LOA

Operational Safety Debriefs

January 26, 2023 17:00

Master Executive Council (MEC)

AFA and management recently agreed to a defined process for when a debrief meeting with management needs to be conducted following an operational safety event.
The agreement ensures protections for Flight Attendants while guaranteeing pay, duty day limitations, and AFA representation.
Details can be found in the Operational Safety Debriefs Letter of Agreement (LOA).

In 2019, AFA filed grievance number 36-99-2-170-19, which alleged management’s violation of section 19.A of the collective bargaining agreement. The violation was related to an incident where management conducted a debrief meeting with Flight Attendants while they were still on duty following a slide deployment incident. As there was no contractual basis for management to conduct a meeting to investigate a work-related event with Flight Attendants outside of the procedures outlined in 19.A, the grievance alleged that contractual rights to AFA representation and investigatory meeting pay were violated.

The grievance was denied by management and subsequently scheduled for arbitration in June 2020. As the arbitration date approached, management indicated they were interested in settling the grievance in lieu of arbitration. Discussions between AFA and management ensued and a settlement-in-concept was reached, which the MEC approved at the time.

Following the conceptual agreement, AFA proposed a letter of agreement (LOA) that codified the settlement in detail. Unfortunately, turnover in a number of key management positions resulted in setbacks as new managers needed to brought up to speed with the history of the settlement and background of what had been discussed. To compound the situation, the aircraft evacuation of flight 751 in Seattle on August 23, 2021 revealed some unforeseen issues with the debrief process that required further discussion and incorporation into the proposed settlement.

Operational Safety Debriefs Letter of Agreement (LOA)

AFA and management were recently able to reach consensus on the details of the LOA, which serves as final settlement of the original grievance. AFA LOA 2023-01-17 (Operational Safety Debriefs) establishes a process for management to speak directly to Flight Attendants who have been involved in a significant safety-related event while providing benefits and protections to Flight Attendants, including:

Minimum pay of 4 TFP for participating in an Operational Safety Debrief, in addition to any Minimum Pay Rules and pay protection due.
Limitations on how long Operational Safety Debriefs are, when they must begin, and maximum duty day.
Guarantee that any conversations are non-disciplinary in nature and any information obtained cannot be used in disciplinary actions (including protections under ASAP if an ASAP report is filed timely).
The right to AFA representation and involvement in conversations.
An established process to handle any follow-up training.

For complete details, please click here to view the complete LOA. You can also find the LOA on your IMD in GoodReader in the ASFA Supplemental > Collective Bargaining Agreement folder.

Questions?

If you have any questions about the Operational Safety Debriefs LOA, please contact your LEC President.

AFA Update – March 19, 2021

March 19, 2021 17:00

In This Edition

How the First Amendment Applies in the Workplace
Benefits Enrollment Upon Returning from a Leave of Absence (including EVF or ELOA)
What’s the Difference Between a Fear and a Phobia?
REMINDER: Scholarship Opportunities

How the First Amendment Applies in the Workplace

Grievance Committee

The Grievance Committee is hearing a lot of chatter from Flight Attendants believing they are exempt from discipline from harassment or discrimination due to their First Amendment rights of freedom of speech and freedom of religion. We’d like to give a brief overview of how the Amendment actually affects one who works for a private employer such as Alaska Airlines.

The First Amendment of the United States Constitution prevents the government from making laws which regulate an establishment of religion, or that would prohibit the free exercise of religion, or abridge the freedom of speech, the freedom of the press, the freedom of assembly, or the right to petition the government for redress of grievances. It was adopted on December 15, 1791, as one of the ten amendments that constitute the Bill of Rights.

The key word in the Amendment is government. Alaska Airlines is a private rather than governmental employer. It can legally establish system regulations or people policies enforcing its behavioral and disciplinary standards providing these policies do not violate state and/or federal law.

Present federal law protections from discrimination regarding employment decisions are based on race, color, national origin, religion, gender (including pregnancy), disability, age (if the employee is at least 40 years old), and citizenship status. The Equality Act is also adding protections based on one’s sexual orientation and gender identity. These protections safeguard people who fit those categories from being discriminated against regarding employment decisions based on that status. For example, Alaska Airlines couldn’t refuse to hire an otherwise qualified candidate only because s/he is 41 years of age.

What the law doesn’t allow for is using your protected status as a defense to harass or discriminate against others. For example, someone over 40 years of age may not harass another person based on their race because they believe themselves to be an “old school thinker” and are basing their actions on beliefs/feelings from when they were younger or when things “were different.” This becomes an issue of harassment and/or discrimination and the harasser is not protected from discipline because they fall into the protected class of age. This applies to all protected classes.

The Alaska Airlines People Policy clarifies what constitutes harassment and discrimination, and the Grievance Committee has seen the Company discipline based upon those policies and the law. While one may not intend to harass or discriminate, Alaska Airlines typically looks at the impact on the person being harassed and not the intent of the harasser. So, while everyone is entitled to their private opinion or to share their opinion with their government, one can be disciplined for sharing an opinion deemed harassing, discriminatory or intolerant in the workplace or via social media if such nexus can be made to your private employer. We share this information in the attempt to educate our fellow members and prevent any further discipline or terminations.

Questions?

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

Benefits Enrollment Upon Returning from a Leave of Absence (including EVF or ELOA)

Benefits Committee

As a reminder, Flight Attendants returning from a leave of absence, including EVF or ELOA, must complete the enrollment process again in order to maintain or reinstate company health benefits. Optional coverages which were not in place during the leave such as FSA contributions or Supplemental Short-Term Disability must be re-added to your coverage. Previously elected benefits do not resume automatically. It is essential to contact Alaska Airlines Benefits at (844) 231-3476 or visit www.myalaskabenefits.com within 31 days from the date of returning to work to verify, enroll or make changes to benefits. If enrollment is not completed during this window, no changes are able to be made until the next open enrollment period and your current health benefits may terminate, even if you maintained coverage during your EVF or other leave.

Questions?

If you have any questions or need assistance, please contact your Local Benefits Committee.

What’s the Difference Between a Fear and a Phobia?

Employee Assistance Program (EAP)/Professional Standards Committee

Phobias come in many different forms. Acrophobia is the fear of heights. Trypanophobia is the fear of needles. Hodophobia is the fear of traveling. Phobias are one of the most common mental health disorders with 11% of people experiencing at least one phobia over her/his lifespan. So, what is the difference between a fear and a phobia?

Fears have a protective purpose. They make us alert to danger and prepare us to deal with it. Phobias involve the experience of persistent fear that is excessive and unreasonable. A fear of being hit by lightning during a thunderstorm will result in most of us leaving the beach when a thunderstorm pops up. Most would call this a reasonable, if not healthy fear. Once the thunderstorm clears, we go back onto the beach. Those with a phobia about being struck by lightning, which is called astraphobia, may find it difficult to even venture outside with a concern that a thunderstorm could pop up anytime. The key to distinguishing a fear from a phobia is whether the person is physically and/or psychologically impaired by her/his worry. In short, a phobia is a fear of being afraid. It results in a person limiting or eliminating normal life activities just to avoid the triggering objector event.

Most people generally don’t seek treatment for phobias. Only 6% of people with a phobia ever go in for treatment. This low treatment rate is due in part because those with a phobia are not totally disabled by it. Many are able to successfully create routines to avoid their trigger(s). Not before a person’s phobia is extremely severe or life limiting does one typically seek help.

Even though phobias can be very disabling and downright exhausting, the great news is that phobias in children, adolescents and adults are also very treatable. If you’d like confidential assistance with a phobia or other anxiety disorders, call one of your Local EAP Committee Members. You can find contact information on the EAP Committee page of afaalaska.org.

REMINDER: Scholarship Opportunities

AFA International

In a previous AFA Update sent out on January 22, information was shared about scholarship opportunities available to AFA and CWA Members as well as certain eligible dependents. Details about both scholarships, as well as information on how to apply, can be found by following the links below.

AFA Scholarship Fund

The Association of Flight Attendants Scholarship Fund is intended to provide financial assistance to dependents of our active members who will be attending a college or university. The deadline for applications is April 10. Details are available on the AFA International website at http://www.afacwa.org/scholarships.

CWA Joe Beirne Scholarship

The Joe Beirne Scholarship is offered by CWA. The deadline for applications is April 30. Details on this scholarship are on the CWA website at http://www.cwa-union.org/pages/beirne.

AFA Update – January 22, 2021

January 22, 2021 12:00

In This Edition

Letters of Agreement and Memorandums of Understanding
REMINDER: Reserve Availability & Commuting
College Scholarship Opportunities

Letters of Agreement and Memorandums of Understanding

Grievance Committee

Our Master Executive Council (MEC) occasionally enters into letters of agreement (LOAs) with management to address situations that were not anticipated or did not exist during contract negotiations. The MEC also enters into memorandums of understanding (MOUs) with management in order to clarify existing contractual language. Both LOAs and MOUs are binding agreements and are fully enforceable documents.

LOAs and MOUs are accessible on the current contract page of the AFA Alaska website and can also be accessed on the IMD through the Goodreader app (ASFA Supplemental > Collective Bargaining Agreement).

Recent LOAs and MOUs

Fatigue Risk Management Plan (FRMP) – outlines how the company’s FRMP will be structured, including how reports will be coded and handled as well as disciplinary protections. Also guarantees AFA representation on the Fatigue Review Board (FRB).

Aviation Safety Action Program (ASAP) – renews the ASAP program (FAA requires that the ASAP MOU be renewed every two years).

COVID-19 Agreements Extension – Through March 2021 – extends the Temporary Waiver of Discipline Delivery Confirmation MOU (04/14/2020) and Commuter Policy and Utilizing Other Airline (OAL) Carriers During COVID-19 Schedule Disruptions LOA (04/07/2020). Both will remain in effect through March 31, 2021.

Boeing 737 MAX 9 Proving Activities – outlines Flight Attendant involvement in FAA-required proving activities for the Boeing 737 MAX 9 aircraft and ensures AFA participation in the process.

Questions?

If you have questions about LOAs or MOUs, please contact your LEC President or Local Grievance Committee.

REMINDER: Reserve Availability & Commuting

Reserve Committee

There have recently been some instances where Reserve Flight Attendants were disciplined for not being physically present in their domicile during their entire availability period. Contractually, reserve availability periods run from 00:00 to 14:00 for AM reserve, 10:00 to 23:59 for PM reserve, and 00:00 to 23:59 for ER reserve. During these times, a Reserve Flight Attendant must be present in their domicile, contactable, and available to report for an assignment within two hours.

Even if a Reserve Flight Attendant has self-assigned or otherwise already been given an assignment, this does not relieve them of the requirement to be in their domicile during their entire reserve availability period. There are certain circumstances when they may be removed from the assignment and given another assignment as indicated in the CBA. Crew Scheduling has the right to utilize this contractual language and does so on a regular basis.

Example: Reserve Flight Attendant has a 4-day block of PM reserve days starting on the 20^th of the month. On the 19^th, they self-assign a 4-day trip with a report time of 21:00 on the 20^th. The Reserve Flight Attendant is still required to be contactable starting at 10:00 on the 20^th and be able to accept an assignment and report within two hours. Even though the F/A has self-assigned a trip, Crew Scheduling retains the right to contact the F/A at or after 10:00, remove the self-assignment as indicated in the CBA, and give the F/A another legal assignment.

Release on Last Day of Reserve Block

Section 11.C.5 of the CBA provides Reserve Flight Attendants with the right to request release from the remainder of their reserve obligation on the last day of a reserve block after the last Company-operated flight that the Reserve would be legal to fly has departed the domicile. In order to take advantage of this contractual provision, a Reserve Flight Attendant must call Crew Scheduling and request to be released from the remainder of their reserve availability period. Once released by Crew Scheduling, the Reserve Flight Attendant is free from further duty and may commute home. If a Reserve Flight Attendant does not request release, they are still considered on duty and are obligated to physically remain in domicile until the end of their reserve availability period.

Questions?

If you have questions about commuting while on reserve, please contact your Local Reserve Committee.

College Scholarship Opportunities

AFA International

As an AFA and CWA Member, you and/or certain eligible dependents have the opportunities for at least three different scholarships, and the ability to earn a degree with no out of pocket expense for tuition, fees, and e-books. The time for applying is now!

Brought to you by our Union, these benefits of union membership have become very popular with members. Please see the respective links for detailed information, and good luck in obtaining financial assistance.

AFA Scholarship Fund

CWA Joe Beirne Scholarship

The Joe Beirne Scholarship is offered by CWA. The deadline for applications is April 30. Details on this scholarship are on the CWA website at http://www.cwa-union.org/pages/beirne.

Union Plus Scholarship Program

Union Plus provides a suite of scholarships, educational discounts, and loans available for union members. You can find information at https://www.unionplus.org/college-education-financing. One additional “click” brings up the scholarship applications that may be submitted online by the deadline of January 31.

Union Plus Free College Benefit

In addition, there is a free college benefit available through Union Plus for active and retired Members and their families with the opportunity to earn an associate degree completely online – for FREE. Details and an application are online at https://www.unionplusfreecollege.org. This benefit can save you thousands of dollars.

Questions?

If you have any questions, please contact your LEC Officers

Early Out and Other Furlough Mitigation Options

July 10, 2020 20:00

Furlough mitigation resources

AFA has compiled the following furlough mitigation resources for easy reference.

Company resources (AAG SSO required)

All furlough mitigation options
- Alaska Flight Attendant early-out & leave options
- Compare all Flight Attendant furlough mitigation options (grid)
Early Out (EO)
- FA Early Out Program Guide (aka FA Early Out Plan Document)
- Early Out Q&A
Extended Leaves of Absence (ELOAs) and Enhanced Voluntary Furloughs (EVFs)
- ELOAs and EVFs Q&A (aka Leaves Q&A)

AFA resources

Combined resources – “Early Out and Leave Options” informational sessions

Management is hosting and AFA will also be co-participating in upcoming “Early Out and Leave Options” informational sessions in which all furlough mitigations will be addressed: Early Outs, Extended Leaves of Absence and Enhanced Voluntary Furloughs.

Available Sessions – An individual calendar invite has been sent by management for each event. Please join us if you have questions!

Tue 7/14 @ 12pm – 1pm PT

Thu 7/16 @ 4pm – 5pm PT

Tue 7/21 @ 2pm – 3pm PT

“The Numbers”

Everyone wants to know the target numbers for the Early Out program, Extended Leaves of Absence and Enhanced Voluntary Furloughs. The MEC shared that feedback with management prior to publication of yesterday’s email announcing the EOs and other furlough mitigation options. According to the Company’s Early out Q&A (AAG SSO required), management estimates needing approximately 600 Flight Attendants to take the Early Out.

In our June 5^th “A Message About Current Events, and Planning for the Future” communication, the MEC projected that Alaska Airlines will possibly need 35%-50% less Flight Attendants systemwide—at least temporarily—beginning on October 1. We now project the impact to be fairly significantly less, but the MEC cannot say more due to non-disclosure agreements (NDAs). However, the MEC will continue to press management to be more forthcoming with projections as soon as possible.

Company Early Out

Management has now released the details of the Company Early Out program (AAG SSO required). As mentioned in the June 30^th edition of the AFA Update, AFA did not negotiate this Early Out package. AFA approached management back in March regarding our interest in negotiating an Early Out, but management declined our offer.

AFA’s assessment is that the Company’s EO package will not attain even close to the desired number of takers. Candidly, the Master Executive Council (MEC) is disappointed in the Company’s EO; we had hoped the Company’s EO would be more in line with industry leading Flight Attendant EOs like at Southwest Airlines. However, the EO will interest some Flight Attendants who were already considering retirement or who are interested in early retirement.

Involuntary Furlough (IVF) Mitigations

No lower line averages

Pursuant to §18.A [Involuntary Furlough Mitigation], AFA and management have been working on furlough mitigations over the past two weeks. After careful consideration and in consultation with industry experts, AFA has declined to lower the line averages or adjust the line value range. AFA already lowered the minimum domicile average line value from 78 TFP to 75 TFP in the 2014-2019 CBA, which allows individual lines to be built up to 10 TFP lower at 65 TFP. Our analysis is that the scale of anticipated reduced staffing is so great and the duration of lower lines so uncertain that these mitigations would be unacceptable to the majority and seen as a concession.

October 2020 Furlough Mitigations Letter of Agreement

Click here for the October 2020 Furlough Mitigations Letter of Agreement >

Furlough mitigation enhancements and clarifications that are in addition to Extended Leaves of Absence and Voluntary Furlough provision in Section 18.A [Involuntary Furlough Mitigations]:

Extended Leaves of Absence of 12-month duration (ELOA-12) -> No change to contract
- COBRA-eligible for healthcare
- Regular 480 unpaid credit of 1.333 TFP per day
- Base guarantee
- See contract for additional details
“Enhanced” Voluntary Furloughs of 6-, 9-, 12- and 15-month durations (EVF-6, EVF-9, EVF-12 and EVF-15)
- Company-paid healthcare premiums
- Double 480 credit
- Base guarantee on EVF-6 & EVF-9 (contractual voluntary furloughs have no base guarantee)
- No base guarantee on EVF-12 or EVF-15 unless recalled June 2021 or earlier
Productivity Premium Program eligibility on ELOA & EVFs (and on IVF via separate email acknowledgement from management)
Recall procedures
- Order of recall clarified: IVF followed by EVF (followed by ELOAs requested but not required)
- “Live” recall or bypass form
- Full-time student bypass for the remainder of the term while on ELOA, EVF or IVF (proof of enrollment in accredited college or university required)
Staffing Adjustment Leaves (SALs) -> Enhancement to §15.B [Staffing Adjustment…]
- Offered one month at a time (in order to avoid the perception of seniority violations) but may be awarded consecutively
- Double 480 credit
- Company-paid healthcare premiums
FAs on involuntary furlough may choose to remain current by attending regulatory training (RT/RQ)
- Company-paid healthcare premiums during the month of training
- Out of domicile provisions if FA is required to take training out of domicile (e.g. SANFAs)
- Positive space Company Business travel provided to and from domicile if required
Unemployment insurance (UI)
- Company will not contest UI
- Company will provide support letter to the FA
“Reconvene clause” in case legislation (e.g. potential extension to the CARES Act) is subsequently passed that prevents IVFs

Reduction in Force 2020 Sideletter of Agreement

Click here for the Reduction in Force 2020 Sideletter of Agreement >

AFA and management recognized that references to “seniority” in §18.A [Involuntary Furlough Mitigations] and §18.K [Involuntary Furlough Seniority Retention] required clarification to reflect intent and established practice:

Occupational Seniority always accrues: FAs always receive scheduled pay increases and are not negatively impacted in bidding seniority or relative seniority while on any type of leave or furlough.
Company Seniority always accrues: FAs always receive scheduled vacation accrual increases and are not negatively impacted for non-rev seniority while on any type of leave or furlough.
Longevity: 401(k) vesting and retirement eligibility are ‘frozen’ (i.e. retained but not accrued) while on certain types of leave or while on furlough.

The parties clarified the procedures for returning from an Extended Leave of Absence under §18.A:

Domicile protection while on ELOA and recall in Occupational Seniority order

The parties will allow Flight Attendants to conduct Union Business (UB) or Company Business (CB) while on a voluntary furlough under §27.AA [Union Business and/or Company Business…]:

Flight Attendants who routinely conduct UB and/or CB work may be potentially willing to take voluntary furloughs, and this provision would allow them to do so while continuing to provide necessary services to the Company and/or to the Association.
Examples: Inflight Training Instructors, Special Project work Flight Attendants and union reps

Tell Congress: Extend the CARES Act

If not enough Flight Attendants voluntarily take the Early Out, Extended Leave of Absence or Enhanced Voluntary Furlough, then at least some of our sisters and brothers will be involuntarily furloughed starting in October. Consequently, it is vitally important that each and every one of you help AFA-CWA, the Association of Professional Flight Attendants (APFA) and the Transport Workers Union (TWU) Local 556 achieve a six-month extension to the CARES Act in order to protect Flight Attendant jobs. Tell Congress to keep our industry intact by extending the CARES Act!

These are extremely difficult and stressful times. Please remember that your Employee Assistance Program (EAP) Committee is always available as a support resource. As your direct representative on the MEC, your LEC president is available to answer questions or concerns that you may have about all the information presented here. Contact information for your respective LEC president can be found by clicking here. We hope to see you at one of the upcoming “Early Out and Leave Options” informational sessions on 7/14, 7/16 or 7/21!

In Solidarity,

Your MEC – Jeffrey Peterson, Brian Palmer, Linda Christou, Matt Cook, Terry Taylor, Steve Maller, Melissa Osborne, Tim Green and Brice McGee

COVID-19 Schedule Changes

April 17, 2020 20:00

The drastic changes to April flying have resulted in an unprecedented number of ongoing systemwide disruptions to Flight Attendant schedules: pre-cancellations, flight time changes (“re-times”), flight routing changes, et cetera. Flight Attendants are often given revised flying with completely different flight numbers and/or flight routing and initial report times that are many hours earlier than their original report time.

Crew Access notifications

Multiple ‘bundled’ notifications

Multiple ‘bundled’ Crew Access notifications have made the situation even more confusing. Flight Attendants are being inadvertently stuck with unwanted alternative assignments because they acknowledged a Crew Access notification for pay protection. However, they later realize that same “good news” notification was bundled with other notifications for undesirable alternate assignments such as re-times reporting way earlier than originally scheduled. Acknowledging Crew Access notifications is “all” or “nothing.” Consequently, AFA filed a contractual grievance on this issue yesterday.

Confusing contractual citations

Additionally, AFA has become aware that Crew Access notifications have included confusing references to what appear to be contractual citations that are not related to our contract. AFA has confirmed these citations are from the pilot contract, and we have addressed this concern with management. Pilot crew schedulers have been advised by management to stop including the contractual references in the notifications effective immediately.

Disputing re-times and reassignments

AFA filed Grievance No. 36-99-2-45-17 “Violation of §10.S Pre-Cancellation and Schedule Changes” regarding re-times between 15 and 21 minutes back in June 2017 (click here for the July 2017 Grievance Report >). Management sustained the grievance (meaning they agreed the contract was violated) shortly thereafter in July 2017. However, AFA and management disagreed with the remedy (i.e. the “fix”) for the violation, and we have been in negotiations over the remedy since then.

Unfortunately, other developments and shifting priorities continually complicated our efforts: ongoing Crew Access violations, payroll issues, a merger, Open Time negotiations, Recurrent Training and management leadership changes all along the way. We know this sounds like AFA leadership is making excuses, but we want to be transparent about how long we’ve known about the issue, and why it’s still not resolved.

In the meantime, AFA also added several other contractual disputes related to reassignments to the Alternate Dispute Resolution (i.e. pre-grievance) process. The parties have continued to negotiate over a long-term remedy to all the reassignment-related disputes, including re-times. We had been making more progress towards a mutually acceptable solution lately…but then the COVID-19 pandemic happened. The parties will continue to work towards a long-term resolution to the disputes, but AFA and management agree that Flight Attendants need at least a temporary solution in place now.

COVID-19 Schedule Changes Letter of Agreement

Starting tonight at midnight Pacific Time, AFA and management have agreed to temporarily administer all Flight Attendant schedule changes that occur in advance of the day of departure of a sequence just like pre-cancellations under Section 10.S [Pre-Cancellations] with the exception of §10.S.1.c (re: cancellations reported between 8pm and midnight the day prior). This would include flight time changes (i.e. re-times), flight routing changes, etc. This temporary letter of agreement is not a permanent change to contract and will be in effect through the end of May.

Click here for the COVID-19 Schedule Changes LOA (04/17/2020-05/31/2020) >

Summary of provisions

Re-times, flight routing changes and other schedule changes that occur in advance of the day of departure of a sequence will be treated just like pre-cancellations except under §10.S.1c. All scheduling obligations and scheduling and pay protection options pursuant to §10.S except for §10.S.1.c apply to pre-cancellations as well as re-times, flight routing changes, et cetera. This includes but is not limited to the following:
- The Company may offer an alternate assignment to open positions that may include multiple sequences on the same day(s) as the original assignment. The Flight Attendant may (1) accept the alternate assignment or (2) decline the alternate assignment and waive pay protection.
- However, if the alternate assignment contains a check-in that is more than two hours earlier and/or a release time that is more than two hours later than the original assignment (“footprint + 2 hours”), then the Flight Attendant may decline and agree to call Crew Scheduling between 6 PM and 8 PM local domicile time the night prior to the day of departure of the original assignment.
- If the Flight Attendant calls back Crew Scheduling between 6 PM and 8 PM local domicile time the night prior to the day of departure of the original sequence, then the alternate assignment offered must operate within the check-in and release times (“exact footprint”) at domicile of the original sequence. If no such alternate assignment exists, then the Flight Attendant will be pay protected and relieved of further scheduling obligation.
“I didn’t mean to acknowledge the Crew Access scheduling notification and/or I don’t want the new assignment” provision
- A Flight Attendant who acknowledges a Crew Access notification for an unwanted schedule change occurring in advance of the day of departure of the sequence may re-establish her/his scheduling obligations and scheduling and pay protection options under §10.S [Pre-Cancellations].
- The Flight Attendant must call Crew Scheduling prior to 6 PM local domicile time on the day prior to the day of departure of the sequence in order to be eligible for this provision.
Extension of the “Pre-Cancellations Due To COVID-19 Schedule Changes” LOA (executed 3/28/2020) through May 31, 2020
- Please do not call Crew Scheduling until the day prior to the day of departure of the sequence.
- You may waive pay protection and be relieved of further scheduling obligation by emailing Crew Scheduling (“CrewSked FADesk” <CrewSked.FADesk@alaskaair.com>) no later than one day prior to the date of departure of the sequence.

We know that is a lot of information for one update. The Master Executive Council (MEC) hopes this temporary LOA will provide at least some short-term relief to all the confusion and disruption caused by the COVID-19 schedule changes. As your direct representative on the MEC, your LEC President is available to answer questions that you have about the LOA or the information above. You can find contact information for your LEC President by clicking here.

In Solidarity,

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

Operational Safety Debriefs Letter of Agreement (LOA)

Questions?

In This Edition

How the First Amendment Applies in the Workplace

Questions?

Benefits Enrollment Upon Returning from a Leave of Absence (including EVF or ELOA)

Questions?

What’s the Difference Between a Fear and a Phobia?

REMINDER: Scholarship Opportunities

AFA Scholarship Fund

CWA Joe Beirne Scholarship

In This Edition

Letters of Agreement and Memorandums of Understanding

Recent LOAs and MOUs

Questions?

REMINDER: Reserve Availability & Commuting

Release on Last Day of Reserve Block

Questions?

College Scholarship Opportunities

AFA Scholarship Fund

CWA Joe Beirne Scholarship

Union Plus Scholarship Program

Union Plus Free College Benefit

Questions?

Furlough mitigation resources

Company resources (AAG SSO required)

AFA resources

Combined resources – “Early Out and Leave Options” informational sessions

“The Numbers”

Company Early Out

Involuntary Furlough (IVF) Mitigations

No lower line averages

October 2020 Furlough Mitigations Letter of Agreement

Reduction in Force 2020 Sideletter of Agreement

Tell Congress: Extend the CARES Act

Crew Access notifications

Multiple ‘bundled’ notifications

Confusing contractual citations

Disputing re-times and reassignments

COVID-19 Schedule Changes Letter of Agreement

Summary of provisions

Recent Posts

Local Councils

Master Executive Council

Negotiations

Contract

Committees

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