TA2 Proposal Approved
Our Negotiating Committee (NC) presented the finalized TA2 Proposal to the Master Executive Council (MEC) on Tuesday, October 22. The MEC unanimously voted to approve the proposal. The NC will prepare the proposal for presentation to management at the first mediation session, November 19-21. The second scheduled mediation session is December 17-19.
Meeting with the Mediator
The Master Executive Council and Negotiating Committee held a virtual meeting with our federal mediator assigned by the National Mediation Board (NMB) on October 8th, along with Joe Burns, AFA General Counsel and Director of Collective Bargaining and Paula Mastrangelo, our Senior Staff Negotiator. AFA requested the meeting to discuss our reprise of mediation to negotiate TA2, to address the questions many of you have, and to understand the NMB’s view of our situation in light of future joint contract negotiations.
Our meeting was informative. One take-away is that there is a limited window in which to accomplish and ratify a TA2.*** The mediator explained that because the merger has been consummated, the time horizons and expectations – and the mediator’s view regarding protracted talks – has changed.
If TA2 negotiations are not successful or the TA2 is not ratified, the mediator indicated that the parties would be pressed to commence and focus on the Joint Collective Bargaining negotiations (JCBA). Any negotiations for a TA3 would likely move to the background as the focus would be on joint talks.
The mediator stressed that any TA2 must be reached relatively soon to not be folded into the JCBA negotiations. He stressed that because time is very limited, it is important to avoid missteps and cautioned against meeting formally with management outside of mediation. That is why we are adhering to the mediation dates we have scheduled in November and December and not scheduling sessions without the mediator.
Because we have a limited time frame in which to negotiate TA2, the mediator strongly emphasized that any opening proposals for TA2 must be realistic, targeted, achievable and limited. The MEC and the NC have reviewed your survey results on the failed TA1 and, given the mediator’s guidance, are preparing targeted proposals that hit at the heart of issues indicated with TA1.
As we prepare for and head back into negotiations, AFA is focused on achieving a TA2 that addresses immediate needs and sets us up for success in the JCBA. The opening proposals will be published to the membership after our initial mediation session for TA2, November 19-21.
*** Per Constitution & Bylaws Section X [Merger Policy …] Joint Collective Bargaining Agreement (JCBA) negotiations should begin within approximately one hundred eighty (180) days of the financial closure of the business transaction. With financial closure of the Alaska-Hawaiian transaction on September 17, 2024, that places JCBA negotiations around mid-March 2025 or so.
Subject: Urgent Need for Union Leadership Accountability
Dear AFA/All FA UNION MEMBERS
I am writing to express my deep concerns regarding the current state of our union and the handling of our negotiations with Alaska Airlines. It is disheartening to observe that we have a union for which we diligently contribute but seems to be allowing the company to disregard its commitments to us, particularly after we extended our support during the challenges of COVID-19.
As dedicated employees who have kept Alaska Airlines operational during difficult times, we deserve unwavering advocacy from our union leaders. Unfortunately, their recent actions suggest a lack of resolve and commitment to securing a fair and equitable contract for our members. It appears that rather than pushing back effectively, they are settling for a contract that falls short of our needs and expectations and want us to simply pass.
The current pay scale is unacceptable, especially when corporate executives reap substantial raises and bonuses while we struggle to make ends meet. It is clear that the longer these negotiations drag on, the more financially advantageous it becomes for the corporation at our expense. We cannot remain passive in the face of these inequities.
It is time to demand accountability and transparency from our union leadership. We must exert pressure to ensure they advocate vigorously for our rights and fair compensation. The current situation resembles a conflict of interests, akin to two attorneys negotiating behind closed doors while their clients suffer. This cannot continue.
Furthermore, transparency regarding the compensation of our union negotiators and leaders is not just necessary; it is a right. We need to understand how our union dues are being utilized to represent our interests effectively.
I have remained silent in hopes that our union would act in our best interests, but my disappointment grows daily. We cannot allow fear to stifle our voices. Behind the scenes, I know there is a collective sentiment of frustration.
Let us unite in our call for stronger action, clear communication, and equitable treatment.
Sincerely,
Your Frustrated Flight Attendant
This update has an air of SETTLING and I don’t like it. Our union would serve us best by aiming letters like this at management rather than the flight attendant group you represent. THE COMPANY IS SHORT ON TIME. THE COMPANY IS OVERDUE TO TIE UP THE FLIGHT ATTENDANT CONTRACT. THE COMPANY NEEDS TO MAKE GOOD ON THEIR PROMISES AND WORDS OF APPRECIATION TOWARDS OUR WORK GROUP. We stood on the frontlines of covid. We took meager extensions when they needed us to. We win the awards for all of us. It’s time for management to do the right thing. It is not time for us to roll over once again while they spend money hand over fist with acquisitions, golden parachutes and the like.
Most of all, it’s time for our representatives to take an unwavering stand and get us the contract we have earned.