ASHS May Report

ASHS Report Out from April DAG Meeting

First, we would like to start by giving you a little background on our committee. The Air, Safety, Health and Security (ASHS) Committee consists of the AFA MEC Chair, Bryan Grosvold – SEA; Council 16 Reps are Pamela Powell – BOI and Jennifer Levcun – SEA; and Council 17 Rep Lori Kordosky – PDX. This committee oversees the monitoring and coordination with management of any inflight safety matters that our workgroup may encounter. One of the monthly meetings that we attend is the Divisional Analysis Group (DAG) meeting. This meeting includes various members of Inflight Management, data analysts, our AAG Cabin Safety Manager, Cari Smith-Allen and the FAA Cabin Safety Inspector, Donna Forte as well as myself as our ASHS MEC Chair.

Jenn has been our Fatigue Review Board Rep since 2015. She reviews all fatigue reports and is currently working with management to start the Fatigue Risk Management Plan (FRMP) that was recently adopted in to law as laid out in the new FAA Reauthorization Bill.

Pam joined the committee in 2018 and recently completed her initial training. She is looking forward to learning more and starting to work on Council 16 safety projects.

Lori has been on the committee since 2016 and is currently working with AFA International and Alaska AFA on Air Quality issues.

Second, here are some things we would like to inform everyone of that came out of this month’s DAG meeting.

  1. Three injuries in the month of March due to turbulence and the service carts on the E175. Just a reminder to use the “Out of Service” tags that are in the First Class Service kit. Also, take a picture on your IMD of the tag once attached to the cart showing the serial number (that is on the side of the cart) and use Report It for tracking.
  2. Regional Compliance Managers (RCM) continue to notice flight attendants on their IMDs and/or personal phone during taxi in/out. Please be sure that your use of your IMD/personal phones is in accordance with our manual.

Your reporting does make a difference, we have recently seen improvements and service modifications as a direct result of your input. We would ask that you continue to take the time to use Report It and ASAP for all safety related issues. These issues may include injuries, and FAR violations as well as any safety and/or fatigue concerns with mixed pairings, e.g. preflight issues, PA’s, etc.

We will continue to update you with various issues that we see out on the line, that are brought to our attention in the DAG meetings, and that you bring to us and will be posting these updates to the ASHS page of .

We are Stronger Together, Better Together

Your ASHS Committee members,

Bryan, Lori, Jennifer and Pam

2019 CIRP Recurrent

2019 CIRP Recurrent

May 14th

CIRP, Critical Incident Response Program, is a company-wide program for both Alaska Airlines and Horizon Air. It is a group of trained volunteers who can respond to any abnormally stressful or traumatic incident involving any employee. Employees are trained through Alaska Airlines in Seattle and attend the annual CIRP Recurrent.  Any employee may become a member of CIRP.

Employee Assistance Program (EAP), is an AFA committees which assists our inflight peers. One of the responsibilities of the Horizon Air AFA EAP Master Executive Council (MEC) Chairperson is to ensure that the EAP Reps are trained to respond to critical incidents that may occur on, or involve, our aircraft. The EAP reps attend a two-day Advanced EAP Training provided by AFA-CWA and then attend the annual CIRP Recurrent held by Alaska Airlines.

As the MEC Chairperson, each year I partner with Alaska Airlines’ AFA EAP MEC Chairperson and the CIRP Directors to plan the day’s agenda and pick a critical incident we want to review, as well as having guest speakers come in and do training on a specific subject. This year we discussed the QX449 incident and the emergency response. We also chose to discuss managing stress, self-care and improving listening skills.

We had over 125 peers in attendance from both Alaska and Horizon work groups: Pilots, Flight Attendants, Maintenance, Ground Crew, Customer Service Agents and Management.

It was extremely beneficial to hear the key components that were necessary after an incident/emergency.  Some of the skills we took away from the day’s meeting were:

  • Being mindful of your stress level
  • Effectively listening and asking pertinent questions
  • Being present when talking to peers
  • Making sure you are taking care of yourself during and after
  • Remembering it may be hard for individuals to share as we may be strangers to them

If you would like more information on becoming a Horizon AFA EAP Rep, please go to and click on the EAP tab or you may call Lynnette Clark at 360-907-8894. If you would like more information on becoming a CIRP volunteer please go to OYH, Employee Resources, In Time of Need and click on CIRP. The next initial training for CIRP is October 22-23, 2019.

Thank you,
Lynnette Clark, LAP-C, NCAC I, SAP
AFA MEC – Employee Assistance Program Chairperson
Critical Response Program
Professional Standards
QXPDXFA – Council 16 & 17

Posted in: EAP

CBA Language Clarification For Reserve FA’s

Notice of clarifying collective bargaining agreement (CBA) language for Reserve Flight Attendants;

The MEC recently executed a Letter of Understanding (LOU) with inflight management that clarifies Short-Call Reserve Report time duties upon arrival at their domicile airport for a reserve trip.

If you are a reserve flight attendant, please familiarize yourself with the LOU and your obligation once you have arrived at your domicile airport for a reserve trip.  Crew Scheduling Services will receive the LOU which you may refer to, if needed, when discussing your report time out to an aircraft.

PAE Hotel


Your voice was heard! 

Due to your diligence in filing reports in Crew Connex, your Hotel Committee was able to show the company that the Courtyard Lynnwood was the better fit of our needs to ensure our crew overnights left us well-rested and in a safe environment for our new flying into Paine Field.

You made this happen and we couldn’t be more appreciative of your efforts in making your voice heard.  Keep up the good work!

As we transition to the new hotel by around the beginning of May, please keep in mind there is a learning curve for the hotel staff as they have never hosted Airline Crew before.  Please show them courtesy and patience as we move forward in developing this new relationship.  Your professionalism is greatly appreciated. The property has a fridge in each room and there is a microwave for use in the lobby area. There is an indoor pool as well as a gym.  Restaurants are within walking distance as is the shopping.  The van will take us within a 3-mile radius, subject to availability. Their back yard is a beautiful fenced-in green space with a firepit and relaxing sitting areas.  For those of you wishing to go for a walk or a jog, there is a paved path right behind the hotel.  There is an on-site restaurant with limited hours as well as a grab-n-go store, within the Courtyard model.

Please feel free to reach out to your Hotel Committee Members if you have any questions!

Thank you again for your team efforts!

Stronger together!!

Filing Grievances

The MEC (Master Executive Council) Officers want to take a moment to reiterate the importance and value of filing grievances/reports when you feel the collective bargaining agreement (contract) has been violated; and/or reporting issues when the company is not complying with their contractual obligations. Much like management’s requirement of irregularity reports for addressing issues, AFA also requires official submissions of complaints in order to facilitate change. This is accomplished through flight attendants filing grievances or any issue at Our union is here to assist you and ensure management follows the contract.

The Local Executive Council Officers (LEC) do their best to monitor QXAFA Facebook and respond when possible. However, frustrations and concerns posted to this social media page do not act as a substitute for official grievances or reporting of issues. Without these reports, your LEC Presidents can do very little on your behalf. 

Whether it be SAP errors, multiple aircraft swaps, eCrew outages, eCrew incorrect denial codes, or potential contract violations, we need you to submit grievances/reports in order to affect change! The website, is user friendly and the process for submitting grievances and reporting issues is fairly quick and straight forward. AFA representatives need to know what you’re dealing with and cannot assist unless they are included via this process.  

As your MEC works to hold management accountable for SAP issues and other eCrew “glitches”, including screen shots will increase our ability to speak with a UNIFED voice. While we support and encourage open, respectful communication on the QXAFA Facebook page, we also ask that you assist us by filing these glitches and/or grievances. We need to take the fight where it belongs and hold management accountable! 

Taking all of this into consideration, if you feel that you were affected by the most recent SAP irregularities, if you have experienced AIMS irregularities, if you feel the contract has been violated and/or if you have experienced multiple aircraft swaps, please take a moment to visit the website and submit a grievance/report an issue. It’s not too late. 

Below you will find the step-by-step process to report an issue, including grievances and how to attach photos, when applicable. Going forward it’s incredibly important that you use this tool each and every time you feel something needs to be addressed so that we can push for accountability and change. Be assured that your AFA volunteers are committed to representing you and ensuring contractual compliance. As always, feel free to contact us with any questions or concerns. We are stronger together, better together! 

In Solidarity, 

Your Grievance Committee,

Ed Hawes, Kirk Hansen, Marcella Oswald and Jennifer Levcun

Your MEC,

Ed Hawes, Lisa Davis-Warren, Deb Harding-Elliott, Kirk Hansen and Heather Coleman

Grievance Settlement – Reserve

MEC Reserve List Days of Availability Grievance Settlement 06-99-02-03-19

In January 2019, the MEC was made aware that the Reserve List was not accurately displaying reserve days of availability.  The MEC grieved on behalf of all flight attendants who sat reserve in January that this error in the Reserve List was a violation of Article 7 F.,3.

The Grievance was recently settled.  Management will cease and desist from this violation of the collective bargaining agreement and any flight attendant who sat reserve in January 2019 will receive 2 credit hours of pay added to their paycheck on May 20, 2019.  The pay out will be noted on your pay statement as grievance payment.  Those flight attendants who were a reserve flight attendant in January but have left Horizon for Alaska will also receive the payment as they have stayed within the AAG family of companies.

Negotiations Update – May

Horizon Negotiations Update May 2019

AFA and management met again in Seattle on May 7-9. AFA’s committee members are MEC President Ed Hawes; Flight Attendants Joelle Fuhrman and Tanya Phillips; and our professional negotiator and attorney, Kimberley Chaput. Management’s team consists of Michelle Abidoye, Managing Director, People and Labor Relations; DeeDee Caldwell, Director, Inflight; Taylor Ball, attorney; Melissa Pierce, Employee Relations; and Brittany Audette, financial analyst.

The parties exchanged proposals on the following sections:

Training (Article 8)

AFA proposed that all full-day training (not just recurrent) be paid and credited at 4.5 hours; per diem for attending training in domicile, better travel pay and a company-paid hotel room if you live more than 35 miles from the training site and the training lasts more than one day.

Management agreed only to the hotel issue. And then they threw us a real curve ball: They want training to be paid above guarantee. While this sounds good at first, what it really means is that training would not count toward your credit window in PBS. Instead of giving you 4.5 credits for recurrent plus 4.0 credits any travel day toward your line value, PBS would build you a full line in addition to your training.  In other words, PBS has to build you a full line on the remaining days. If you travel to recurrent, you would likely lose two days off per month, and even if you attend training in base, you would likely have one less day off. Of course, you would still have to have minimum days off.

Reserves could potentially benefit from this. Since their lines are generally built at minimum days off, they would receive at least their minimum guarantee plus training pay while attending training on one or two days that would otherwise be reserve days. For lineholders, however, this would almost certainly result in fewer days off in their recurrent month, although you would be paid at least minimum guarantee plus training pay.

Sick Leave (Article 9)

AFA opened on increasing our sick-leave accrual, improved procedures for calling in well, a provision for cashing out a portion of your sick leave bank upon retirement, and an attendance policy modeled after the one used by Alaska’s flight attendants. We really gave a lot of thought to whether we should propose a contractual attendance policy. We certainly don’t like to put discipline into the contract! But management keeps making the attendance policy worse and worse. Putting the policy into the contract would prevent unilateral changes. The policy has worked well for Alaska, and AFA believes it would work for us as well. Management will respond at the next session.

General (Article 25)

The General section is sort of a catch-all for provisions that don’t fit naturally into any other section. Consequently, our proposals ranged from aircraft tidying to crew lounges to the commuter policy.

  • The parties agreed that flight attendants could receive a copy of their Records of Discussion upon request. This is basically a written record of any coaching or other conversations a supervisor conducts with a flight attendant. While coaching isn’t disciplinary, management can use it to show that a flight attendant was aware of a work rule or policy.
  • We opened on eliminating tidying passenger areas other than during flight. Management did not want to change the current tidying language, so we proposed that flight attendants be paid 10 minutes of time for tidying on the ground. They will respond to that at our next session.
  • On crew lounges, we proposed contractual guarantees of minimum standards for crew lounges. Management doesn’t think that’s necessary, since our crew lounges are already adequate.
  • The commuter policy is a big area of disagreement. We proposed the Alaska policy, which covers commutes by air or by ground, and provides a boarding code for commuters on Horizon metal that gives them priority over pleasure travelers. Management chose to respond only on the boarding code. They believe it’s unnecessary because flight attendants are not having trouble getting to work. (We disagree!) They also stated that the Company installed an extra jumpseat on the E-175 at great expense so that flight attendants could use it to commute. While it’s true that flight attendants protested loudly when we learned that the company had ordered jets with only two jumpseats, it’s also true that management did not install a third one out of the goodness of their heart. They wanted that jumpseat for training purposes. Further, our pilots have a commuter boarding priority (as do Alaska’s flight attendants and pilots—on their own aircraft), and we are entitled to it as well. This is a zero-cost item that makes absolutely no sense for them to deny us.

Our next session will be June 4-6 in Seattle. We’ll continue working on the above articles. Additionally, management plans to make a proposal for a new reserve system modeled after the one in use at Alaska.  We know reserves need improvements so we hope this will be a good start.

Please let AFA know your thoughts on all these issues. It helps immeasurably at the table when we can tell management that we’ve heard from you. They know that ultimately all of us get to vote on any new contract!

Our updates will also be posted on our website, and on our official Facebook page, HZN AFA. “Like” our page to see posts in your newsfeed.

Remember to wear your AFA pin! Management does notice, and they notice that you are behind us at the table. After all, we’re stronger together and better together!

The ACT Committee will be doing crew sits in PDX and SEA.

Sirkka is sitting in PDX- May 13, from 6:30-3:30pm.
Jenn will be sitting in SEA- May 14th and 15th, afternoon and evening.

Scheduling Committee – *Update*

June Bid 322

Scheduling Notes

June will be our third full month of mixed-pairing flying.  With it, there were a total of 1,437 trips between all our bases.  Of those, 327 are Q400 flying and 252 are E175 flying. That’s about 59.7% mixed, 17.5% E175, and 22.8% Q400.

Break down by base for the June bid:

BOI has 136 total trips 0 E175 trips 77 Q400 trips and 59 mixed
GEG has 152 total trips 29 E175 trips 56 Q400 trips and 67 mixed
MFR has 112 total trips 0 E175 trips 60 Q400 trips and 52 mixed
PDX has 487 total trips 76 E175 trips 45 Q400 trips and 366 mixed
SEA has 458 total trips 8 E175 trips 89 Q400 trips and 361 mixed (this doesn’t include PAE flying)
*PAE has 223 total trips 139 E175 trips 0 Q400 trips and 84 mixed

For the month of June, management wanted to allocate 4,000 credits up into PAE.  However, at this time we ended up at 3,000 credit for PAE with the remaining flying being placed into SEA lines.  If you are needing help with bidding or trying to avoid PAE, please contact Deb Harding-Elliott or Lexie Massey at

Parameters for the pairing solution:

We have built the trips so that however long your duty hours are for the day, your rest will match it for your overnight. Vice versa, however long your rest is the previous night, is how long your duty can be the next day. Never exceeding contractual max duty. For example, if you work 12 hours during the day, you will get 12 hours of rest that night and cannot work more than 12 hours the next day.  There are only four legs/day, which includes any DHs (of course there can be less legs). We have built into the program a systemwide 11-hour minimum rest and we were finally able to break those long sit times up. This means that LAX, SFO, PDX, and SEA are the only stations where you can wait up to two hours for your next flight. Everything else has a max time of 1:30.

We removed the 70-minute sit times whenever you landed at either PDX or SEA. 

Percentage of trips/day by domicile:

Domicile 1 day 2 day 3 day 4 day 5 day
BOI 26.5 39.0 19.1 15.4 0
GEG 26.3 36.8 32.2 4.6 0
MFR 35.7 40.2 24.1 0 0
PDX 14.8 18.1 33.5 33.7 0
SEA 18.2 13.4 41.3 26.8 0.3
PAE 42.9 35.9 14.1 7.1 0

Credit per base:

BOI 2723  hrs 8.2%
GEG 3078   hrs 9.2%
MFR 1634  hrs 4.9
PDX 13765 hrs 41.2
SEA 9218  hrs 27.6
PAE 2992  hrs 9.0%

SEA(total) 12210:36 36.5%

Credit Time/Duty:

BOI – 4:48
GEG – 4:59
MFR – 4:26
PDX – 4:57
SEA – 4:28
PAE – 4:50

I am continuing to advocate for us each month during pairing development. We all know that our schedule makes a huge difference in determining our work-life balance as well as our overall pay.  AFA’s involvement in pairing development is critical to ensuring our schedules have a flight attendants’ perspective during pairing optimization. However, we are still in need of eyes and ears out on the line that is an integral part of AFA’s local base Scheduling Committees.  If you are interested in joining your base scheduling committee, please contact Kirk Hansen LECP17 (PDX and MFR) at or Heather Coleman LECP16 (SEA/PAE, BOI and GEG) at

To our continued success,

Scheduling Committee

MEC Chair-Callie von Borstel
LEC 17 Chair-Peter Oxentenko

Local 16 Election Results

Council 16 (SEA/GEG/BOI) Election Results


The following AFA Flight Attendants were elected to Local Council Officer positions representing the Flight Attendants based in Seattle, Spokane and Boise:

LEC President:  Joelle Jaeger (Fuhrman)
LEC Vice President: Jennifer Levcun
LEC Secretary: Heather Coleman

These officers will serve a term of office starting July 1, 2019 and concluding on June 30, 2022.

The Master Executive Council (MEC) congratulates the newly elected officers and we sincerely thank all those who stepped forward to run in the election.

In Solidarity,

Your MEC – Ed Hawes, Lisa Davis-Warren, Deb Harding-Elliott, Kirk Hansen and Heather Coleman

ACT Communication

Hello All,

We wanted to thank everyone that came out for our SEA/PDX ACT Negotiation’s Sit! There was a great turnout with some excellent questions and valid concerns which we are providing to your negotiations team members

For April, our negotiations team discussed Leaves of Absences, hotels and per diem rate. The good news: Flight Attendants will be able to take a leave up to a year after they or their partner gives birth, adopts or fosters a child.  While per diem rates were discussed, any remaining discussion on per diem will now be undertaken closer to the end of negotiations when pay rates are discussed.  It is a normal part of negotiations to look at all pay issues together and towards the end of the negotiations process.

The big contention right now is improving our hotel language in Article 4 so that flight attendants have a greater voice in the selection and retention of crew hotels.  We stand strong on a per diem pay raise as well as having the ability to have a safe and quality hotel, one in which our AFA would give the parameters and help choose our hotels for our workgroup.

The next SEA ACT crew sit is on May 15th-16th with Jennifer Levcun

The next PDX ACT crew sit is May 13th with Sirkka Haagen

Please continue to read your union updates, which you can find in your personal email, on the HZN FB page or on our website. Stay connected and let’s show unity in our commitment for a better contract and work environment.

Thanks again!

In unity,

Your ACT Negotiations team

Jennifer Levcun- SEA

Sirkka Haagen-PDX