcript and lightly edited.)

Hi everybody. I’m Joe Burns, director of Collective Bargaining at AFA. I’ve been at AFA for 20 years. I’ve been doing bargaining (on) most contracts in the industry (that) I have worked on in one capacity or another. For the last five years I’ve been director of bargaining overseeing our bargaining at various carriers.

I just want to give you a little background on bargaining in the industry over the last couple years and how this contract extension fits into that. If you rewind the clock about a year to a little over a year and a half what you find is that we were in a very sort of offensive mode of bargaining where we had Flight Attendant work groups demanding increases in pay and improvements. We had a big battle going on at Hawaiian Airlines that (Aviation Economist) Dan (Akins) and myself and (AFA Senior Staff Negotiator) Paula (Mastrangelo) work closely with the Flight Attendants there where we took a strike vote we were doing picketing and very much seeking improvements.

Overall, the American Flight Attendants were back at the bargaining table after their joint contract that had been put together in 2015. At end of 2014 the United Flight Attendants had an early opener (and) you all here at Alaska had an early opener coming up and Spirit had an early opener coming up. So overall we had a lot of bargaining going on.

We were really sort of pressing the issue to get improvements then the coronavirus hit, and you know by the by the time we were getting into February and march of last year the bargaining climate shifted dramatically. Through some very hard bargaining we were able to get our deal done at Hawaiian right before they shut down the state, but it was really a photo finish. The horizon Flight Attendants were able to get a deal but that was done before the crisis really hit although they voted on it during that period.

But other than that, groups that did not have locked in agreements found that their bargaining stalled out rather dramatically. The American Flight Attendants were in Section 6 bargaining. They haven’t bargained for a year. I’m working with that work group, and I think our analysis there has been that it has not been a good time to be in bargaining. We were concerned about (American management) coming in and demanding concessions and trying to take away work roles. When the company is losing millions of dollars of cash each day, it would be hard to win any types of improvements. So that bargaining got put on hold.

Beyond that I think a lot of the work that the unions and the companies have been doing for the last year have been focused on doing side letters dealing with furloughs and so forth, and there hasn’t really been the attention that would have been given to negotiations. So, in general what we’ve seen throughout the industry’s work groups … who are in bargaining are pausing their negotiations, so that would be the American Flight Attendants. At Southwest I think there was an attempt to keep the bargaining going, but pretty soon management started demanding concessions, so those negotiations have slowed down.

In work groups that had bargaining coming up, pretty much across the board the Flight Attendants have opted to delay the early openers in their negotiations. Your group already did that once. The Flight Attendants at Spirit Airlines delayed their early opener. The Flight Attendants at United did not exercise their early opener. All of these groups based (their decisions) on an analysis that this is not the time that you want to be in bargaining. You want to be generally bargaining during an upswing. I think you know six months ago before we got the payroll support programs passed, the real concern is that management would use these negotiations as a way–because we had open contracts–of trying to force through concessions, frankly.

So anyway, that that was the overall framework. I think Dan can talk more to the economics of it, but we’re predicting that the bargaining climate is going to continue to be difficult for the next several years. We’re hopefully starting to see an uptick, and we’ll get through the worst of the pandemic crisis, but when the company spends down a lot of their cash reserves (and/or) when they borrow money, then it creates a bargaining climate where they’re pinching pennies for the next number of years, and we’re going to have to fight to get whatever we can get frankly. So, for these negotiations in particular I think what sort of made sense is at some point it was in our interest to be pushing back negotiations for the reasons that I’ve stated.

But then at a certain point I think the discussion of your MEC leadership was if it’s in our interest to delay negotiations, (so) why don’t we see if we can get some immediate increases for Flight Attendants to do what’s in our interests anyway, which is to delay the negotiations. So, I think that’s really where the thought process is in terms of getting a one and a half percent increase and then going back to the table in another year. I think that’s probably more in line with where the negotiations are going to be throughout the industry, which is as I’ve indicated, having somewhat of a pause (or) a regrouping and then be(ing) able to go back to the table and push offensive demands.

Q: I heard that in the proposed Open Time system you are locked out of all Open Time trading on a closed day. Is that true?

A: No.

In the proposed Open Time system, all Open Time trades are allowed on a closed day(s) (including the days automatically closed four days prior) except for:

  • Direct (straight) drop(s) (from a FA to Open Time) on the closed day(s), and
  • Trading out of the closed day(s).

Again, all other types of Open Time trades are allowed as long as you do not drop or trade more than 40 net TFP into Open Time (the “Net 40”) in that bid month. Day-for-day (or greater) trades are allowed on closed days either on a trip-for-trip basis or by a single transaction multiple trade. This is very similar to the trading rules in place under the previous “Back to Book” trading system (prior to late 2015).

Example: Open Time is automatically closed today (the 10th) and for the next four days (11th, 12th, 13th, 14th). You have a 4-day starting tomorrow (11-14). You may exchange your 4-day for any of the following trips in Open Time as long as you have not dropped or traded more than 40 net TFP into Open Time:

  • 2-day today (10-11) + 3-day 12-14 [day-for-day and greater via a single transaction multiple trade]
  • Different 4-day 11-14 [day-for-day]
  • Turn tomorrow on the 11th + all-nighter turn 12-13 (single duty period spanning two calendar days) + another turn on the 14th [day-for-day via a single transaction multiple trade]
  • Any combination of trips from Open Time as long the trips operate on (i.e. cover or touch) the 11th through the 14th.

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Are you flying a trip to Belize? 

As Alaska Airlines gets ready to launch their new service to Belize City, AFA wants to share some information on the region and our hotel.

Please remember, as with all places we fly, you need to exercise caution when at the hotel and surrounding areas. Currently, the Belize has a RED Level 4 (Do Not Travel) Travel Advisory. In addition, they have a “Level 4: Very High Level of COVID-19” (the highest warning level) warning for the virus. The CDC is highly recommending against travel to Belize if you are not fully vaccinated, as well as wearing a mask, and 6-foot social distancing. 

Because of the COVID-19 crisis in the country, they still have a mandatory curfew in effect of 7:00PM or 8:00PM (the curfew times change based on the day, so check with the front desk). All businesses will close, and nobody is permitted to be out and about. All restaurants, stores, etc. will close at curfew time. You can use the facilities at the hotel after those hours, however, you are not permitted to leave the property. Please note that bars, night clubs, etc. have not re-opened at this time. 

Crew members are NOT exempt from curfew. The fine for breaking curfew is $500BZD (approx. $250USD) and could affect your ability to work the return flight. Also please note, if an issue arises and you need assistance, the US Embassy is located 1.5 -2 hours away in Belmopan, their number is +501 822 4011. 

The nonstop flight from Seattle is scheduled to land at 4:44pm, after clearing customs and the 20-minute shuttle ride, there is a chance you will be in the hotel prior to the start of curfew, however, we highly suggest staying on property. Our hotel is located across the street from the President of Belize’s offices, therefore, they have been given a special permit to keep their restaurants open until 11:30PM and the gym 24-hours, for the President, his staff and security detail to utilize, which is part of the reason this hotel was chosen. 

A few things about the hotel:

  • Located 15-20 minutes from the airport.
  • Gym is Air Conditioned and available for our use 24-hours a day. 
  • This hotel has all outside facing doors to the courtyard, however, is completely walled in and secure. 
  • There is a swimming pool on site.
  •  The hotel is 2-stories, and there is no elevator. Crew members will need to carry their bags up one flight of stairs, however, if the Concierge is on duty, they may be able to assist. 
  • There is a restaurant on site, the discount will be announced shortly
  • No non-working crew or guests will be allowed in van, working crew only. If you are bringing guests, make sure to schedule pre-arranged transportation. UBER is NOT available in Belize, and taxis are not reliable always, so we suggest scheduling a transfer ahead of time through a local tour operator if bringing guests.
  • There is bug spray available at the front desk to use, however we highly advise you bring a can. The bugs in Belize are currently very heavy and the size of humming birds ?. 
  • Microwaves and refrigerators are available in every room. Keep in mind the rules are very similar to Hawaii or Mexico. They do not allow anything that could bring pests into the country. Declare any food items you bring and they will be inspected, however Crew are NOT exempt from the rules and all food products are at risk for being rejected through customs, so take at your own risk. 
  • Free Wi-Fi
  • 2 bottles of water provided in every room
  • Hotel water and ice are filtered and safe to drink. 
  • There are limited sundries available in the gift shop. 

ZIKA VIRUS: Belize currently has a high warning level for ZIKA. If you are planning on getting pregnant soon or currently are, we suggest notifying crew scheduling so you can avoid this flying. This rule applies to all flight attendants, regardless of gender. Please review AFA LOA 2017-03-23 for more information.

 We realize many people will question why this hotel was chosen, with no elevator, inside rooms, etc. This hotel was the best choice in the city to fit our needs. All other hotels are required to follow the curfew orders, and closed gyms, and restaurants. This hotel has a waiver to operate, so provides the best opportunity for crews to find food. The president has ordered air conditioners be shut off in gyms and other facilities until further notice, to reduce the spread of COVID. Since his employees utilize this gym, he has issued a waiver for this property only. 

We also realize people will question why we are flying to Belize, when crime, COVID and ZIKA warnings are so high. Yes, Belize City is considered dangerous, however, other parts of Belize are extremely attractive to travelers. Once outside the city, there are lots of things to do, and Belize is home to some of the best tourist attractions and diving in the world. Most of our passengers will be connecting on to Ambergris Caye, Scuba Live Aboard Boats and many other areas of Belize. 

OTHER HOTEL UPDATES:

As business rebounds, we may see some temporary re-locations due to lack of availability at our regular crew hotels. The company continues to struggle to find availability in some locations due to closures and staffing. Certain cities still have many hotel closures (either permanently or temporarily due to staffing issues) and some hotels are at capacity of what they can handle with their staffing levels, as are some of our transportation providers. 

With our fortunate rebound of air travel, we may be over capacity/allotment at our contracted locations. We will work hard to make sure we fight for the best properties available to us. Here are some of our known temporary locations:

  • ATL: Some layovers will be moved to the Embassy Suites at the Airport. This will remain our temporary hotel until the Hilton has finished its full renovation. They will try to re-locate the short layovers (AM departures) first. 
  •  FLL: The B Ocean will be over capacity for some days in November and December. We will re-locate to the Hyatt Centric Las Olas from November 12-15 and to the Hilton Fort Lauderdale Marina from December 3-6. 
  •  IAD: Construction continues at the Hilton Fairfax, so we will continue to stay at the Marriott Tyson’s Corner until further notice. 
  •  MCI:  The Sheraton Crown Center will be having a transformer replaced in the building, so they will be losing all power. From November 20-27 we will be re-located to the Westin Crown Center. 

Beginning November 1, our Columbus Hilton property will begin a minor renovation. This is soft goods only and should not result in much noise. They are replacing bedding, curtains and other soft goods. They will also be replacing carpeting (which will be the loudest task). During this process, they have said they would keep a 3-4 floor buffer between airline crew and the work. In addition, the Hilton is completing a new tower across the street called Hilton 2.0. Once completed we will move to the new tower. 

In Charleston, the Cambria hotel has started a shuttle that operates within a 3-mile radius of the hotel. It is available on demand based on availability between 4pm-10pm M-F and 2pm-10pm on Saturdays. 

We continue to receive requests to get the downtown Portland layovers back. Please note that this will not happen soon. A security assessment/review was completed over the last weekend of September, and there were 16 shooting events in the downtown area and 3 in the Lloyd Center area. The situation will continue to be monitored for any future moves. 

Your feedback is ESSENTIAL in the decisions on future hotel locations and properties. We request that you complete a Crew Care report for any issues that take place. These reports go directly to the AFA Hotel Committee, API and management, and EVERY report is brought to the attention of the hotel and/or transportation provider for answers. Also, compliments are just as important whether about the hotel or an employee and/or driver, etc. When a locations contract is coming to an end and we are scheduling site inspections, all Crew Care write ups are taken into consideration, both bad and good. If you are unaware of how to access Crew Care: Inflight Website, Hotel Travel & Station, Hotel Links, My Crew Care. It is also available on your IMD. 

Thank you for taking the time. Please reach out to your hotel committee if you have any questions. 

In Solidarity, 

Your Seattle Hotel Committee

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.

Master Executive Council (MEC) and Grievance Committee

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 1st. 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.  

Recent Changes to COVID-19 Policies – Part 2

Master Executive Council (MEC) and Grievance Committee

In This Update

  • Presidential Executive Order Vaccination Mandate

Presidential Executive Order Vaccination Mandate

Alaska Airlines and Horizon Air are government contractors and their employees subject to the related vaccination requirements under the Presidential Executive Order

As you have almost certainly heard by now, Alaska Airlines and Horizon Air have determined that they are federal contractors and therefore their employees are subject to the vaccination requirements under the Presidential Executive Order. See the Company email to all employees “Important information about required vaccinations“ (September 30, 2021) for more information. Southwest, American, JetBlue and other airlines have likewise determined that the mandate applies to them.

What does this mean for Air Group?

First and foremost, vaccine mandates are legal and constitutional. The government has a compelling interest in public health, and the United States Supreme Court has upheld vaccination mandates in the past. Under the Executive Order (EO), all Alaska Airlines and Horizon Air employees will be required to be fully vaccinated or have an approved exemption on file as early as December 8, 2021 (unless this date subsequently gets pushed).

Immunity from a prior COVID-19 infection is not sufficient under the mandate. To be considered fully vaccinated prior to that date, your last Pfizer or Moderna shot, or your single Johnson & Johnson shot, must be no later than November 24, 2021.  Regular testing under the EO is not considered an adequate substitute unless it is part of an accommodation for an approved exemption on file for substantiated medical reasons or a sincerely held religious belief.

Medical / Americans with Disabilities Act (ADA) exemptions

If you are unable to receive any of the available vaccines for medical reasons, your employer must attempt to reasonably accommodate your disability.  An accommodation can involve making changes to your work environment to protect you and others, a long-term leave, or perhaps something in between, such as regular testing. The actual accommodation would depend both on the disability and the workplace and nature of the business. An employer is not required to make any particular accommodation you request, or to make an accommodation that would cause an undue hardship, which means great expense, inconvenience or disruption of the workplace. Alaska and Horizon management have not yet informed us how they intend to accommodate medical exemptions, or what medical evidence they will require to establish an exemption. Medical exemptions are rare, as most people can well-tolerate the COVID-19 vaccines.

Sincerely held religious belief exemptions

If an employee states that he or she has a sincerely held religious objection to vaccination, the employer must generally accept this as true—even if the religion (or other moral belief) is unfamiliar to the employer. However, employers are entitled to question and probe the belief, and may consider factors such as:

  • Whether the employee has behaved in a manner markedly inconsistent with the professed belief;
  • Whether the accommodation sought is a particularly desirable benefit that is likely to be sought for secular reasons; 
  • Whether the timing of the request renders it suspect (e.g., it follows an earlier request by the employee for the same benefit for secular reasons); and 
  • Whether the employer otherwise has reason to believe the accommodation is not sought for religious reasons.

Proof of vaccination

The vaccine mandate requires the Company to collect proof of vaccination from all employees who do not have a medical or religious exemption. You will not simply be able to attest that you have been vaccinated; you will be required to show one of the following:

  • A copy of the record of immunization from a health care provider or pharmacy;
  • A copy of the COVID-19 Vaccination Record Card;
  • A copy of medical records documenting the vaccination;
  • A copy of immunization records from a public health or state immunization information system; or
  • A copy of any other official documentation verifying vaccination with information on the vaccine name, date(s) of administration, and the name of health care professional or clinic site administering the vaccine.

Data privacy and HIPAA

This information is not protected by the Health Insurance Portability and Accountability Act of 1996 (“HIPAA”), because employers such as Alaska Airlines and Horizon Air are not covered entities under HIPAA. According to the latest guidance from the Equal Employment Opportunity Commission (EEOC), the employer does, however, have an obligation to safeguard this as confidential medical information under the ADA that must be stored separately from the employee’s personnel file.

AFA leaders will be meeting with management soon to gain clarity on how the Executive Order will be administered. The bottom line is that the mandate does apply to us under federal law, and we cannot negotiate around it or grieve it.  AFA will continue to advocate on behalf of the entire membership and to fairly represent all Flight Attendants throughout these challenging times.

Stay tuned for more updates.

Important Dates

  • September 30:  Last day of COVID Points Forgiveness-today!
  • October 1:  Vacation Round 2 opens
  • October 15: Last day to submit vaccination record for $200
  • October 18:  Vacation Round 2 closes
  • October 25:  Vacation Round 2 Awards posted
  • Various dates (see below):  How-To Series

Hotel and Reserve Committee Opportunities

Council 35 has chair openings in the Hotel and Reserve Committees.  Please review the duties and responsibilities of each position which can be found on our website. If you are interested in volunteering, please submit a letter expressing your interest to sfo@afalaska.org.  

How-To Series Starts October 1st

Council 35 is happy to announce a new learning series to help Flight Attendants navigate a variety of scheduling and reserve activities.  In collaboration with Inflight Base Managers Cierra Lewis and Benito Pasia-Garcia, our very own Virginia Fritz, SFO Scheduling Chair, is hosting these events along with PDX Reserve Chair, Anthony Eskander.  Each event will include a short lesson about a scheduling or reserve topic followed by live Q&A.  These short live events will be held throughout the month of October via Teams.  Can’t make the event you want?  No problem!  All live events will be recorded and posted for FAs unable to attend.  To view live events, past recordings or more information, visit the How-To website on Alaskasworld. Schedule and details can be found in the following links:

October 1: Personal and Management Drops
October 4:  Bidding Strategies for your Seniority
October 13:  Splitting and Advertising Reserve Days  
October 14:  Trading Reserve Days
October 15:  Posting and Shifting Reserve Days and Understanding Coverage
October 15:  TO and Non-TO Days and Open Time
October 26:  Lineholder’s Picking up Reserve Days  
October 28:  Precancellations

COVID MOU Sunsets

The Memorandum of Understanding (MOU) negotiated to remove points for COVID related absences will sunset today, September 30.  AFA requested that management extend the MOU however the suggestion was not accepted and management will discontinue the COVID points forgiveness program as planned.  Please be sure to submit for COVID related absences according the guidelines in the MOU.  Flight Attendants returning from leave on October 1 have 14 days to submit documentation.  Additionally, any FA that has a continuous absence that begins in September but carries over into October will also be considered for point forgiveness if reported in a timely manner.  Please review the COVID Points Forgiveness MOU for more information.  Reminder to CA based Flight Attendants:  Please review the State Laws Part 3 communication for information on CA COVID laws.

Call to Action:  Possible Government Shutdown

Transportation is one of the many industries that will be affected by a government shutdown.  Join other AFA members and let your state’s representatives know that avoiding the shutdown is important to Flight Attendants.  For more information and how this impacts our jobs, please read No More Shutdowns and take part in this important mobilization effort.

Save the Date: California Local Council Membership Meeting

The next membership meeting for Council 35 members will be Thursday, November 18, 2021 at 1100 via Zoom. The purpose will be to discuss news and events happening in California bases at Alaska.  This meeting will be a combined council meeting and open to all Council 35 (SFO), 18 (LAX) and 15 (SAN) members in good standing (up-to-date on dues).  Agenda, time and registration details will be sent in a separate communication.

AFA Membership Dues – Update

by LEC Secretary and Membership Chair, James Ikehara
Approximately 300 Council 35 members are in arrears with their monthly AFA dues based on the September 2021 report from AFA International’s Membership Services department.  Although the amount of months in arrears vary widely, a member that is only one month late ($50) can fall into a “Bad Standing” status if the amount owed is more than 90 days delinquent; there are approximately 102 members that fall into this category. A delinquency may have been caused by the following

  • A type of leave of absence you incurred in the past and were not coordinating enough sick leave or vacation to cover your dues
  • You flew low TFP’s in any given month and there was not enough money for an auto-deduction
  • When you are on any type of leave and you are completely off payroll (not coordinating any sick leave or vacation time) you are obligated to pay the first 3 months during your leave according to the AFA-CWA, Constitution & Bylaws.  Once the 3 months have been fulfilled you have met your obligation and you do not owe union dues until you return to work. 

If your delinquency is not corrected, the following is the progression of steps taken for non-payment based on AFA International’s bylaws:

  • Standing 2 (S2) – this letter indicates you are now in bad standing and this is the first stage of the AFA-CWA delinquency process.  A flight attendant goes into S2 when you have ONE or more dues billings that are over 90 days old and remain unpaid.
  • Standing 3 (S3) – this letter indicates that the FA remains delinquent after receiving the initial “Bad Standing” warning letter.  You now receive your S-3 letter via certified mail return receipt (if AFA International has an incorrect address on file, the LEC President or Secretary will put it into your co-mail file at work and it is treated as if it was sent via certified mail).  Nonpayment could result in discharge per our FA Collective Bargaining Agreement, Section 26 C & D.
  • Standing 4 (S4) – this is a pending status which means your International Membership Services department is researching your account for you.
  • Standing 5 (S5) – this is your final warning and this becomes very serious.  After receiving your S-2 and S-3 letters for nonpayment, our International AFA office in Washington, D.C. sends a letter to Alaska Airlines requesting discharge for nonpayment and a copy of this letter is also sent to your LEC President.

If you have received a text or email from me, or a letter from AFA International’s Membership Services department about your dues, it is important you contact AFA-CWA Membership Services by calling them directly at 844-232-2228, extension 3 (Mon-Fri, 9am-5pm Eastern), or by submitting an online inquiry via this link to verify the amount owed on your account. If you were on any type of leave, ensure you note the dates of your leave in the comments section and they will investigate and make the necessary changes. Debit and credit card payments can be made via this link.  

If you need to complete a Dues Check Off (DCO) form to ensure your dues are automatically deducted from your account, you can access the form here. After printing and signing the DCO, mail it to the Washington, D.C. address at the bottom of the form. Please note the following: the paycheck you receive on the 20th of each month (Advice Date) pays you for all of your flying for the previous month. However, the AFA dues that are payroll deducted from this check pays for the month it was deducted (i.e., the $50 deduction for October 20th will be for October dues, not for the previous month). For those returning to work from one of the mitigated leaves of absence, your dues may not be deducted since you were not active in the previous month.

If you are not able to pay your balance in full, payment options are available and can be coordinated with the Membership Services office. We are here to offer assistance in ways of paying your obligation so it is very important that we work together to ensure that Section 26 C, D & E of our Collective Bargaining Agreement are not applied for non-payment of dues which could result in termination once you have reached a Standing 5 status. We want to ensure the status of your AFA membership stays current and appreciate your prompt attention to correct this issue.

In solidarity,

Melissa, James and Brad

Melissa Osborne, LEC President •  Melissa.osborne@afaalaska.org • 415-275-1322
James Ikehara, LEC Secretary •  James.ikehara@afaalaska.org  • 415-289-9011
Bradley Young, Council Representative • Bradley.young@afaalaska.org • 916-508-3503

Important Dates

September 30:  Last day of COVID Points Forgiveness-today!
October 1:  Vacation Round 2 opens
October 15: Last day to submit vaccination record for $200
October 18:  Vacation Round 2 closes
October 25:  Vacation Round 2 Awards posted
Various dates (see below):  How-To Series

Hotel and Reserve Committee Opportunites
Council 35 has chair openings in the Hotel and Reserve Committees.  Please review the duties and responsibilities of each position which can be found on our website. If you are interested in volunteering, please submit a letter expressing your interest to sfo@afalaska.org.  

How-To Series Starts Oct 1
Council 35 is happy to announce a new learning series to help Flight Attendants navigate a variety of scheduling and reserve activities.  In collaboration with Inflight Base Managers Cierra Lewis and Benito Pasia-Garcia, our very own Virginia Fritz, SFO Scheduling Chair, is hosting these events along with PDX Reserve Chair, Anthony Eskander.  Each event will include a short lesson about a scheduling or reserve topic followed by live Q&A.  These short live events will be held throughout the month of October via Teams.  Can’t make the event you want?  No problem!  All live events will be recorded and posted for FAs unable to attend.  To view live events, past recordings or more information, visit the How-To website on Alaskasworld. Schedule and details can be found in the following links:

October 1: Personal and Management Drops
October 4:  Bidding Strategies for your Seniority
October 13:  Splitting and Advertising Reserve Days  
October 14:  Trading Reserve Days
October 15:  Posting and Shifting Reserve Days and Understanding Coverage
October 15:  TO and Non-TO Days and Open Time
October 26:  Lineholder’s Picking up Reserve Days  
October 28:  Precancellations

COVID MOU Sunsets
The Memorandum of Understanding (MOU) negotiated to remove points for COVID related absences will sunset today, September 30.  AFA requested that management extend the MOU however the suggestion was not accepted and management will discontinue the COVID points forgiveness program as planned.  Please be sure to submit for COVID related absences according the guidelines in the MOU.  Flight Attendants returning from leave on October 1 have 14 days to submit documentation.  Additionally, any FA that has a continuous absence that begins in September but carries over into October will also be considered for point forgiveness if reported in a timely manner.  Please review the COVID Points Forgiveness MOU for more information.  Reminder to CA based Flight Attendants:  Please review the State Laws Part 3 communication for information on CA COVID laws.

Call to Action:  Possible Government Shutdown
Transportation is one of the many industries that will be affected by a government shutdown.  Join other AFA members and let your state’s representatives know that avoiding the shutdown is important to Flight Attendants.  For more information and how this impacts our jobs, please read No More Shutdowns and take part in this important mobilization effort.

Save the Date: California Local Council Membership Meeting
The next membership meeting for Council 35 members will be Thursday, November 18, 2021 at 1100 via Zoom. The purpose will be to discuss news and events happening in California bases at Alaska.  This meeting will be a combined council meeting and open to all Council 35 (SFO), 18 (LAX) and 15 (SAN) members in good standing (up-to-date on dues).  Agenda, time and registration details will be sent in a separate communication.

AFA Membership Dues – Update
by LEC Secretary and Membership Chair, James Ikehara
Approximately 300 Council 35 members are in arrears with their monthly AFA dues based on the September 2021 report from AFA International’s Membership Services department.  Although the amount of months in arrears vary widely, a member that is only one month late ($50) can fall into a “Bad Standing” status if the amount owed is more than 90 days delinquent; there are approximately 102 members that fall into this category. A delinquency may have been caused by the following:

  • A type of leave of absence you incurred in the past and were not coordinating enough sick leave or vacation to cover your dues
  • You flew low TFP’s in any given month and there was not enough money for an auto-deduction
  • When you are on any type of leave and you are completely off payroll (not coordinating any sick leave or vacation time) you are obligated to pay the first 3 months during your leave according to the AFA-CWA, Constitution & Bylaws.  Once the 3 months have been fulfilled you have met your obligation and you do not owe union dues until you return to work. 

If your delinquency is not corrected, the following is the progression of steps taken for non-payment based on AFA International’s bylaws:

  • Standing 2 (S2) – this letter indicates you are now in bad standing and this is the first stage of the AFA-CWA delinquency process.  A flight attendant goes into S2 when you have ONE or more dues billings that are over 90 days old and remain unpaid.
  • Standing 3 (S3) – this letter indicates that the FA remains delinquent after receiving the initial “Bad Standing” warning letter.  You now receive your S-3 letter via certified mail return receipt (if AFA International has an incorrect address on file, the LEC President or Secretary will put it into your co-mail file at work and it is treated as if it was sent via certified mail).  Nonpayment could result in discharge per our FA Collective Bargaining Agreement, Section 26 C & D.
  • Standing 4 (S4) – this is a pending status which means your International Membership Services department is researching your account for you.
  • Standing 5 (S5) – this is your final warning and this becomes very serious.  After receiving your S-2 and S-3 letters for nonpayment, our International AFA office in Washington, D.C. sends a letter to Alaska Airlines requesting discharge for nonpayment and a copy of this letter is also sent to your LEC President.

If you have received a text or email from me, or a letter from AFA International’s Membership Services department about your dues, it is important you contact AFA-CWA Membership Services by calling them directly at 844-232-2228, extension 3 (Mon-Fri, 9am-5pm Eastern), or by submitting an online inquiry via this link to verify the amount owed on your account. If you were on any type of leave, ensure you note the dates of your leave in the comments section and they will investigate and make the necessary changes. Debit and credit card payments can be made via this link.  

If you need to complete a Dues Check Off (DCO) form to ensure your dues are automatically deducted from your account, you can access the form here. After printing and signing the DCO, mail it to the Washington, D.C. address at the bottom of the form. Please note the following: the paycheck you receive on the 20th of each month (Advice Date) pays you for all of your flying for the previous month. However, the AFA dues that are payroll deducted from this check pays for the month it was deducted (i.e., the $50 deduction for October 20th will be for October dues, not for the previous month). For those returning to work from one of the mitigated leaves of absence, your dues may not be deducted since you were not active in the previous month.

If you are not able to pay your balance in full, payment options are available and can be coordinated with the Membership Services office. We are here to offer assistance in ways of paying your obligation so it is very important that we work together to ensure that Section 26 C, D & E of our Collective Bargaining Agreement are not applied for non-payment of dues which could result in termination once you have reached a Standing 5 status. We want to ensure the status of your AFA membership stays current and appreciate your prompt attention to correct this issue.

In solidarity,

Melissa, James and Brad

Melissa Osborne, LEC President •  Melissa.osborne@afaalaska.org • 415-275-1322
James Ikehara, LEC Secretary •  James.ikehara@afaalaska.org  • 415-289-9011
Bradley Young, Council Representative • Bradley.young@afaalaska.org • 916-508-3503

In This Edition

  • URGENT: No More Shutdowns
  • Having Difficulty Working with a Fellow Crew Member?
  • How AFA Dues Deductions Work

URGENT: No More Shutdowns

AFA International

Unless Congress acts before Thursday night (midnight, Friday morning), the federal government will shut down again.

We need to make it clear: federal shutdowns are unacceptable.

Aviation workers ended the shutdown of 2019/2020. Together, we ended the 35-day nightmare of two million people out of work without notice, 400,000 workers forced to come to work without pay, and an increasingly dangerous workspace for the rest of us. We’re not going to stand by while Congress puts us in danger again by failing to do their jobs now.

Call your member of Congress now and demand they fund the government and avert a shutdown and pass legislation that keeps all transportation going.

Shutdowns are dangerous.

  • Transportation Security Officers and Air Traffic Controllers will be forced to work without pay, putting huge stress on workers whose attention to detail keeps us all safe.
  • Investigators who build cases against unruly passengers will be furloughed. Because of the statute of limitations on these investigations, this could mean unruly passengers get off without being investigated at all.
  • Key security personnel who track potential threats will be furloughed, leaving exploitable gaps in aviation security.

This is a safety issue. Flight Attendants are already on the frontlines dealing with a crisis of dangerous passenger behavior. If Congress fails to do their basic job and makes our jobs more dangerous, we will take any necessary action to keep ourselves safe.

Call your members of Congress directly or use the Capitol Switchboard (202) 224-3121 to get connected to your Representative and two Senators. Demand they do their job and avoid a shutdown.

Script: Dear Representative/Senator _____, I am a constituent and a Flight Attendant. I cannot do my job if Congress doesn’t do its job. Fund the government and avoid another government shutdown that would put us all in danger. After you fund the government, get to work to ensure we don’t default on our debts and pass the bills that give us the infrastructure we need all over our economy with living wage jobs and basic rights for everyday people. Pass the bipartisan American Jobs Act and the Build Back Better Act without delay. We need Washington to do its job so we can do our job too. Thank you.

Keeping the government open is the bare minimum, but there’s much more we need done to solve the problems in front of us today.

You’ve probably heard some of the debate about the two infrastructure bills. The process sounds complicated, but the outcomes are simple. We need Congress to pass BOTH the American Jobs Act, which you may have read about as the Bipartisan Infrastructure Framework or BIF, and the Build Back Better Act, which reporters are calling the “reconciliation package.”

Here are four key items in the Build Back Better Act (BBBA) for Flight Attendants and aviation:

  • Voting Rights: BBBA expands early voting and other voting rights. Flight Attendants are often on trips on Election Day, and we deserve to have our voices heard in our democracy. This will ensure we—and all workers—have the chance to cast our votes.
  • Labor Rights: BBBA makes it easier for workers to come together to form unions, negotiate contracts and hold bad bosses accountable.
    • Creates real financial penalties for employers who retaliate against organizing.
    • Bans Mandatory anti-union meetings.
    • Charges executives who break labor laws so that corporate leaders have real consequences for union busting and violating workers’ rights.
    • Stops companies from retaliating against workers who exercise their right to strike.
  • Expands the Family and Medical Leave Act to provide every worker with up to 12 weeks of comprehensive, paid leave whether caring for themselves or a loved one.
  • Makes union dues tax deductible for all workers, a benefit that was taken away for everyday people in the Trump tax cuts.

Your action today and tomorrow is urgent. We’ll keep updates coming so you have the latest on what’s happening and what we’re doing together to keep each other safe.

Call your Member of Congress now.

Having Difficulty Working with a Fellow Crew Member?

Employee Assistance Program (EAP)/Professional Standards Committee

Quite often, someone doesn’t realize they may have come across as bossy, rude, lazy, etc.  They may in fact be experiencing issues at home, are new and unsure of the job, have just come back from a medical leave and are out of practice, or other life challenges are causing them to not be performing as expected.  If you’re experiencing a similar issue, believe the issue needs to be addressed, and are not comfortable talking one-on-one with the other person, we recommend that you speak to one of our highly trained AFA EAP/Professional Standards Committee Members. 

Contact AFA Professional Standards First!

AFA EAP/Professional Standards can help facilitate a conversation between the affected Flight Attendants.  We can offer suggestions on dealing with each other.  We can reach out to Flight Attendants and share the perceptions of their co-workers.   All this is done in a safe and confidential environment.

Professional Standards Can Help with Pilots

AFA Professional Standards maintains a close working relationship with ALPA Professional Standards.  If have a concern or conflict that involves a Pilot, we can refer the issue to ALPA Professional Standards.  Just as AFA Professional Standards responds to every report of a concern, ALPA Professional Standards does the same.

Management Isn’t Involved

Most importantly, it’s handled without involving management.  Often, when a Flight Attendant has an “off” day, it’s due to special circumstances.   If you were in their shoes, you would appreciate your co-worker giving you the benefit of the doubt and leaving management out of the equation.

Who Do I Contact?

If you have a professional standards concern, please reach out to your AFA Local EAP/Professional Standards Committee or call (949) 470-0493.

How AFA Dues Deductions Work

Membership Committee

The Current Month is the Current Dues Month

The paycheck that you receive on the 20th of the month is your pay for all flying activity during the previous month.  Your AFA dues that are deducted from the 20th of the month check, however, cover your dues obligation for the current month.

For Example:

  • Paycheck Date (Advice Date): October 20
  • Flying Pay for (Pay Begin and End Dates): September 1-30 (previous month)
  • AFA Dues Deducted for: October (current month)

For those returning to work from one of the mitigated leaves of absence your dues may not be deducted since you were not active in the previous month. 

Questions?

If you have any questions about dues deductions, please refer to the Membership Committee page of the AFA Alaska website.

Management vs. State and Local Laws – Part 3

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

This is the third in a series reporting on management’s opposition to various state and local laws, the latest developments to complex state law litigations related to these laws that are playing out in Washington and California, and what Flight Attendants can do about it.

Read Part 2 here >

Read Part 1 here >

In This Edition

  • WA Long Term Care (Cares Fund)
  • CA 2021 COVID-19 Supplemental Paid Sick Leave

WA Long Term Care (Cares Fund)

Management will unilaterally decline to initiate payroll deductions for flight crew in January 2022

The Washington Cares Fund is the nation’s first state-administered long-term care insurance program. Benefits will be funded by a 0.58% employee-paid payroll tax beginning January 1, 2022. However, Alaska Airlines management has unilaterally taken the position that the WA Cares Fund does not apply to flight crew and therefore will not initiate payroll deductions this coming January. In an email titled “Important Information About Washington’s Long-Term Care Act” (July 8, 2021), management advised all WA-domiciled Alaska Airlines Flight Attendants that flight crew may still consider pursuing a permanent one-time opt-out of the Program and all associated taxes and benefits by obtaining private long-term care insurance prior to the deadline of November 1, 2021. Currently, there is no opt-out option for any employee who becomes domiciled in (i.e., employed in) Washington after the applicable deadlines.

If management will not deduct flight crew contributions, then why bother opting out?

Flight Attendants may eventually change jobs within the Company (i.e., transfer to another position that is not classified as flight crew) or work for other employers within Washington. Additionally, the Company’s position regarding flight crew is currently untested from a legal perspective. It is entirely possible that the courts may eventually require Alaska Airlines to withhold WA Cares Fund payroll contributions on behalf of flight crew.

Grossly unfair to non-resident employees

Although all WA-domiciled flight crew would otherwise theoretically be required to contribute to the fund (except for management’s unilateral position regarding flight crew and certain state and local laws), only Washington residents may utilize Care Fund benefits. This is grossly unfair to non-resident flight crew (i.e., out of state commuters). Consequently, AFA Alaska agrees with and supports ALPA Alaska in filing legal objections with Washington State regarding concerns that the WA Cares Fund violates the Dormant Commerce Clause, which is inferred from Article I of the US Constitution, and the Privileges and Immunities Clause, which is derived from Article IV, Section 2 of the US Constitution. Resolution under this path could take a very long time, so this is another reason that non-resident WA-domiciled flight crew might consider opting out if possible.

Challenges with opting out

Unfortunately, it is extremely challenging to opt out unless you started applying for private insurance many, many months ago—especially if you are younger. AFA is unaware of any private insurers who are currently offering new long-term care policies. Additionally, there is a significant administrative backlog of applications with all known private insurers, so it is very concerning—and unknown—whether all pending policies will be executed prior to the November 1st deadline.

Will I be required to directly contribute to the WA Cares Fund or pay back contributions not made on my behalf?

Quite simply, it is unclear but doubtful. Again, AFA Alaska agrees with and supports ALPA Alaska filing legal objections with Washington State regarding concerns that the WA Cares Fund raises due process problems insofar as the law does not specify who bears consequences for an employer’s failure to remit employee premiums or what those consequences would be. However, there is no mechanism for employees to make direct contributions to the WA Care Fund, and there is no provision in the law to recoup contributions not withheld and made by the employer.

Interestingly, Alaska Airlines management personnel from the People Team (i.e., Human Resources) have advised individual Flight Attendants who have directly inquired with them that the Company would “likely” be required to pay back the contributions owed on behalf of flight crew if Washington State came back and said that flight crew are required to pay such contributions. This is presumably under a scenario in which the State of Washington prevailed in the courts pursuant to this almost-inevitable dispute. However, Alaska Airlines management has not responded to the Association’s inquiry to confirm such guidance prior to publication of this update.

Estimated (theoretical) contributions

$25k gross annual earnings = ~$12/month | $50k gross annual earnings = ~$24/month | $75k gross annual earnings = ~$36/month | $100k gross annual earnings = ~$48/month

CA 2021 COVID-19 Supplemental Paid Sick Leave

Up to 80 paid hours for certain COVID-19 related absences from a separate employer-paid sick bank

One of the more notable temporary COVID-19 laws is California’s 2021 COVID-19 Supplemental Paid Sick Leave. The law was effective as of March 29, 2021, was retroactive to January 1, 2021, and ends soon on September 30, 2021.  It states that California employees will be paid up to 80 hours by the employer rather than through the employee’s own sick leave bank for COVID-19 related quarantines, vaccination appointments and vaccine symptoms. Click here for FAQs. Thus far, management has denied all requests from Flight Attendants to comply with the law, e.g., to pay out of the separate COVID-19 sick bank.  

Filing a claim

Any CA-domiciled Flight Attendant who has used Sick Leave for COVID-19 related absences between January 1st and September 30th should file a claim or a report of a labor law violation with the Labor Commissioner’s Office, which is the state agency charged with enforcement. Please file a claim as soon as possible, but our understanding is that the state accepts such claims for up to three years. Flight Attendants also always have the option to hire their own attorney at their own expense if so desired.

AFA Alaska representatives are here to help

Although AFA cannot represent any FAs regarding such claims, we would very much appreciate you keeping us posted on any developments. Outside counsel has already responded to some claims with very official-looking but in our opinion not entirely on point legalese. AFA Alaska representatives are more than willing to help by supplying basic information and tips, and we would cooperate with any requests from claim investigators. Do not let management’s legal tactics put you off from pressing forward with your rightful claim!

In This Edition

  • Celebrating Hispanic-Latinx Heritage Month
  • PBS Subcommittee Appointment
  • Why a $5 Starbucks Card is Important to Your Contractual Rights

Celebrating Hispanic-Latinx Heritage Month

Human Rights Committee

September 15 marks the first day of Hispanic-Latinx Heritage Month in the United States.  The celebration, which is also referred to as National Hispanic Heritage Month, began as Hispanic Heritage week when it was established by legislation that was signed into law by President Lydon Johnson in 1968.  In 1988, the single week event was expanded to a month-long period to be celebrated each year from September 15 to October 15.

September 15 is of significance as it marks the anniversary of independence of the Latin American countries of Costa Rica, El Salvador, Guatemala, Honduras, and Nicaragua.  Mexico also celebrates independence on September 16, Chile on September 18, and Belize on September 21. 

Learn More About Hispanic-Latinx History

You can learn more about the accomplishments of Hispanic-Latinx Americans through some of the dedicated websites and resources below.

Hispanic-Latinx Heritage Month AFA Pins Coming in 2022

The AFA Executive Board recently passed a resolution recognizing Hispanic-Latinx Heritage Month and providing for the creation of a new diversity AFA pin in celebration.  You can read the complete text of the resolution by clicking here.  The new pin will be undergo the design and development process over the next year and will be made available in September 2022.

Questions?

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

PBS Subcommittee Appointment

Master Executive Council (MEC)

Our Master Executive Council (MEC) conducted interviews this week for an additional PBS Subcommittee Member as previously announced in the August 6 AFA Update email.  The MEC would like to thank the candidates who demonstrated willingness to represent our Flight Attendants. After thorough consideration, the MEC has appointed SAN-based Flight Attendant Steven Patronsky to the position.

About Steve

Representing the membership and upholding contract compliance are the aspects of the work that most excites Steve about being appointed to the PBS Subcommittee. His volunteering history for AFA includes work on the Scheduling and Hotel Committees.  Steve’s recent accomplishments include completing a Master’s Program at the University of Central Florida and remodeling a 50’s era Mid-Century home in Orlando. 

About the Position

The PBS Subcommittee, part of the Scheduling Committee, works with the company and the Inflight Crew Planning Department to maintain the company’s preferential bidding system and oversee the bidding and bid award processes.  The Subcommittee represents and advocates for the MEC position in matters pertaining to bidding and the preferential bidding system.  Additional information about the position and subcommittee can be found by clicking here.

Why a $5 Starbucks Card is Important to Your Contractual Rights

Grievance Committee

In early 2020, our Grievance Committee included information in an AFA Update about a settlement agreement related to management issuing $5 Starbucks cards to ANC-based Flight Attendants for meeting an attendance goal back in 2015.  You can read the original communication from March 25, 2020 by clicking here (scroll to the Grievance Committee Update article, then the Recent Settled Grievances heading).  Due to the pandemic and other administrative issues, management is just now distributing the Starbucks card as agreed upon.

So Why Is This Important?

The issue at hand isn’t so much about the amount of the Starbucks card but rather what management did wrong.  The priority of our Grievance Committee is to ensure that management complies with our collective bargaining agreement (CBA).  In this case, management violated the CBA by awarding gift cards to a particular group of Flight Attendants for having better attendance rates than others without negotiating it with AFA.  Gift cards, which have a dollar value, are considered a form of compensation which is a negotiated part of our CBA.

If our Grievance Committee had failed to address this contractual violation, regardless of how small it may seem, it could open the door to management making other attempts to change our compensation or working conditions in violation of the CBA.  This settlement agreement protects your rights and makes all Flight Attendants equal in terms of the CBA.  Although it may only be $5 to each Flight Attendant, the overall cost to management for the settlement agreement is significant and a reminder not to violate the language in our contract.

Questions?

If you have questions about the settlement agreement or reasoning behind it, please feel free to reach out to your Local Grievance Committee.

Management vs. State and Local Laws – Part 2

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

This is the second in a series reporting on management’s opposition to various state and local laws, the latest developments to complex state law litigations related to these laws that are playing out in Washington and California, and what Flight Attendants can do about it.

Read Part 1 here >

In This Edition

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

Most Liberal of the Flight Attendant Domicile State Laws Definition of “Sick Family/Sick Child”

The Roberts Decision and LOA 5 Sick Family/Sick Child

AFA arbitrated Grievance No. 36-99-02-49-03 “Family Leave Benefits” in 2005, which resulted in a favorable ruling for AFA by now-deceased Arbitrator Thomas Roberts. This award, which is usually referenced as “The Roberts Decision” by AFA and management, was at least in part subsequently incorporated into the current contract via Letter of Agreement 5 “Sick Family/Sick Child”:

[W]henever the collective-bargaining agreement refers to a sick child, it is understood that this is a placeholder for “family member.” With the Association’s agreement, the Company will apply the most liberal of the laws of the states in which Flight Attendants are domiciled in determining the appropriate definition of “family member.” When this definition is determined, including any subsequent amendments pursuant to changes in the law or in the interpretation of the law, the Company will publish the definition and distribute it to the Flight Attendants.

Through arbitration and bargaining, the Company is required to apply the most liberal of the Flight Attendant domicile state laws definition of “family member” for whom a Flight Attendant may utilize sick leave to care for that individual, under what circumstances and whether Flight Attendants will receive points under the Attendance Policy for such absences.

Updated list of qualified family members for Sick Family/Sick Child (as of August 30, 2021)

“Family member” includes: • Spouse • Registered domestic partner • Child (biological, step, adopted, foster, legal ward, or registered domestic partner’s child) of any age • Parent (biological, adoptive, step, foster, parent-in-law, or registered domestic partner’s parent) • Legal guardian of the F/A, spouse, or registered domestic partner as a minor • Individual with whom the F/A has or had an in loco parentis relationship – persons in loco parentis are those with day-to-day responsibilities to care for or financially support a child, or who had such responsibility for the employee when the employee was a child • Grandparent • Grandchild • Sibling

Points for Sick Family/Sick Child (in dispute)

Generally, no points apply for time off to care for the above individuals 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 this application remains in dispute via ongoing litigation.

Applicable State Laws

Summary

✅ = Honored | ⚠ = Partially honored and/or in dispute | 🚫 = Denied

State laws that AFA believes should apply to flight crew include but are not limited to:

  • Washington
    • WA Family Care Act (WFCA) – 🚫
    • WA Paid Sick Leave (WPSL) – 🚫
    • WA Paid Family Leave (WPFL) – 🚫
    • WA Long Term Care (Cares Fund) – 🚫
  • Oregon
    • OR Family Leave Act (OFLA) – 🚫
    • OR Paid Family and Medical Leave Insurance (PFMLI) – N/A
  • California
    • CA State Disability Insurance (CASDI) – ✅
    • CA Family Rights Act (CFRA) – 🚫
    • CA Family School Partnership Act – 🚫
  • All
    • Wage statement laws: AK, WA, OR – ✅; CA = ⚠
    • Supplemental/temporary COVID-19 leave laws – 🚫

Washington

WA Family Care Act (WFCA)

  • Reference:  RCW 49.12
  • Rule(s) of Interest to FAs:  Use of accrued vacation pay to care for qualified family members under certain conditions.
  • Status:  State of WA & AFA won lawsuit in 9th Circuit Court of Appeals; however, the Company continues to appeal at state level.
  • AS Compliance: No
  • Contact Information:  Washington State Department of Labor and Industries | Mailing Address: PO Box 44000 Olympia, WA  98504-4000 | Phone:  360-902-5800 | Website:  www.lni.wa.gov –> For Workers –> File a Workplace Complaint

WA Paid Sick Leave (WPSL)

  • Reference:  Initiative 1433
  • Rule(s) of Interest to FAs: (1) Employees can use sick leave for preventative care for themselves and/or applicable family members. (2) Discipline and infractions that may lead to discipline (including Attendance Points) cannot be assessed for use of paid SL. (3) Employees can use paid SL on the 90th calendar day of employment (i.e., during FA probationary period).
  • Status:  A4A is appealing summary judgment motion in favor of State of WA & AFA.  The State of WA won in the 9th Circuit Court of Appeals; however, the Company continues to appeal.
  • AS Compliance: No
  • Contact Information: Washington State Department of Labor and Industries | Mailing Address: PO Box 44000 Olympia, WA  98504-4000 | Phone:  360-902-5800 | Website:  www.lni.wa.gov –> For Workers –> File a Workplace Complaint

WA Paid Family Leave (WPFL)

  • Reference: Builds on FMLA & RCW 50A
  • Rule(s) of Interest to FAs: WPFL is a statewide insurance program that ensures paid family leave for various situations. WPFL usually covers 12 weeks of leave, or up to 18 weeks in certain circumstances, and workers receive between $100 and $1,000 per week depending on their income.
  • Status:  No known disputes currently. – Premiums were to be deducted starting January 1, 2019, and leaves were to be allowed beginning January 1, 2020. 
  • AS Compliance: No
  • Contact Information:  Employment Security Department | Phone:  1-833-717-2273 | Email:  paidleave@esd.wa.gov | Website:paidleave.wa.gov

WA Long Term Care (Cares Fund)

  • Reference:  RCW 50B.04
  • Rule(s) of Interest to FAs:  The WA Cares Fund was created to reduce pressure on the Medicaid system. Once vested, you will be eligible to access a maximum lifetime benefit of $36,500 (adjusted for inflation) to pay for expenses associated with needing assistance with activities of daily living (ADLs). Unlike private insurance that generally requires you to be unable to do two ADLs, the WA Cares Fund requires that individuals need assistance with three ADLs to qualify. Examples of ADLs: Dressing, bathing, cognitive impairment, and other basic functions of your daily routine. Benefits are not portable or payable if you reside outside of Washington state at the time the benefit is needed.
  • Status:  No known disputes currently. – Paid for by a 0.58% tax on employee wages starting January 1, 2022, with benefits beginning in January 2025.
  • AS Compliance:  No – The Company does not intend to collect premiums.
  • Contact Information:  Washington State Department of Social and Health Services | Email:  wacaresfund@dshs.wa.gov | Website: http://www.wacaresfund.wa.gov/

Oregon

OR Family Leave Act (OFLA)

OR Paid Family and Medical Leave Insurance (OPFMLI)

  • Reference:  HB 2005​
  • Rule(s) of Interest to FAs: OPFMLI will provide 12 weeks of paid time off for various circumstances, with weekly benefits capped at $1215. The employee must have earned at least $1,000 in wages during the previous year. This leave will run concurrent with OFLA. 
  • Status: State pushing start date to January 2023 or later
  • AS Compliance:  N/A – Begins in 2023 or later, but AS will likely not follow the law.
  • Contact Information:  Oregon Employment Department | Mailing Address:  875 Union St. NE Salem, OR 97311 | Phone: 503-947-1394 | Email:  paidfamilyandmedicalleave@oregon.gov | Website: https://www.oregon.gov/employ/PFMLI/Pages/default.aspx

California

CA State Disability Insurance (CASDI)

  • Reference:  California Unemployment Insurance Code §2601 et seq.
  • Rule(s) of Interest to FAs:  Partial wage replacement for non-work disability: illness, injury and/or pregnancy. SDI contributions are paid by California workers covered by the SDI program.
  • Status:  No known disputes currently
  • AS Compliance:  Yes – Since 1987
  • Contact Information:  Employment Development Department | Phone numbers:  English: 1-800-480-3287; and Spanish: 1-866-658-8846 | Website:  https://askedd.edd.ca.gov or https://edd.ca.gov/Disability/SDI_Online.htm

CA Family Rights Act (CFRA)

  • Reference:
  • Rule(s) of Interest to FAs: CFRA includes a generous pregnancy disability leave (PDL) and other family care and medical leave provisions under The Fair Employment and Housing Act. Requires 1250 hours in the prior 12 months. CFRA is like FMLA, but CFRA also covers domestic partner and domestic partner’s children. An employer can require the employee to use vacation pay, but the employee cannot use sick leave if not for the employee’s own medical condition. Health benefits must be continued during the leave if the employer is part of a group plan.
  • Status:  No lawsuits known to AFA at this time.
  • AS Compliance:  No
  • Contact Information:  Department of Fair Employment and Housing | Mailing Address: 2218 Kausen Drive, Suite 100, Elk Grove, CA 95758 | Phone: (800) 884-1684 | Email:  contact.center@dfeh.ca.gov | Website:  http://www.dfeh.ca.gov/

CA Family School Partnership Act

  • Reference:  CA Labor Code 230.8
  • Rule(s) of Interest to FAs: Employees may take 8 hours/month up to 40 hours/year to attend any day care or K-12 school function that is sponsored, supervised, or approved by the school, school board, or childcare facility. Time loss may be paid out of vacation pay, compensatory time off (CTO), personal time off or unpaid. Attendance Points may not be assessed for using this leave. Applies to parents, grandparents, or guardians with at least seven days’ notice.
  • Status:  No known disputes currently. – AFA encourages eligible and willing California FAs to request time off under this law and then to file a complaint with the state when denied.
  • AS Compliance:  No
  • Contact Information:  CA Dept of Industrial Relations | Phone Numbers: 1-844-619-8786 or SFO 415-703-5300, LAX 213-620-6330 or SAN 619-220-5451 | Email:  DLSE2@Dir.CA.gov | Website:  https://www.dfeh.ca.gov –> Complaints

Filing a Claim with the Appropriate Agency

AFA cannot file claims on behalf of Flight Attendants, but we’re here to assist

AFA does not have the ‘standing’ to file complaints with state or local agencies on behalf of affected employees–even if those employees are AFA Alaska members. However, we are very much interested in guiding and supporting members to file such complaints. Flight Attendants should reach out to their local AFA Benefits Committee representatives to discuss the law in question, and we will refer you to the applicable state agency so you can file a claim. Flight Attendants should copy an AFA rep into any email correspondence with the state.

Helpful tips

When filing a claim, the Flight Attendant will need to provide evidence of the Company’s refusal to comply with the law. Flight Attendants are encouraged to keep a documentation trail and to file timely as there may be filing timelines. We encourage Flight Attendants to tell any state agency representative that Alaska Airlines is knowingly disregarding the law.  AFA is hopeful that the states will act against Alaska Airlines management directly and compel the Company to comply with applicable state laws.   

In the Next Edition (Publishing Monday)

  • WA Long Term Care (Cares Fund)
  • CA 2021 COVID-19 Supplemental Paid Sick Leave

Click here to visit the AFA Never Forget Website

United Flight 175

Robert J. Fangman
Amy N. Jarret
Amy R. King
Kathryn LaBorie
Alfred G. Marchand
Michael C. Tarrou
Alicia N. Titus
Captain: Victor Saracini
First Officer: Michael Horrocks
Customer Service Representatives: Marianne MacFarlane and Jesus Sanchez

United Flight 93

Lorraine G. Bay
Sandra Bradshaw
Wanda A. Green
CeeCee Lyles
Deborah Welsh
Captain: Jason Dahl
First Officer: Leroy Homer

American Flight 11

Barbara Arestegui
Jeffrey Collman
Sara Low
Karen Martin
Kathleen Nicosia
Betty Ong
Jean Roger
Madeline Sweeney
Dianne Snyder
Captain: John Ogonowski
First Officer: Thomas McGuinness
Customer Service Representative: Renee Newell

American Flight 77

Michele Heidenberger
Jennifer Lewis
Kenneth Lewis
Renee May
Captain: Charles Burlingame
First Officer: David Charlebois

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