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Representing the Flight Attendants of Alaska + Hawaiian

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Important Dates

  • August 1: Rainmaker Launch

COVID-19 Points Forgiveness Extended Through September 2021

The Section 32 Attendance Policy Points Related to COVID-19 MOU provides Flight Attendants an opportunity for points adjustment for the COVID-19 related absences with supporting documentation.

Your Council 35 officers encourage members to submit the form for any absences related to COVID-19. Please review the MOU for details on what points are eligible for adjustment.  This process is manual, so allow some time for the adjustment to show on the attendance record. To request a points review, visit:

Alaskasworld>>Inflight >>Administration>>Performance>>COVID-19 Absence Reporting Form

California COVID-19 Law and What it Means for CA-Based Flight Attendants

The state of California has recently enacted a law to protect employees from COVID -19 activities.  The basics of the law provides:

  • protection from penalties (points)
  • requires employers to offer a special COVID-19 sick leave bank (including employees covered by a collective bargaining agreement)
  • requires employers to notifiy employees of the new CA provisions

Alaska has taken a position that F/As are not eligible for these CA benefits, however AFA does not agree. Your Council 35 officers encourage all CA-based Flight Attendants that have COVID-19 related absences on their attendance to file a wage claim with the state and/or file a labor law violation. This is especially encouraged for those that have submitted for an adjustment and have been denied. For more information, please see the AFA June 2, 2021 communication.

Trending Discipline

Monthly Commuter Audit

Monthly audits of registered commuters have been performed for the last several months.  The most common violation occurs when commuters list for flights using D8Y from a non-registered city when dropping a deadhead leg.  Confirmed violations normally result in a Confirmation of Oral Warning (COW) on first offense but can escalate up the steps of discipline if multiple violations occur or other performance issues are on file.

Late to Plane

If a late to plane occurs mid-sequence, such as after a layover, and it causes a delay, steps of discipline will most likely be issued.  Mid-sequence late is considered a performance issue, however if it’s the beginning of a sequence (at check-in), late attendance points are normally assessed.  For a first offense with no previous disciplines on file, the FA can expect to receive a COW.  For more information, please review Section 32 of the JCBA.

Nonrev Issues

A recent company-wide trend has been to issue discipline to Flight Attendants that give “goodies” to nonrevs.  In most cases, passengers are the ones complaining and will trigger an investigation. When passengers see nearby nonrevs get food or beverages they aren’t able to purchase for themselves, it causes a conflict.  This was especially challenging during COVID-19 limited service when passengers got very little in the main cabin.  First offenses have resulted in a Written Warning, which is the 2nd step of discipline. 

Union Member Support Opportunity

The Protecting the Right to Organize (PRO) Act restores the right of workers to freely and fairly form a union and bargain together for changes in the workplace. It is a worker empowerment, civil rights and economic stimulus legislation, and an essential part of any plan to build back better from the COVID-19 pandemic. It is the most significant worker empowerment legislation since the Great Depression and is now in the hands of the Senate (more information can be found here).  As a Union member, make sure your voice is heard by signing the petition and contacting your Senator to support this bill.  The bill provides others with the opportunity to enjoy the benefits that being part of a Union provides.  For more information please visit the AFA-CWA latest news to sign the petition and contact your state’s Senator to encourage their support.

COVID-19 Resources at SFO

Need a vaccine appointment?  Need a COVID-19 test?  SFO has both options available for travelers and employees.  Please visit FlySFO for more information.

TSA Sponsored Crew Member Self Defense Classes – Limited Availability

The TSA has reinstituted their Crew Member Self Defense classes on a limited basis. More information about the classes and a link for registration can be found here. Please note: although there are no sessions available for SFO for the rest of the year, there is one class scheduled in August and one in September for LAX, LAS, and SEA. A variety of other cities in the midwest and east coast are available for commuters residing in those locations.

Union Plus Services and Discounts for AFA-CWA Members

Your AFA-CWA membership includes discounts and services from a variety of categories offered by Union Plus. Use this link for more information on discounts and services for the following categories: Money, Home, Travel, Auto, Insurance, Health, and Education.

We’re Here to Help:  Online Support Center

\The best way to contact us for support is by submitting an online support ticket.  By selecting the type of concern you have, the best rep for your situation can assist you.  The online support ticket system is for AFA use (not management) and is confidential, so please use a personal email address to open a request.

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

  • Protect Our Contract – Don’t Perform Duties Belonging to Other Work Groups
  • Help End Human Trafficking: Take the Survey

Protect Our Contract – Don’t Perform Duties Belonging to Other Work Groups

Grievance Committee

Over the course of many decades, all of us have worked hard to improve our working conditions and strengthen our collective bargaining agreement (CBA).  These improvements have been achieved through several avenues including demonstrating our solidarity during contract negotiations, lobbying management to make changes that benefit our profession, and rigorously enforcing the contractual language that we have already achieved.  It is the responsibility of each of us to continue to protect and defend our contract and hold management accountable for what has been agreed upon by both our Flight Attendants and the Company.

Recently, management has made it known that they are having a particularly difficult time recruiting and retaining frontline employees in various locations throughout the route network.  This includes staff who are directly employed by the company, those who are employed by subsidiaries of the company (e.g., McGee Air Services), and contract vendors who provide above- and/or below-the-wing services at various stations.  The situation has caused a noticeable impact to the Company’s operations and has resulted in some on-the-ground functions being adjusted or modified due to staffing in some situations. 

We all know that Alaska Airlines focuses on hiring Flight Attendants who exhibit kindness and demonstrate a willingness to help. Because these traits are such a pervasive part of our culture, it may be tempting to want to jump in and assist our coworkers from other work groups when we see that they are short staffed.  Unfortunately, this causes more harm than good for several reasons. 

As previously mentioned, it is up to each of us to protect the provisions of our collective bargaining agreement.  Section 24.D of the CBA says in part: “A Flight Attendant will not be required to perform work normally assigned to a cleaner, provisioner, ramp or operations agent.”  Just as we expect other work groups to honor our contractual language by not performing Flight Attendant duties and responsibilities, it is similarly important that we respect other work groups and their normally assigned scope of work as well.  Doing so protects the security of both Flight Attendant jobs and the jobs of our coworkers in other departments.

Customer service, ramp, mechanics, pilots, fleet service, catering, and other work groups receive specific training to perform their duties that Flight Attendants do not have.  We must allow our colleagues to do the work that they have been trained to do to ensure that it is done in compliance with applicable regulations and to company standards.  If there are concerns with staffing in a particular department, management needs to receive the corresponding reports of flight delays, complaints from passengers, and performance audit results.  These are all indicators that management uses to adjust and ensure that our colleagues in other departments have the support that they need.  If this data is skewed to show that no problems exist, then no changes will made by management to ensure proper staffing and service levels.

The best way that Flight Attendants can show support for other work groups who might be experiencing short staffing is by reporting the issue to ensure that it gets attention from the right levels of management.  This can be accomplished by submitting a Flight Attendant Irregularity Report (FAIR) detailing the date, flight number, and specifics of the situation (e.g., areas that were skipped/missed, etc.).

Questions?

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

Help End Human Trafficking: Take the Survey

AFA International

AFA is partnering with United Against Slavery in a global effort to end the scourge of human trafficking. As Flight Attendants and aviation’s first responders, we are uniquely positioned to identify human traffickers and assist their victims.

Human trafficking is a billion-dollar business, but Flight Attendants can be 100,000 Eyes in the Skies to recognize and report it. We can be the ones to make the difference.

Historical efforts to gather and understand information to implement effective solutions for this crime have been a challenge and success seemed unattainable. Why? They have not involved collecting the knowledge that only those on the frontlines have.

Click here to take the survey >

Management vs. State and Local Laws – Part 1

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

This is the first 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.

Background

Management alleges that certain state and local laws do not apply to flight crew

Airlines For America (A4A) is an American trade association and lobbying group representing major North American air carriers such as Alaska Airlines.  A4A and/or Alaska Airlines management has taken the position that the Railway Labor Act (RLA) preempts (i.e., invalidates) certain state and local laws that in its opinion overlaps with, conflicts with or complicates various benefits and provisions provided for in collective bargaining agreements negotiated with labor unions representing flight crew. Simply stated, A4A and Alaska Airlines management are making legal arguments in several jurisdictions (e.g., WA, CA, MA and NY) that specific state and local laws do not apply to Flight Attendants and pilots. However, it is notable that management has been honoring the same laws for ground employees–even if they are also covered by contracts negotiated with their respective labor unions and under the RLA.

Management believes that honoring various local laws for flight crew would ultimately lead to competitive disadvantage and tough business decisions in response

Why? Based on our interactions with management, here are some of the reasons offered by management to justify denying flight crew access to various benefits and protections provided for under what management characterizes as a “patchwork quilt” of state and local laws:

  • Administratively burdensome to honor because of the difficulties in tracking the sheer number of such laws and complying with their complexities.
  • Some laws may overlap with and/or conflict with one another and may also apply only conditionally based on the real-time location of an individual crewmember.
  • Significant challenges with overlaying these laws on top of the provisions of existing collective bargaining agreements (e.g., clock hours versus block hours versus TFP; meal, rest break and wage reporting requirements).
  • Honoring such laws for flight crew would create significant operational and financial liabilities for the Company and thereby result in untenable competitive disadvantage. This in turn could lead management to reevaluate the viability of existing crew domiciles in problematic locations and to make tough business decisions about the location of crew domiciles going forward. Management has cautioned your union leadership to beware of the potential for such unintended and undesirable consequences as these would likely be perceived by you as unacceptably disruptive and universally unpopular.

AFA is closely following the preemption litigations with great interest

AFA is closely following the preemption litigations with great interest because the outcomes affect our members at various airlines. However, the legal arguments themselves are generally outside of AFA’s “jurisdiction” in the sense that the Association’s sole duty is to act as the agent for members of the collective bargaining unit under the RLA and to fairly represent them. AFA neither has an obligation to directly participate in the preemption disputes nor has the resources to broadly do so, but nonetheless we have very strategically chosen to intervene in some of the preemption litigations over the past ten years. Several current and former MEC officers and chairpersons have been directly involved in a few cases as complainants, subject matter experts and/or deposed witnesses.

Recent Cases

Washington Family Care Act: Alaska Airlines v. Schurke (WA L&I)

In approximately 2012, Alaska Airlines sued the State of Washington regarding provisions of the Washington Family Care Act (WFCA), alleging that the WFCA does not apply to Washington-domiciled Flight Attendants.  AFA intervened as a defendant in the suit, as this was a case of first impression, and we wanted our interests protected in an area of law not yet addressed. 

The case was initially decided in favor of the State of Washington and AFA. Alaska Airlines appealed the case to the US Court of Appeals for the 9th Circuit.  A panel of three justices decided in Alaska Airlines’ favor. At that point, the State of Washington and AFA requested an en banc opinion, with all justices making a decision.

In August 2018, the en banc opinion ruled in favor of the State of Washington and AFA. Alaska Airlines then filed an appeal with the United States Supreme Court.  The US Supreme Court did not grant the writ of certiori, which means it did not accept the case, and the 9th Circuit ruling stands in favor of the State of Washington and AFA.

The case went back to a state administrative hearing, and the administrative law judge ruled for the State of Washington and AFA.  Alaska Airlines then appealed this ruling. We are currently awaiting a ruling on the appellate case, which hopefully will be issued within the next few months. In the meantime, Alaska Airlines is still not honoring this law. 

Washington Paid Sick Leave: A4A v. WA L&I and Joel Sacks

In early 2018, AFA demanded that Alaska Airlines comply with a new State of Washington law:  Washington Paid Sick Leave (WPSL) law.  Alaska’s response to AFA’s formal demand was to have A4A file suit against the State of Washington on behalf of all airlines it represents.  Again, AFA was an intervenor in this lawsuit.  The State of Washington and AFA won this suit in a summary judgment motion; A4A appealed the ruling.

On November 17, 2020, the parties argued in front of the US Court of Appeals for the 9th Circuit, and a decision was returned very recently that ruled in favor of the State of Washington and AFA.  At this juncture, AFA has every reason to believe that A4A will attempt an appeal with the US Supreme Court.  In the meantime, Alaska Airlines is still not complying with the law. 

California overtime, meal & rest breaks, and wage statement laws: Bernstein v. Virgin America

In 2018, a California state court ruled in favor of Virgin America Flight Attendants, which resulted in an initial award of just under $78 million when factoring in legal fees and other costs.  Alaska Airlines appealed this judgment, and it currently remains in the appeal process. 

California wage statement laws: Gunther v. Alaska Air Group Inc.

In May 2019, a California state court ruled in favor of an Alaska Airlines Flight Attendant who brought her own wage statement non-compliance lawsuit against Alaska Air Group.  The court ruled against Alaska Airlines on behalf of all California-domiciled Flight Attendants and issued an award of $25 million.  Seventy-five percent of the award is to be paid to the State of California, and the remaining twenty-five percent of the award is to be paid to California-domiciled Flight Attendants with no more than $4,000 to each Flight Attendant. Alaska Airlines also appealed this judgment, and it is presently still in the appeals process.

New and Pre-Existing Laws Denied

In response to litigation of the Washington State leave laws initiated directly by Alaska Airlines management or indirectly via Airlines for America (A4A), management has simply denied flight crew access to the benefits of new laws. Management also retracted a Flight Attendant’s ability to use several state laws already existing at the time litigation was filed. One example of such retraction is the California Family School Partnership Act, which management allowed California-domiciled Flight Attendants to use for many years prior.

Next Up (in “Management vs. State and Local Laws – Part 2”)

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

In This Edition

  • Unruly Passenger Survey
  • What Is Disruptive Mood Dysregulation Disorder?

Unruly Passenger Survey

AFA International

As unruly passenger incidents remain at an all-time high, our union is launching a platform to collect your experiences to fully assess the problem and help get meaningful support to all crews. 

Take this five minute anonymous survey to share your experiences with unruly passengers onboard this year.

Self Defense Training

This week, the TSA announced the resumption of Crewmember Self Defense Training classes on July 1. The program is helpful in gaining skills for defense and confident positioning. However, as we have advocated since September 11, 2001, this training should be mandatory and part of our paid initial and recurrent training in order to build the muscle memory to use the tactics immediately when attacks advance without warning. Still, the resumption of the voluntary course is positive and should send a message to the flying public as well that these unruly incidents are serious. Flight Attendants are onboard for the safety and security of everyone on the plane.

The voluntary four-hour training is offered to flight crew members free of charge and is held at 24 locations around the United States. All active flight crew members for domestic carriers are eligible to register for the training. You can register here.

Our union continues to work with other unions, lawmakers, the FAA, DOT, and airline management on more that needs to be done to get this under control. 

The Role of Alcohol

Alcohol is a major contributor to unruly passenger events. Make sure you keep this regulation handy as you advise the public that they cannot carry a drink onto the plane or consume their own alcohol on the plane. Federal regulations also affirm passengers may be refused boarding if they appear to be intoxicated. 

The Federal Aviation Administration’s (FAA) regulation §121.575 alcoholic beverages: (a) No person may drink any alcoholic beverage aboard an aircraft unless the certificate holder operating the aircraft has served that beverage to him.

AFA EAP is always available at (949) 470-0493. Additionally, make sure you’re copying in your AFA Air Safety, Health, & Security Committee (ASHSC) on unruly incidents to ensure our union can follow up with the airlines and regulators.

Sample of News Stories on Unruly Passengers

What Is Disruptive Mood Dysregulation Disorder?

Employee Assistance Program (EAP)/Professional Standards Committee

Disruptive mood dysregulation disorder (DMDD) is a condition in which children or adolescents experience ongoing severe irritability, anger, and frequent, intense temper outbursts. The symptoms of DMDD go beyond a “bad mood.” DMDD symptoms are severe. Youth who have DMDD experience significant problems at home, at school, and often with peers. They also tend to have high rates of health care service use, hospitalization, and school suspension, and they are more likely to develop other mood disorders. 

The Signs and Symptoms of DMDD include:

  • Severe temper outbursts (verbal or behavioral), on average, three or more times per week
  • Outbursts and tantrums that have been ongoing for at least 12 months
  • Chronically irritable or angry mood most of the day, nearly every day
  • Trouble functioning due to irritability in more than one place (at home, at school, and with peers)

Youth with DMDD are diagnosed between the ages of 6 and 10. To be diagnosed with DMDD, a child must have experienced symptoms steadily for 12 or more months.

What is the difference between typical irritability and severe irritability? All children can become irritable sometimes. It’s a normal reaction to frustration. Children experiencing severe irritability (as observed in DMDD) have difficulty tolerating frustration and have outbursts that are out of proportion for the situation at hand. These outbursts occur more often and are more severe than what you would typically expect for children of this age.

Over time, as children grow and develop, the symptoms of DMDD may change. For example, an adolescent or young adult with DMDD may experience fewer tantrums, but they begin to exhibit symptoms of depression or anxiety. For these reasons, treatment may change over time, too.

If you think your child has DMDD, it is essential to seek a diagnosis and treatment.

DMDD can be treated. If you are concerned that your child may have DMDD, talk to your child’s pediatrician or health care provider.  Your AFA EAP can also assist you with a referral for your child.  Your local AFA EAP Committee members contact information is available at https://afaalaska.org/eap or call (949) 470-0493. 

In This Edition

  • AFA-CWA & Union Plus Scholarships Awarded

AFA-CWA & Union Plus Scholarships Awarded

AFA International

The Association of Flight Attendants-CWA Scholarship Fund provides financial assistance to dependents of AFA Flight Attendants who will be attending a college or university.

This year’s recipients of AFA-CWA Scholarships:

  • Kaila Aiwohi, daughter of Arvi Aiwohi, United AFA Flight Attendant.
  • Savannah Armas, daughter of Kelly Armas and sister of Alexa Armas, both Spirit AFA Flight Attendants.
  • Amrine White, daughter of Taryn Call, Alaska AFA Flight Attendant.

Alternate – Hannah Kropp, daughter of Karen Kropp, United AFA Flight Attendant.

Additionally, Union Plus awarded three scholarships to AFA-CWA:

  • Karlee Barrett, daughter of United AFA Flight Attendant, Orinthia Barrett.
  • Sydney Pizzinato, daughter of United AFA Flight Attendant, Mary Ann Pizzinato.
  • Isabelle Shook, daughter of Alaska AFA Flight Attendant, Veda Shook.

Congratulations! We’re so proud of you. 

Important Dates 

  • June 30: Q2 CBT Due

COVID-19 Points Forgiveness

The Section 32 Attendance Policy Points Related to COVID-19 MOU provides Flight Attendants an opportunity for points adjustment for the following COVID-19 related activities:

  • Non-work related exposure
  • Vaccine appointments
  • Side effects of the vaccine

Management has agreed to review all points related to COVID-19 with documentation. Details of the MOU can be found on our website.  Your council 35 officers encourage members to submit the form for any absences related to COVID-19.  To request a points review, visit:

Alaskasworld>>Inflight >>Administration>>Performance>>COVID-19 Absence Reporting Form

It is recommended that F/As save all receipts and appointment confirmations.  F/As may be required to send evidence to the performance supervisor for conversion.  This process is manual, so allow some time for the adjustment to show on the attendance record.  

Call to Action: New California COVID-19 Law

The state of California has recently enacted a law to protect employees from COVID -19 activities.  The basics of the law provides.

  • Protection from penalties (points)
  • Requires employers to offer a special COVID-19 sick leave bank (including employees covered by a collective bargaining agreement)
  • Requires employers to notify employees of the new CA provisions.  

So far Alaska has taken a position that F/As are not eligible for these CA benefits, however AFA does not agree with Alaska. Your Council 35 officers encourage all CA-based Flight Attendants to file a wage claim with the state and/or file a labor law violation.  For more information, please see the AFA June 2, 2021 communication.

PBS WebApp Training

The next training sessions on Microsoft Teams are Tuesday June 8, 1pm-2pm Pacific and Wednesday, June 9, 10am-11am Pacific. Links will only be live during the training period.  If you miss these training dates, there will be more dates in July.  This is the same technology used for the all-employee webcasts. If you have any issues installing Microsoft Teams or viewing the training sessions, please contact the ITS Service Desk at 1-877-238-1077 or email ITS.Service.Desk@alaskaair.com.

Welcome New Council 35 Committee Members

Benefits Committee Chair:  Julie Pearson

Julie began her Flight Attendant career with Virgin America in April 2010, upgrading to the Inflight Team Leader position in early 2011. In October 2018, Julie joined the Council 35 Crew Systems Integration team where she took on the task of helping her teammates during the Alaska systems integration, conducting base sits and helping train flight attendants in the NavBlue PBS and Crew Access systems, as well as answering questions regarding the JCBA. Prior to becoming a flight attendant Julie received her BA in Communications from Saint Mary’s College of California. After college she moved to London, where she stayed for 5 years and worked in content licensing. In her free time you’ll find her exploring San Francisco and hiking the Bay Area with her husband and 5 year old son.

Inflight Service Committee:  Matt Voges

Coming from a long time airline family, Matt realized his passion for travel very early in life, but only fully recognized his love for the Aviation Industry in 2008 when he was hired at Virgin America.  After earning his wings, he realized he had more to offer by lending his restaurant and event catering experience with the on-board service team and moved in to a role from Inflight Team Leader to Service Coach and later Air Transportation Supervisor.  With these roles, he worked closely with the LSG kitchen and on-board Service Manager to help develop and teach the onboard experience to new hires.  He hopes to continue this path in moving forward with the AFA to help provide a better and more seamless on-board experience for both Flight Attendants and Guests.  Matt currently resides in San Francisco and spends his spare time traveling the world experiencing new cultures, food and languages.  He is also active in playing softball, learning to race cars and everything to do with cooking (including eating).  

June Pride Month

Help celebrate June Pride with an AFA pride pin or an AFA Pride luggage tag. A limited supply is available now at the supervisor’s office in the SFO Village.

Free COVID-19 Vaccinations in SFO

SFO is offering 2 free vaccination programs for the public, including arriving and departing passengers, on domestic and international flights. More information about the programs can be found here.  The J&J single-dose vaccine for people aged 18 and older is available on a walk-up, first-come, first-served basis.

Location: SFO Medical Clinic, International Terminal Departures Hall, A-Side
Days/Times:  Monday – Friday, 8:00am – 5:00pm

In partnership with Safeway Pharmacy during the month of June, the J&J vaccine, for people aged 18 and older and Pfizer, for people ages 12 and older will be available.

Location: International Terminal, Level 3, Departures Hall, between Aisles 6 & 7 (at the back of the building)
Days/Times:

Tuesday, June 8, 10:00am – 6:00pm

Walk-ups are available however an appointment is recommended.

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

SAN Updates

​

Base Staffing and July Bidding

Approximately 80 SAN based Flight Attendants will be returning from EVF-9 on July 1, 2021.  Please be aware of the impact this may have on your July bid award.  If you are currently a line-holder bidding just above the reserve “cut-off”, you may find yourself on Reserve for July.  Each month the anticipated number of Lineholders and Reserves is posted in the Bid Packet Cover Letter.   
Inflight Page> Scheduling& Bidding> Line Bidding> Bid Packets

If you need assistance bidding, you may reach out to the AFA PBS Committee or your local Reserve or Scheduling Committees.

June is Pride Month

AFA-CWA supports all LGBTQ+ Flight Attendants and workers as we fight for protections on the job and in our communities. AFA’s mission is to unite all Flight Attendants and promote equality and employment for all, regardless of race, color, creed, sexual orientation, gender identity and gender expression. This has been codified in our Constitution since 1976.

Discrimination of any kind undermines the strength of our country. We must work together to protect the rights that should belong to every human being. We stand up for fairness and equal opportunity for all American workers.

AFA is a longtime supporter of Pride At Work, the AFL-CIO diversity organization working towards full equality for LGBTQ+ people in the workplace.

Show your support! Wear your AFA Pride Pin during the month of June.  We have a very limited number of Pride pins available, please request one by emailing san@afaalaska.org. 

SAN Parking

Effective Monday June 7th parking was moved to the Terminal 2 West Lot.  Parking for the Terminal 2 Parking Plaza will be turned off. The new parking area is approximately a 7 minute walk to TSA. Make sure you allow enough time to Park and walk to the terminal.

If you are a commuter and have your car in the old parking, you need to make arrangements to move your vehicle ASAP.

 Access the Terminal 2 West Lot from Harbor Drive by turning right on McCain Rd, then turn right into the parking lot.  Address of the lot is 2395 McCain Rd, San Diego, CA 92101.  Please park west of the exit plaza, Please check your company email for a PDF map and pictures.

Recent AFA Communications

Section 32 Attendance Policy Points Related to COVID-19​ June 2, 2021
Information regarding points forgiveness for absences related to COVID-19.

Settlement: Violation of §10.S Pre-Cancellations and Schedule Changes May 29, 2021
This settlement agreement requires that all pre-cancellations, retimes, flight routing changes, and aircraft downgrades (i.e., from a four-position aircraft to a three-position aircraft) that occur in advance of the day of departure of a sequence will be handled under JCBA §10.S [Pre-Cancellations]. 

AFA Alaska Update​ May 28, 2021
Grievance Committee Update,  Delta AFA Campaign, UNCF Commitment Aircraft, Mental Health Awareness Month 

Important Reminders 

Remember to check by the end of each quarter to see if you have any CBTs you have not finished. there is 1 every quarter that needs to be completed by the end of that quarter unless you are on leave. failure to complete your CBT on time will result in Progressive Steps of Discipline.

Q2 CBT is due June 30

Blue Cross Blue Shield Class Action Settlement

Master Executive Council (MEC)

Legal Disclaimer

The following information is being provided as a courtesy to our members because enrollment in some of the Company-provided healthcare plans subject to specific provisions of the Collective Bargaining Agreement may have made you eligible for a class action settlement. However, AFA is neither a party to the class action nor has been involved in the settlement agreement discussions. If you have specific questions or concerns about the terms of the class action settlement, then you need to consult with the Claims Administrator or Co-Lead Counsel as described in the Blue Cross Blue Shield Settlement or with your own attorney.

Class Action Settlement is Legitimate

Many Flight Attendants have received notice via USPS or email about a class action settlement involving the Blue Cross Blue Shield (BCBS) companies, including Premera Blue Cross. For reasons unknown, the delivery of the notices has been all over the map in terms of timing, and many Flight Attendants have reported that they have not received any notice whatsoever. Regardless, these notices are legitimate, and you may be eligible for a settlement payment pursuant to this cause of action if you enrolled in the Company-funded traditional or high-deductible PPO healthcare plans administered by Premera Blue Cross during the eligibility period (see “Settlement Details” below).

Alaskasworld Notice Posted

AFA requested that management post a notice to employees on Alaskasworld (AW), and management agreed to do so. See AW “For your information: Blue Cross Blue Shield notices” (May 27, 2021) for the article (AAG SSO required).

Settlement Details

  • Website: http://www.BCBSsettlement.com
  • Alaska Airlines employees would potentially belong to the “self-funded employees” category under “self-funded accounts”
  • Self-funded net settlement fund: 6.5% of the estimated $1.9 billion “net settlement fund” = ~$120 million.
  • Self-funded eligibility period: September 1, 2015 – October 16, 2020
  • Default payment option for employees is a portion of total administrative fees paid during the eligibility period: 18% for “single coverage” (employee only) and 25% for “family coverage (employee + spouse or employee + family), with the remainder going to the employer. In our opinion, this is a favorable calculation relative to the proportion of our contribution rate compared to the Company’s actual cost for healthcare.
  • Opt-out or objection deadline is July 28, 2021
  • You must submit a claim in order to be eligible to receive a payment.
  • Claim deadline is November 5, 2021
  • Minimum payment is $5

Minimum Payment

In our estimation, the minimum payment of $5 is likely to exclude any Alaska employees from receiving a payout under this settlement. However, there really is no way to know for certain. We are recommending that all eligible Flight Attendants who are interested in participating in the terms of the settlement should submit a claim by November 5, 2021.

Premera Blue Cross Third Party Administrative (TPA) Fees

This information is not necessary to know in order to submit a claim. However, some Flight Attendants have expressed an interest in potentially submitting for an alternative payment option instead of the default 18% for single coverage and 25% for family coverage. Some of those Flight Attendants have inquired about the third party administrative (TPA) fee paid to Premera Blue Cross by the Company for each enrolled employee on a monthly basis during the eligibility period.

Please refer to the emailed version of this communication for the TPA fees paid per employee (enrolled) per month (PEPM).

Questions?

If you have questions specifically for AFA, contact your LEC president.

Section 32 Attendance Policy Points Related to COVID-19

Grievance Committee

AFA and management recently agreed to a Memorandum of Understanding (MOU) regarding Section 32 Attendance Policy Points Related to COVID-19.  This MOU is now in effect through September 30, 2021.  Related information can be found in Bulletin Bundle 2021-0030 dated April 12, 2021; however, there are several out of date or incomplete details, so AFA will request that management update the bulletin and/or issue a new one.

Click here for the Section 32 Attendance Policy Points Related to COVID-19 MOU (5/28/2021) >

Details

To apply for points forgiveness for absences related to COVID-19:

  1. Go to the Inflight website –> Administration –> Performance to complete a COVID-19 Absence Reporting Form for each qualifying ‘single continuous occurrence’ (SCO) related to COVID-19;
  2. Submit the form for each SCO absence related to COVID-19 no later than the end of your next scheduled sequence; and
  3. In addition to the form, you must submit a positive COVID-19 test result for yourself or for someone in your household, or proof of your COVID-19 vaccination, either of which must be provided to the Inflight Performance Team’s confidential email address no later than the end of your next scheduled sequence,

If returning from a leave of absence, you must submit the form and documentation within 14 days of returning from the leave of absence. 

For more details, please see the MOU.

About Certain State Laws…

In the midst of drafting the MOU, and after management published the above Bulletin Bundle, a new California COVID-19 law was enacted. The new law is retroactive to January 1, 2021, and in effect through September 30, 2021.  CA 2021 COVID-19 Supplemental Paid Sick Leave provides that California employees are entitled to a separate bank of paid sick leave in certain circumstances related to COVID-19, in addition to other record-keeping and paystub requirements. 

Alaska Air Group management and the other Airlines for America (“A4A”) member carriers continue to argue that many state laws, including the CA 2021 COVID-19 Supplemental Paid Sick Leave, are not applicable to Flight Attendants and Pilots because those laws are preempted by federal law (e.g., the Railway Labor Act).  Various parties, including AFA, have been litigating the broader claim of preemption against A4A and/or AAG management in federal and state court for 10+ years. However, management continues to appeal the cases they lose, so their claim that certain state laws do not apply to aircrew continues.

Stay tuned for more details regarding which state laws management is blatantly refusing to apply to aircrew, what you can do to help in the effort to fight back, and how to exercise your rights to these state laws. In the meantime, we encourage California-domiciled Flight Attendants to familiarize yourselves with the various provisions of the CA 2021 COVID-19 Supplemental Paid Sick Leave law. AFA strongly suggests that any communications with management about the law should be in writing, and it is best practice to copy in a union rep. Covered California employees who are denied the provisions of the law may file a claim or a report of a labor law violation with the CA Labor Commissioner’s Office, which is the state agency charged with enforcement.

If you have any questions or need clarification, please contact your LEC president for assistance.

AFA Alaska Settlement Agreement 36-99-2-45-17 “Violation of §10.S Pre-Cancellations and Schedule Changes”

Grievance Committee

After several years of periodic settlement discussions, AFA and management have settled Grievance No. 36-99-2-45-17 “Violation of §10.S Precancellation and Schedule Changes.” This settlement agreement becomes effective Tuesday, June 1, 2021, at 12:01 AM Pacific Time.

Click here for AFA Settlement Agreement Grievance No. 36-99-2-45-17 “Violation of §10.S Pre-Cancellation and Schedule Changes” >

Some History

AFA filed Grievance No. 36-99-2-45-17 “Violation of §10.S Pre-Cancellation and Schedule Changes” back in June 2017 regarding retimes of between 15 and 21 minutes that were pushed to schedules in advance of the day of departure (prior to the first day) of a sequence. (Read the July 2017 Grievance Report for more details.)  Management sustained the grievance (meaning they agreed the contract was violated) shortly thereafter in July 2017. However, AFA disagreed with management’s remedy (i.e., the “fix”) for the violation, and the parties have been in negotiations over the remedy since then. 

We were somewhat close to achieving a mutually agreeable solution when the pandemic began, which delayed our progress.  However, the pandemic did provide an opportunity to test drive a proposed remedy to the dispute starting on April 18, 2020, via the temporary COVID-19 Schedule Changes Letter of Agreement (LOA), which was extended through June 30, 2020. Please note that most but not all aspects of that temporary LOA were incorporated into this grievance settlement agreement.

Details

This settlement agreement requires that all pre-cancellations, retimes, flight routing changes, and aircraft downgrades (i.e., from a four-position aircraft to a three-position aircraft) that occur in advance of the day of departure of a sequence will be handled under JCBA §10.S [Pre-Cancellations].  This will apply to Lineholders and to Reserves who pick up on days off.  The language in §10.S Pre-Cancellations remains the same but will be interpreted to encompass the agreed-to definitive parameters around retimes, flight routing changes and aircraft downgrades.

The settlement makes it very clean in defining when the provisions of §10.S Pre-cancellations are used.  Essentially any schedule change that occurs for Lineholders (and for Reserves who pick up on days off) prior to the first day of a sequence, except for a simple flight numbering change, will now always be handled as a pre-cancellation under §10.S.  A simple flight numbering change in the absence of a retime or a flight routing change may occur at any time and does not trigger the contractual provisions of §10.S.

Summary of §10.S Pre-Cancellations

Note: The following is a summary of pre-cancellation provisions under §10.S. Please refer to the contract for a comprehensive description.

Alternate Assignment Offered During Initial Contact (§10.S.2)

If there is a schedule adjustment involving a pre-cancellation, retime flight routing change or aircraft downgrade on the day(s) prior to the first day of a sequence, then Crew Scheduling will make initial contact and may offer an alternate assignment made up of one or more sequences with a check-in up to two hours prior to scheduled check-in and/or with a release up to two hours later than scheduled release. The two options are to (1) accept the alternate assignment (§10.S.2.a) or (2) to decline the alternate assignment and waive pay protection (§10.S.2.b).  If Crew Scheduling does not have an alternate assignment available that meets the required criteria of falling within the scheduled footprint plus two hours on either side (before or after) when they first make contact with the Flight Attendant, then the Flight Attendant can opt to call Crew Scheduling between 6 PM and 8 PM local domicile time the evening prior to the sequence (§10.S.2.c).

No Alternate Assignment Offered During Initial Contact (§10.S.3)

If Crew Scheduling does not offer an alternate assignment when they make initial contact with the Flight Attendant, then the Flight Attendant can either (1) waive pay protection and be relieved of further obligation (10.S.3.a), or (2) they can opt to call Crew Scheduling between 6 PM and 8 PM local domicile time the evening prior to the sequence (§10.S.3.b).

Calling Back Between 6 PM and 8 PM the Evening Prior (§10.S.2.c and §10.S.3.b) or no Later Than Release Time if on Duty (§10.S.7)

When the Flight Attendant calls back between 6 PM and 8 PM local domicile time the evening prior to the sequence, either (1) an alternate assignment that operates within the exact footprint of the original sequence must be available (§10.S.2.c.1 or §10.S.3.b.1) or (2) the Flight Attendant is pay protected (§10.S.2.c.2 or §10.S.3.b.2). A Flight Attendant must call back no later than release time if on duty during those hours (§10.S.7).

Reassignments (§10.R) – Same Day and/or Sequence in Progress Schedule Changes

Same day and/or sequence in progress schedule changes are covered under §10.R Reassignments.  Please note AFA and management have on multiple occasions confirmed their mutual understanding that Flight Attendants will neither be required nor offered to report earlier than scheduled for the first duty period of a sequence under §10.R Reassignments. The parties continue to work their way through several contractual disputes related to reassignments that are currently active, and AFA will keep you updated on any developments.

If you have any questions or need clarification, please contact your LEC president for assistance.

Joint Contract Negotiations Session 10 – December 2025

The Joint Negotiating Committee (JNC) met with management this week to continue bargaining sessions in Seattle, WA. Discussions focused on narrowing issues in Leaves of Absence, Association General, and reviewing vacation provisions as part of the joint contract process.

Human Rights & Equity Committee Meeting Recap – 4th Quarter 2025

On Monday, December 8, our AFA Human Rights & Equity Committee Chairpersons met to discuss their ongoing activism to raise awareness and create positive change within our workplace and community. Your representatives attending the meeting included Louise Borras (LAX-pmAS), Bruni Agosto-Pinal (LAX-pmHA), Aaron Miller (PDX), Trista Vanta (SFO), and Yan Yan Teague (SEA). MEC Human […]

Staying Balanced During The Holidays

Let joy, not pressure, lead the way. The holiday season is a special time for joy, connection, and celebration. But let’s be honest—it can sometimes feel a bit overwhelming, even for the most grounded among us. With family gatherings, work commitments, and financial worries, finding balance isn’t always easy. Here are some practical tips to […]

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