Preparation For Direct Bargaining With In-Flight Management

Preparation For Direct Bargaining With In-Flight Management

Date:    December 26, 2018

To:       Horizon Flight Attendants

From:   Ed Hawes, Tanya Phillips, Joelle Fuhrman

RE:       Preparation for direct bargaining with In-Flight Management

Your Negotiation Team met in Seattle, December 10th-13th, to conduct a comprehensive review of the Flight Attendant Negotiation Survey results and to draft our initial contract opener. This opener will be presented to the Master Executive Council (Heather Coleman, President LEC 16 and Master Executive Council Officer; Kirk Hansen, President LEC 17 and Master Executive Council Officer; Lisa Davis-Warren, Master Executive Council Vice-President; and Deb Harding-Elliott, Master Executive Council Secretary-Treasurer) for their approval. Next, the Negotiation Team will present the final opener to In-Flight Management during the first direct table negotiation session in Seattle, January 22nd - 24th.

This opener will highlight the areas of the collective bargaining agreement (our contract) that need to be improved as well as adding new language that protects our membership. It is an initial list of areas that need to be changed, improved, deleted and/or edited in our current contract based on the results of the Flight Attendant Survey as well as input from your Local Council Presidents. It will continue to develop as we move through the direct bargaining process.

We realize that you want to be informed and educated on the negotiation process; and the improvements that we are striving to obtain on your behalf.  We are developing a communication plan that will utilize several different means to keep you updated. After each “direct table” negotiation session, we will publish a “Negotiation Update” to our union website, and also a notice on the HZN AFA Facebook page. Additionally, for items of high importance, we may occasionally use email.  Please note that AFA email is only sent to a Flight Attendant’s personal email address. We do not send AFA correspondence to company email. We are also looking into video feeds and other methods of communication.

There will be much more to come on our negotiation’s communication plan as we work to ensure you are kept informed across several different media environments.  Additionally, your Local Officers are a great resource for updates and to get answers to any questions you may have, even ones that are not about negotiations. You may find their contact information on

Until next time, we thank you for reading this and we thank you for completing the survey so we are able to begin this most important process.

Tanya, Joelle and Ed

Helpful information on Irregular Operations

Helpful information on Irregular Operations

Helpful information on Irregular Operations


Now that we are in the winter months when weather and ATC can unexpectedly interrupt your scheduled trip, we wanted to remind you of the 14-hour contractual duty stop and the exceptions.

During a reschedule crew scheduling cannot reschedule you for more then 14 hours of duty.  However, you can be scheduled for more the 14 hours and up to 16 hours if being deadheaded to a place of rest.

Also, you may be rescheduled for more then 14 hours but not more then 16 hours if it is your last day and last leg of your trip to domicile.   You must agree to the reschedule pass 14 hours and you will be paid 200 percent for that portion of the trip representing the block for the last flight.  Below is the relevant change in the contract language that allows for the 14-hour exceedance on the last leg of your last day of the trip if you agree to accept the reschedule:

Article 5.C of the collective-bargaining agreement is amended to read:


  1. Actual Duty Limitations


The federal regulation governing duty times and rest periods for Flight Attendants will apply to Flight Attendants, provided that a Flight Attendant’s actual duty period will not exceed fourteen (14) hours except that a Duty Period may be rescheduled up to sixteen (16) hours for a Duty Period only to accommodate a deadhead to a place of rest.  At her/his option, a Flight Attendant may exceed fourteen (14) hours by agreeing to work (not deadhead) a flight(s) on the last day of their scheduled or rescheduled trip. However, such flying may not exceed sixteen (16) hours and, the Flight Attendant will be paid two (2) times her/his hourly rate as measured from break release (E175/jet) & door closure (Q 400/turboprop) for any working leg(s) that includes any time over fourteen (14) hours to block in. This will be paid above guarantee and in addition to the credit value of the trip as calculated per the applicable driver

GEG Hotel Update

GEG Hotel Update

Recent Developments at the GEG Ruby River Hotel


Dear Horizon Air Flight Attendants:

It has come to our attention that the Pilot’s Union (IBT) has filed a grievance regarding the selection of the Ruby River as the crew hotel in GEG. What you may not realize is that additionally, our MEC Hotel Chair Jane Casey, has been in communication with Inflight Management regarding the same issues. CrewConnex has received upwards of 50 new reports since the company forced this hotel selection on crew members after AFA and IBT voiced their disapproval of continuing this contract. In March, Dee Dee Caldwell reached out to our Hotel Chair and requested she revisit the property to give it another chance. Again our Hotel Chair sourced the hotel and voiced her concerns regarding hotel safety, security and cleanliness and the need for immediate relocation. IBT did the same. Historically the company, Travel Alliance, IBT and AFA have agreed on the crew hotel when sourcing new markets or when contracts have come up for renewal. Management decided to move forward with the Ruby River Hotel against all concerns. In the last week since IBT filed their grievance we have been in contact with Management and have requested they immediately move our crew members to one of the approved, back up hotels, the Wyndham Airport or the Doubletree Downtown. The initial request from the Hotel Chair went to Dee Dee Caldwell. When this was denied the MEC sent an email to Kieran Whitney and finally a request to Diana Shaw, both of which have also been denied.  Most recently Kieran Whitney and Diana Shaw have asked for another site visit for the current hotel. We have confirmed that our Hotel Chair will also be present. We do not agree that any further site visits are needed as we have an agreed upon back up (Wyndham Airport/Doubletree Downtown) that meets all requirements and does not have the numerous concerns that the current hotel is experiencing. The site visit will be tomorrow. We will keep you apprised of the outcome.

Along with our decision from tomorrow’s site visit, we will also be providing the following excerpts from Investor Day to Kieran, Diana, Constance and Gary as we ask them to “Do the Right Thing” and move our crew to a mutually agreed upon hotel in GEG.

From Brad on November 27th at 4:30 PM.

Every business talks about this, but these are our various stakeholders. One of the things that I believe about airlines is we are probably far more visible than most other businesses. So if you're running your business in a way where everybody gets better as you move forward or not, it's probably more visible in our industry than in others. But our simple idea is that we try to make this a fantastic place for our people to spend their careers. We want them to be compensated well. We want them to have great benefits. We do need to be very, very productive. We want them to feel empowered. We want them to feel like they can sort of realize their life dreams while working here. Our belief is that if we do that well, our people will do a great job of taking care of our guests and that has panned out year after year after year as the video shows. If we can do these things, we can do a good job taking care of you, our owners, and we also take -- we try to do the right thing with our communities along the way. It's -- I do think Alaska has been unique. Airlines have been challenged by this, but I think Alaska, if you look at us over the decade, it's always -- it is hard to keep these groups one by one sort of happy in the short run, but what we strive to do is over time, over 5, 10, 15 years when you look back as an owner of the business, as a community, as an employee, we want this to have been a great investment or a great place for you to have spent your career. That's the basic idea. That's what we're trying to do. 

Andi Schneider

The first one that you'll see on there is this notion of own safety. You saw it in the video. Brad talked about it. Ben talked about it, but every employee at Air Group knows that they can stop the operation in the name of safety at any point in time. And it's foundational to what we do, and I think every one owns and takes that job very, very seriously.

The next item is, "do the right thing," and as everybody will say, integrity really matters and we really work hard to hold ourselves to high standards that way and to make sure our decisions reflect the highest integrity as we move forward. 

And then lastly, we have, "be kindhearted." We work hard to hire folks that are that way, and we work to reward employees who have a deep sense of caring. We look for people at Alaska who kind of see the world outside themselves, and in one of the flight attendant interviews, he's told me that the kind of people we try to hire are the kind of people that always put the shopping cart back in the rack because nobody's watching them do it. They just know it's the right thing to do and that's who we are about. 

And these values are more than just something that we have on our web page or something that's in a book. They really are something that we live and they serve as a guidepost for who we hire and how we promote and how we measure performance. And then, additionally, they serve as a framework, what we call the beyond service framework for all of our frontline employees to use when they have to make decisions, so they start with safety. Is the situation safe and they work their way down through this and know that they are empowered and they're encouraged and they're supported when they make decisions for our guests, using this framework as a backdrop for decision-making. We think that it really matters.

And great cultures matter because when your employees are engaged, they turn -- in turn deliver the service rewards we get and that thing engages employees and customers to come back. 

We demand safety in our crew hotels and we expect the company to make this change immediately.

In solidarity,


Lisa Davis-Warren
Horizon MEC Acting President

Scholarships Available! Apply Now!

Scholarships Available! Apply Now!

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De-stress Your Holidays

De-Stress Your Holidays

The holidays can be fun, but they also can be a source of great stress. Below are some common holiday stressors and suggestions for managing them.

How Can You Deal With Difficult Family Interactions During the Holidays?

Being realistic is the first step. Family dynamics typically revert to historic patterns when families come back together.  You don’t have to pretend that all is well, but, you can sidestep difficulties by anticipating them and planning on ways to temporarily separate and defuse.

Do Financial Pressures Stress You Out to the Point of Ruining the Holiday Spirit?

Knowing your spending limit is also a way to relieve holiday stress. People believe that they have to go out and buy gifts because it's the holidays, even if they can't afford to do so. Not only is it stressful to feel that you have to buy everyone a gift, but you'll be stressed for the rest of the year trying to pay off your bills. Perhaps this is the year to make a pact not to exchange gifts but to share time together.  This could also help someone who isn’t in a financial position to exchange gifts with you.

How Do Time Pressures Affect You Around the Holidays?

Putting routines on pause or totally rearranging schedules because of the holidays are the ingredients for exhaustion and chaos.   Prioritize activities that are important and can fit around important replenishing activities like sleep, proper meals and exercise.

How Do You Deal With the Holidays When You Have Just Experienced A Recent Tragedy, Death or Break-up?

If you're feeling really out of sorts because of a loss or stressor, try to tell those around you what you really need, since they may not know how to help you.  Ask for their understanding if you decline an activity or can’t summon up the holiday spirit.  Give yourself permission to grieve just as you would any other time of the year.

How Do You Cope With Kids Who Want Everything for the Holidays?

Parents need to tell their children to be realistic. It is OK to say to your child that a certain toy is too expensive. Even Santa Claus has limited funds and has to choose what most to give because he has a very long list. You can also tell your children that Mom and Dad and Santa Claus will try to choose the suitable present for the child. Children have to learn that their wish is not someone's command and to curb their desires for instant gratification.

How Do You Manage the Holidays If They Start Feeling Painful?

If you are unable to shake what you think are "holiday blues” your feelings may not be just about the holidays, but about other things in your life.  If you need help in sorting out or dealing with painful thoughts or feelings, call your AFA EAP for confidential assistance.  Call 1-800-424-2406.

Adapted in part from the American Psychological Association at

Posted in: EAP