Q1:     Why is the agreement so long? Why not make it a year to get the processes in place and then revisit it later? With the cost of living going up in almost every base city, why chain us to an agreement until 2021?

Q2:     What are the benefits to AFA/flight attendants in extending our contract?  What is the benefit to the company?  Who asked for the extension? AFA? Company? Or mutual?

A:     The JNC did not go into merger negotiations with the intent of negotiating a mid-term JCBA. We went in focused on securing sensible and fair transition provisions for the L-VX FAs and tangible improvements for the L-AS FAs. However, management was adamant that there would be no improvements for the L-AS FAs without a mid-term JCBA.

A mid-term JCBA was not necessarily a negative development in itself. If the term of our current CBA had remained unchanged (amendable 2019, early re-opener 2018), AFA would be back in negotiations in October 2018 (of this year!), and the L-VX FAs would not yet even be on the L-AS work rules. From a bargaining leverage standpoint, that is a difficult position to be in for AFA. Consequently, the JNC pushed for an amendable date of 2020 (early re-opener 2019), but management was unwilling to agree. In fact, management initially proposed an amendable date of 2022 (early opener 2021), and the parties ultimately agreed to an amendable date of 2021 (early re-opener 2020).

Due to other recent Flight Attendant contracts, L-AS pay rates had fallen behind, so the JNC negotiated the 4.5% increase (coupled with the 1.5% in place for December) to bring back up the pay rate rankings compared to industry. In fact, we have closed the gap between Alaska and #1 Southwest to a better position on a percentage basis for top of scale rates than we were in 2014 (9.2% to WN now vs. 9.3% to WN in 2014).

Section 6 negotiations can take years, which can translate into longer periods of time without pay raises. The JNC saw an opportunity to secure pay and other improvements now, which sets us up for an improved bargaining position once we have all been flying together as a unified group. The early re-opener negotiations would begin in October 2020.

Q:     In the TA the 1/12 requirement of paid time is eliminated.  What are the implications of that for an FA that does not achieve the hard time 480 in a year?  What are the implications of not having paid time in a month for those who do fly above the 480 hard time?

A:     The current CBA requires that a FA’s vacation accrual is reduced by 1/12th for every month in which s/he does not have paid time in that month.  This is addition to the 480 requirement. The JCBA would completely eliminate the 1/12th reduction for each month in which a FA has no paid activity.

If a FA achieves more than 240 but less than 480 TFP in a year and s/he also has 2 months in that year with no paid activity, then s/he will receive half vacation credit unpaid. Under the current CBA s/he would receive a 1/6th reduction to her/his half vacation credit (unpaid).

Under the JCBA, a FA would receive full paid vacation credit if  a FA achieves the “hard 480” but also has unpaid time in several months.

Q:     According to the TA we no longer have to have paid time in a month to accrue 1/12 vacation credit for the next year. As a full time flyer I have never had a single month without paid time so I have no idea what happens with regards to medical insurance payments and union dues, etc. Would we just receive a bill for those months and how many months in a row could this go on? You technically aren’t taking a leave since you bid but but not having any earnings to deduct these items is something I am not familiar with.

A:     Medical insurance payments would be double deducted in the following month. If you do not have enough paid time to cover the double deduction, then COBRA Management Services will send you a bill for COBRA. At that point you would have to do coordinate with the Employee Benefits Department to manage coverage and payments. (Your AFA LEC officers are available to help navigate that quagmire.) Union does, however, do not auto-deduct. You will be sent a bill by AFA after that first month if you do not arrange payment directly.

Q:     Why are the furlough protections only for one year?

A:     The furlough protections actually will remain in place for over a year and a half (April, 2018 – December 2019).  This will carry the Flight Attendant group through Full Integration.  The JNC advocated for a longer period of time for this protection, but management was unwilling to extend the protection past December 2019.

Q:     If the date of the furlough protections ends in 2019 does that mean they can furlough after that for the remainder of the extension?

A:     The term of the furlough protection is separate from the duration of the mid-term JCBA.  Today, management can furlough at any time, but must use the protective provisions in Section 18 Reduction in Force of the current CBA.  The same would be true for a JCBA, except that management would be prohibited from furloughing Flight Attendants during the period of the furlough protection (through December, 2019).

Q:     I was asked by about 7 different people in the current initial class, “Should I be looking at going to Delta?” by trainees who were offered positions at both. The furlough protection clause is making them think that furlough is being talked about.  Many on their training flights were told “I don’t why we are hiring you, we are so over staffed,” so that made them go into panic mode!

A:     The Supplemental Reduction in Force Protection LOA for the JCBA was negotiated as a temporary measure to cover the period of Full Integration, and is a not uncommon provision in a merger situation. The design of the furlough protection is to allay fears that, due to the combining of the Flight Attendant workforce, the Company may find itself significantly over-staffed and furlough Flight Attendants while re-allocating network flying.  It was in no way intended to signal management’s desire or intent to furlough.

Often in an airline merger situations there exists a staffing imbalance (i.e. overstaffing on one side and understaffing on the other) when the partition separating two work groups is still in force.  It is important to remember that once all Flight Attendants are flying on the JCBA work rules, it will require more total Flight Attendants than today to complete the current flight schedule. The 10.5 hour duty day and the increased rest provisions among other things will translate into significantly changed pairings on the L-VX side, which will require a larger workforce in total.

AFA  is proud of the work- life balance we have achieved at Alaska Airlines over more than 70 years of bargaining history.  We believe Alaska Airlines is a great place to work and would not advocate choosing a non-union carrier over the contractual protections at Alaska Airlines. That said, the choice of a career path is a personal one for each individual and there are many criteria to consider.

Q:     Scenario:  A FA is on a RON and is scheduled to depart on a holiday.  The flight cancels before the FA reports, and is stranded for the entire calendar day on which the holiday falls.  Does the stranded FA get the holiday pay for the flight that cancels?

A:     No. A FA must report in order to initiate holiday premium.

Can the Company Get the ISL without a JCBA?

Q:     If the TA is voted down and if we enter full Section 6 negotiations with the groups remaining separate, can the Company sue AFA to be legally compelled to produce the ISL?

A:     The Company can sue AFA for any reason.  The question is: “Would the Company be successful?”  The answer is NO.  There is no “legal standing” or “legal cause of action” that would result in a lawsuit of this type being successful.   

Merging without the JCBA?

Q:     I had a question and wanted to get an answer from reliable sources as there seems to be a lot of rumors. Are we required to have a JCBA before our seniority lists can be merged and full integration?

A:     In accordance with AFA’s Constitution and Bylaws, a contract (e.g. JCBA) must be in place in order to give the company the Integrated Seniority List (ISL).  The provisions governing seniority are very specific in our contract and govern who can perform work on the Alaska Aircraft.  Additionally, the Merger Negotiations Process Agreement* requires that the pmAS and pmVX Flight Attendant groups remain separate until a JCBA is ratified and the ISL has been delivered to the company.

Q:     Can the Company complete the merger, or even just merge our workgroups without having us on a single JCBA?

A:  It depends on what is meant by “complete the merger.”  The Company cannot merge the FLIGHT ATTENDANT group absent a single JCBA.  However, the Company can merge the operation around the Flight Attendants (i.e. merge the rest of the Company except the Flight Attendant groups).  

Examples: US Airways and America West rejected two TAs over a period of many years and the FA groups of the two carriers were kept separate the entire time. The United (pmUAL) and pre-merger Continental (pmCAL) FA groups are still flying separate, but the pmUAL and pmCAL pilot groups are now combined as are the ramp groups. 

All labor groups in the Alaska Airlines-Virgin America merger are on different integration timelines. Some groups are already working together. Management has been combined. Management’s target for combining the Flight Attendant groups is March 2019, if the JCBA is ratified.

Can pmAS FAs work on Airbus a/c and pmVX FAs work on Boeing a/c prior to Full Integration?

Q:     If the TA fails, will pmAS FAs still start flying on the Airbus after they are trained? If the TA fails, will pmVX FAs start flying on the Boeing after they are trained?

A:     No. Until the groups reach the point of Full Integration (targeted for March 2019 if TA is ratified), Negotiations Protocol Agreement* would remain in place and that document stipulates that pmAS FAs work on Boeing aircraft and pmVX FAs work on Airbus aircraft.

* ALASKA AIRLINES-VIRGIN AMERICA MERGER NEGOTIATIONS PROTOCOL AGREEMENT (4/27/2017)

K. Separation of Groups – Until the implementation of an agreement and the merger of operations following the issuance of a single operating system, the Company agrees to keep the operations of Alaska and Virgin America separate.  During this period of separate operations, the Company shall provide the following protections.
1. The Company shall not utilize in its flight operations of one airline a Flight Attendant employed by the other airline, except as may be needed to comply with conditions prescribed by a governmental agency for the purpose of transition to, and eventual operation under, a single operating certificate.
2. Except for the circumstances described in paragraph K.1., above, no Flight Attendant of either Alaska or Virgin America shall fly as a working crewmember on an aircraft in the Fleet of the other airline. The “Fleet” of each airline shall be defined to include all aircraft in the service of or stored by the airline or on order or option by the airline, as April 1, 2016. In addition, Virgin America Flight Attendants shall not fly on Boeing aircraft as a working crewmember and Alaska Flight Attendants shall not fly on Airbus aircraft as a working crewmember.
3. The Company will not open a new Flight Attendant domicile in any location in which either Alaska or Virgin America has an existing Flight Attendant domicile.

Q:     With regard to Registered Air Commuters having a commuter priority, does this extend to the jumpseat?

A:     No, the commuter priority is only for cabin seating.

“Registered Air Commuters” will be given boarding priority over Company employees (and dependents) on pleasure travel and over all employees of other airlines on Alaska Airlines mainline flights and on other airlines if applicable in accordance with current Company policy at the time of the commute.  – JCBA §28.G.5 [Domiciles: Commuter Policy]

Commuters do not receive preferential priority for the jumpseat.

Although the jumpseat priority is technically Company policy and therefore subject to management discretion, AFA obviously takes a very, very active interest in the jumpseat priority. There is no intent to change current practice for jumpseat priority: seniority until D-30, at which point it converts to first-come, first-served.

Q:     When will pmAS FAs see the change in their hire dates for step rate increases?

A:     Step rate increases are based on Occupational Seniority date, which is the date an employee is placed on the Company payroll as a FA and going forward will now include credit for time spent in Initial Training. Adjustments to pmAS Occupational Seniority dates will occur as soon as practicable after ratification, and the new Occupational Seniority date will be retroactive to January 1, 2018 for the purposes of pay.

Q:     Can you tell me when the current contracts and pay scales expire for United (UA), Southwest (WN), American (AA) and Delta (DL)?

A:     Yes.

• AFA United: CBA amendable August 2020.
• TWU Southwest: CBA amendable October 2018.  
• APFA American: CBA amendable December 2019.
• Delta FAs are currently non-union and therefore not covered under a collective bargaining agreement, so their pay and work rules can be changed at any time.  

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