Critical
Incident Response: One Of The Three Faces of EAP
Deb McCormick – MEC EAP/Professional
Standards |
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Contract
Implementation- The Here and Now
Lynn Lenosky - MEC President |
| For many flight
attendants, the AFA EAP committee brings to mind a limited definition –
responding to problematic situations that include substance abuse. But
your AFA EAP representatives do much more to assure the welfare of flight
attendants.
In the early evening of January
31, 2000, my pager went off. I was
just arriving for a reception at the Southpark hotel in Charlotte, hosted
by the membership of Council 89. The quarterly MEC meeting was scheduled
to begin the following day. I responded to the page and was informed that
Alaska Airlines had crashed into the Pacific.
I reported the information
to the attendees at the reception and contacted my counterpart at Alaska,
Sally Giebel, and International EAP Director Heather Healy, to confirm
the reports. All of my Critical Incident Response training was about to
spring into action. I was asked to “stand by” until there was more information.
I was flown out to Seattle the following day on the first available flight.
The Critical Incident Response
Program is just one of the three components of the EAP program: Critical
Response, EAP Services and Professional Standards. My role in the Critical
Incident Response to the Alaska accident, in conjunction with other representatives
from United, America West, Tower and Aloha, was to work with the Alaska
AFA EAP in assisting flight attendants and their families. Beyond that,
our presence in the domiciles allowed us to assist management and mental
health professionals in getting services up and running for the members
and their families.
One of the Critical Incident
Response services was to be available in the Alaska crew rooms from the
first check-in time in the mornings until the last flight arrived at night.
We were available to answer flight attendants’ questions, provide information
about mental health resources and to support them in their tragedy.
Of the 83 passengers onboard
Flight 261, 30 were non-revenue. Alaska and Horizon set up a memorial for
those employees and family members who perished. AFA EAP and mental health
officials staffed this location until February 26.
Unfortunately, the media
has a way of speculating and reporting the wrong information in these types
of situations. Therefore, AFA EAP set up and conducted information sessions
in the communities of the flight attendants, and made sure that there were
age-appropriate mental health professionals available for the children.
A normal reaction for many
of us when we receive the news of an aircraft accident is to hug our loved
ones a little tighter and perhaps send a silent prayer. For US Airways
flight attendants, we know how this loss has impacted Alaska Airlines employees
and the affected communities. Being a member of AFA not only means extending
our solidarity within our own carrier but extending support to our brothers
and sisters when they, too, are in pain. |
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The announcement
of the intended merger between US Airways and United Airlines did not come
as a total surprise, but I will admit the timing took me somewhat aback.
During our endless negotiations strategy sessions, your Committee continually
played the "what if" game; we conjured up scenarios that would give us
insight on achieving the best contract language and protections possible.
AFA did anticipate that something like this might occur during the life
of our agreement, and merger protections were held in high priority. However,
I was looking forward to working on an implementation schedule, proofreading
and finalizing the printing of the contract, and returning to the daily
issues of MEC work.
No sooner than I had returned
to the MEC office in Pittsburgh, I was called back to Washington. Along
with other representatives of the US Airways labor community, we were advised
of the potential US Airways/United merger. The days immediately following
the announcement were filled with conference calls, meetings, and briefings.
While it remains to be seen if this deal passes the muster of the federal
government and receives the approval of the US Airways stockholders, the
Justice Department, the Department of Transportation, and possibly Congress
itself, we should not continue to allow ourselves to be distracted from
our number one goal - our newly ratified contract.
At this point in time, the
proposed merger remains uncertain and it may be many months before it is
approved or rejected. However, what we do know for certain is that our
current agreement is in full force and effect. It is up to each and every
one of us to be sure that we understand all of the changes, the benefits,
and the provisions we achieved through our recent negotiations. By making
it a priority to learn about our contract, we can ensure protection against
any attempts to chip away at it. None of us benefit if we have some of
the best contract provisions in the industry that no one can understand.
To that end, it is my intention
to begin a campaign of educating the members on all the sections of our
new working agreement. Each month a different section will be discussed.
We'll outline the contract language, give a brief explanation, answer the
most commonly asked questions, and provide examples, if appropriate. We'll
provide you this information on the Hotline, the E-line, AFA bulletin boards,
and our web site. Whether you are a commuter, a reserve, fly international,
or if you're a flight attendant on an option, there is an avenue available
to you in this educational process.
The only thing you'll have
to do is to become committed to contract education. This means taking the
time to read, saving articles, marking up your contracts, asking questions,
and attending meetings. In the end, you will be equipped to deal with Crew
Scheduling, your supervisor or any other company official when it comes
to the terms and conditions of your contract. Remember, this is your agreement.
You worked hard for it.
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Termination – Could
You Be Next?
Karen Lascoli MEC Grievance
Chair
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The following issues have been
referenced in this publication before; however, we are still experiencing
repeated problems system wide. The following topics are paramount to our
jobs. This information will protect your rights and could save your career.
The Consequences of Alcohol
Whether you are a party
animal, social drinker or teetotaler, alcohol and flying do not mix. The
rules applicable to US Airways flight attendants are codified in the Alcohol
Misuse and Prevention Program (AMPP). Working exclusively in the US Airways
AFA grievance department affords us more than a bird’s eye view into the
destruction of careers based on misinterpretation or misunderstanding of
the rules that govern the use of alcohol and products containing alcohol.
The recent increase of terminations
for these offenses is alarming. In an effort to address violations of the
alcohol rules, AFA has decided to inundate its membership with the correct
information until each flight attendant is acutely aware of the rules and
the consequences of non-compliance. Even if you are tired of hearing this
information it may one day save your job. The confusion surrounding the
misuse of alcohol can be divided into two distinct categories:
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Reserve flight attendants who
mistakenly believe that once they are assigned a trip from Future, they
are automatically released from duty and are free to consume alcohol within
the 12-hour rule.
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Flight attendants on layovers
who believe the 12-hour rule is calculated from the time they are released
from duty until departure time the following day.
If you are a reserve flight
attendant who is assigned a trip from Future scheduling, you must verbally
request scheduling to release you until check-in time the following day.
If scheduling does not release you, you are considered on duty and are
prohibited from consuming any type of alcohol, including cough syrup, mouthwash
and any prescription or over the countermedicines that contain alcohol.
In addition, if you are not released by Future and you are later contacted
by Daily for a reassignment and you indicate that you had a drink to attempt
to avoid the assignment, you will be terminated. Conversely, if Future
scheduling does release you, you must adhere to the 12-hour drinking rule,
which will be determined by your check in time, not your departure time.
Similarly, if you are on
a layover and you are released from duty at 3:00 p.m. and your check in
time the next morning is 6:00 a.m. for a 7:00 a.m. departure, you can consume
alcohol during the three-hour window from 3:00 p.m. until 6:00 p.m. Any
consumption after 6:00 p.m. will be considered a violation of the AMPP
and subject to termination.
While this information may
appear elementary to some flight attendants, the grim reality is that scores
of flight attendants have been terminated for making these simple mistakes.
With today’s climate focused squarely on safety, arbitrators are not necessarily
inclined to reinstate flight attendants for making these mistakes. If you
are ever subject to a positive alcohol test, contact your local union office
immediately. Also, if you have any questions regarding the information
in this article, speak directly with one of your local union representatives.
Remember, it is your job to know and understand these rules…make it a priority!
Complaint Letters
The proliferation of airline
passengers has bred a new type of customer: if you complain, you will be
rewarded with free tickets. This incentive alone is enough to induce passengers
to fabricate and exaggerate complaints against crewmembers. Countless times
the complaint letters will single-out a specific flight attendant. Discipline
(up to and including termination) has been rendered to flight attendants
as a result of such complaint letters. It is company policy to request
a written statement from fellow flight attendants documenting their recollection
of the events that lead up to the issue of complaint. Furthermore, these
written statements are used by the company to support the level of discipline
issued as a result of the complaint.
Be extremely careful of what
you write when recounting the details of an event. Before you submit a
written statement involving the actions of a co-worker, use the resources
available to you through AFA. Contact your local union office/representative
or seek the advice of an AFA staff attorney.
Any one of us could be targeted
in a passenger complaint letter. Exercise your common sense and think before
you write!
AFA Grievances Withdrawn
As A Result Of Negotiations
AFA withdrew the following
MEC Grievances based on new contract language or agreements reached at
the bargaining table:
30-99-02-23-99—Split
Trips Mainline Filed: 6/3/99 The company
is refusing to properly pay protect the mainline flight attendants for
split trips by only paying 2:30 minutes or the actual time, whichever is
greater. This action violates the language of Sections 9., 10., 11. of
the Flight Attendant Agreement. Please forward all denied split trip
pay claims to the MEC Grievance Office. If using Postal delivery, please
remember to send it to the new office location. The address is on the inside
front cover.
Filed: 7/6/99—Jumpseat
procedures The company is violating the application
of jumpseat procedures. This violates Section 29.G., and the CBS message
from Rob Fuhr dated February 12, 1999 as well as past practice.
Change In Service Filed:
7/27/99 The company failed to notify the MEC
president prior to initiating a new class of service, which violates Section
26.H., and well -established past practice.
30-99-02-50-99—Change
In Duties Filed: 10/20/99 This case was filed as
a result of the company changing the “Pre Flight Duties” senior flight
attendant duties in Emergency Manual Revision 31; section 4, page 1, dated
September 25, 1999. The senior flight attendant must visually check for
manuals.
30-99-02-11-0—International
Transoceanic Bid Filed: 2/8/00 The company
prematurely posted and awarded the International Transoceanic Bid, effective
May 2000. This action violates the International Transoceanic Letter of
Agreement, and long-standing past practice.
30-99-02-12-0—Domestic
Bid Transfers Filed: 2/8/00 The company is violating
Section 18. of the Agreement by improperly implementing domestic base transfers.
30-99-02-20-0—Scope Violations
Filed: 3/6/00 This case was filed as a result of the removal
of the Pilot Shuttle Fence Agreement, which created several violations
of the agreement.
Contractual Arbitration Update
The following cases were
arbitrated on September 1, 1999:
30-99-02-136-93—Bid
Closing Date Requirement The issue in this case was whether
or not the company violated Section 9.B. of the Agreement by not publishing
the bid results by the 20th day of the preceding month. Arbitrator Ira
Jaffe did not believe the company violated the Agreement. His award stated
the language in Section 9.B. obligated the company to publish and post
the blocks to be bid by the 20th of the month and not the bid results.
30-99-02-51-95—Pay Protection-Last
Trip of the Month The issue in this case was whether the
Company violated the Agreement by refusing to pay protect flight attendants
for canceled portions of a transition trip which canceled in the new bid
month. Arbitrator Ira Jaffe believed the company did not violate the Agreement
and only those portions of the trip that canceled in the month the trip
originated (Last Trip of the Month) are to be paid.
Discipline Arbitration Update
Five termination cases were
arbitrated during the period of August through December 1999. We are currently
waiting the Arbitrator’s awards for 3 cases. AFA won two of the cases reinstating
one flight attendant back to work and the other back to Long Term Disability.
As you can see from these
statistics, your MEC Grievance Office is exceptionally busy defending your
rights and protecting the Flight Attendant Working Agreement.
Stephani Brown, our AFA staff
attorney, is assigned to US Airways exclusively to arbitrate and co-ordinate
all of our litigation. I assist Stephani on a full-time basis along with
PTW flight attendant, Lana Talerico who assists us on a part-time basis.
In closing, I remind you
to know your contract and always contact your union if your rights are
being violated.
Think all “alcohol-free”
products are really alcohol free? Think again!
According to Kenneth Martin,
PhD., Department of Pharmacology at Louisiana State University Medical
Center, alcohol may exist in products sold as “alcohol-free”. Propylene
glycol is a form of alcohol used in liquids to prevent the active ingredients
from settling to the bottom and is used in many products considered “alcohol-free”.
This also includes medicines used for children. This alcohol can cause
problems identical to those caused by the more common forms of alcohol
– liver problems and mild inebriation. Read labels carefully, suggests
Dr. Martin.
Highlights of the New
Agreement— Grievance Provisions
The 2000 contract renders
significant improvements in the grievance provisions.
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Suspensions – The company can
no longer suspend flight attendants without pay unless the case involves
a criminal investigation/charges, alleged physical violence on duty, theft,
violation of company policies regarding drugs and alcohol, or destruction
of company property. In the event a flight attendant is suspended for one
of the above reasons, such suspension shall be limited to10 business days
unless the investigation requires confirmation of information from sources
outside the company. This improvement is a very important provision. In
the past, the company would suspend flight attendants without pay for any
disciplinary action.
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Expedited Arbitration – The
contract will now include a written procedure for reducing the time it
takes to finalize a grievance. By mutual agreement, AFA had been utilizing
this method in the past but there was no definitive language that would
require the company to agree to its use. Expedited Arbitration allows certain
qualifying grievances to be concluded in about 6 months. Prior to this,
some grievance decisions were not finalized for 2 years. This process requires
the arbitrator’s decision to be rendered at the conclusion of both parties’
grievance presentation. The expedited procedure is outlined in Sideletter
L32-1.
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