The AFA has an opportunity to demonstrate to its membership, with this case, that the contractual protections negotiated under the Collective Bargaining Agreement have real meaning and are not merely symbolic provisions. FA Blockhus was a nearly twenty-five-year Flight Attendant who was terminated while on approved FMLA leave, without ever being interviewed during the investigation process, despite management’s acknowledged awareness that he was medically unavailable.

If the Union were to take up this matter and ultimately prevail, it would send a strong message to all members that the Association is willing to vigorously defend due process, contractual investigative protections, and the rights of Flight Attendants facing serious allegations. Such an outcome would reinforce confidence among the membership that the Union stands prepared to challenge procedural irregularities, protect members during vulnerable periods such as medical leave, and ensure that discipline is imposed fairly and consistently under Section 23 of the Agreement.

Successfully pursuing this matter would not merely benefit FA Blockhus individually, but would strengthen the credibility of the Union itself by demonstrating that no member can be deprived of their career without meaningful participation in the investigatory process and adherence to the protections bargained for under the Agreement.

Under the Railway Labor Act and the governing Collective Bargaining Agreement, the Association of Flight Attendants (AFA) possesses significant authority and influence regarding the review, handling, and potential resolution of disciplinary disputes involving represented employees, including matters involving termination and reinstatement. As the exclusive bargaining representative for flight attendants, the Union is empowered to advocate on behalf of employees, challenge disciplinary actions, pursue grievances, request reconsideration of cases, negotiate settlements, and seek reinstatement where circumstances warrant further review or corrective action.

In FA Blockhus’s case, the Union has the institutional ability to revisit the procedural and evidentiary concerns surrounding his termination and to engage United Airlines regarding possible remedies, including reinstatement discussions. This authority is particularly important in situations where substantial questions exist regarding the fairness of the investigative process, the consistency of disciplinary enforcement, compliance with contractual protections, and the adequacy of grievance handling.

Labor unions routinely advocate for reconsideration or reinstatement in cases involving:

• procedural irregularities,
• incomplete investigations,
• newly developed evidence,
• inconsistent enforcement of policy,
• or concerns involving due process and contractual protections.

FA Blockhus respectfully believes his case presents several unusual and compelling factors that justify such review, including:

• termination during approved FMLA leave,
• a documented agreement to postpone the investigation,
• the absence of any interview prior to termination,
• reliance upon disputed and unauthenticated evidence,
• and unresolved concerns regarding the completeness and fairness of the grievance process.

Importantly, the Union’s role is not limited solely to arbitration proceedings that in fact were never completed. The Union also maintains the ability to engage management regarding equitable resolutions, request renewed review where circumstances justify reconsideration, and advocate for outcomes that preserve fairness and contractual integrity. In many labor disputes, reinstatement discussions occur through negotiated resolution rather than formal litigation alone.

FA Blockhus therefore respectfully requests that his Union, the AFA exercise its authority and discretion to fully review the unique procedural concerns presented in this matter and determine whether further advocacy, reconsideration, or reinstatement efforts are appropriate. Given his nearly twenty-five years of service, documented work history, and the unusual circumstances surrounding the investigation and termination process, FA Blockhus believes this matter warrants meaningful review and renewed consideration by both the Union and the Company.

Above all, FA Blockhus’s goal is not conflict, but rather a fair and constructive resolution that restores confidence in the integrity of the process and provides an opportunity for appropriate reconsideration of a career that meant a great deal to him.