Where can I sign an authorization card or talk about our union drive? 

You can sign an AFA authorization card or discuss our union drive in non-work areas. 

Specifically, non-work areas include: 

• in the crew lounges where Flight Attendants relax and socialize with their co-workers;

• shuttle vans to and from a layover hotel or employee parking lot;

• anywhere while on a layover;

• on the concourse before you report to your assigned gate;

• anyplace where you are not engaged in work duties.

Am I allowed to wear my AFA-Pin?

Absolutely. It is well-established that employees may wear a discrete union insignia (union pin) while on duty. Union activists are also assured the right to advocate for the union without fear of retaliation of any kind.

If any member of management attempts to interfere with your right to sign an authorization card, wear your AFA pin, or discuss our union — comply with the request, then report the incident to AFA Legal using the report form.

"Section 2, Fourth" of the Railway Labor Act (RLA) says we have the right to join, organize, or assist in organizing a union.

We have the legal right to:

• Sign an AFA authorization card in support of forming our Flight Attendant union.

• Ask other employees to support AFA by signing an authorization card.

• Wear our union AFA pins at work.

• Attend meetings to discuss forming your union.

• Distribute and post union literature.

WHEN ORGANIZING AN EMPLOYER COVERED BY THE RAILWAY LABOR ACT

Under the RLA, an employer is prevented from:

• Surveillance of organizing activities

• Threatening to sue in an effort to suppress support

• Terminating/disciplining or threatening to terminate/discipline employees for supporting the union

• Barring employees from soliciting cards or membership during non-work time and in non-work areas as long as the Company does not have a specific and non-discriminatory policy banning all solicitation (a non-work area generally includes break rooms, crew lounges, anywhere where work is not performed)

• Asking about confidential union matters (i.e. whether or not the employee signed a card)

• Asking about whether the employee supports the union

• Threatening to discontinue existing benefits

• Promising to give employees promotions, raises, or other benefits in exchange for voting against the union

• Endorsing one Union over another

• Preventing an employee from voting

• Knowing how the employee voted

• Preventing an employee from handing out leaflets on his own time in non-work areas

• Preventing an employee from discussing the prospect of a union while at work as long as it does not interfere with work duties (contrast this with how an employee should only hand out representation cards during non-work time in non-work areas)

45 U.S.C. § 152 (Third), (Fourth); 29 C.F.R. § 1205.2.