Keith Fallon
Candidate for AFA Secretary — Breeze Airways
PVD Base
Candidate for AFA Secretary — Breeze Airways
PVD Base
One of the best parts of this job — exploring the world.
Cooking class in Rome with my wife
Florence, Italy
Cooking class in Rome
Venice, Italy with my wife
Top of a volcano in El Salvador with my wife
Zip-lining in Dominican Republic
We still don’t have a contract. Changes are being made to our pay, rules, and working conditions without bargaining. That has to stop — and the Secretary plays a direct role in making sure it does.
Under the Railway Labor Act, the company is legally required to maintain the status quo while we are in negotiations. That means they cannot reduce our pay, eliminate earning opportunities, or change rules and working conditions without bargaining. It’s not a request — it’s the law. I’ll make sure every change is documented and challenged.
Accurate minutes, crew services violation logs, rest period tracking, and correspondence give leadership the documentation they need to hold the company accountable.
You deserve to know what’s happening at the table. I’ll push for clearer and more timely updates after every session. As a skilled app developer, I have the ability to build tools that keep us all informed and give every FA a way to report the issues they’re running into every day — anonymously or not.
From crew services to the negotiating table — if it affects your quality of life, it gets documented and addressed.
A Free, Secure Reporting Tool Built By a Breeze FA, For Breeze FAs
Right now, when something goes wrong — a crew services failure, a rest violation, a playbook change that doesn’t make sense — what happens? You text a coworker. Maybe you mention it in a group chat. And then it disappears. Leadership never sees it. It never makes it to the bargaining table. CrewShield will change that.
CrewShield will be a free tool available exclusively to Breeze Flight Attendants that directly links you to your union leadership. Report violations anonymously or with your name — that’s your choice. What you see here is the concept I will build and deploy to help every FA track and report the issues they face every day.
Something happens on the line — a crew services problem, a rest violation, a safety concern, a playbook change. You open CrewShield and report it in under a minute. Anonymously or with your name. Your choice.
Every report is logged with the date, category, severity, flight number, and base. No more “I think I heard someone had a problem.” It’s documented. It’s timestamped. It’s real.
Your union leadership accesses a secure dashboard showing every report, sortable by category, base, and status. They see patterns: which bases have the most rest violations, which policies are causing the most problems, what’s getting worse. Hard data to bring the most impact every time we sit across from management.
Every time leadership sits down with management, they have current, documented data from the line. Not guesses. Not outdated complaints. Evidence of what’s actually happening to our crews right now.
Hotels not booked, transportation issues, failure to respond, incorrect information
Insufficient rest, duty period issues, illegal schedules, rest interruptions
Policies changed without bargaining, procedures that contradict existing rules
Equipment issues, skipped checks, pressure to cut corners, anything that puts crew or passengers at risk
When the company says “we don’t have a crew services problem,” leadership can pull up 47 documented reports from the last month. When they say “our rest policies are working,” leadership can show a pattern of violations across three bases. Data turns complaints into leverage. CrewShield gives us that data.
CrewShield also includes a Legality Checker so every FA can verify if they’re legal to work based on their duty and rest hours — no guessing, no calling crew services and hoping for the right answer.
This isn’t a promise — it’s a skill set. I’m an experienced app developer and coder. A working sample of CrewShield already exists. When elected, I can build and deploy the full production version — secure database, FA accounts with employment verification, MFA-protected leadership dashboard — because I know how to build it myself.
I’ve been on the front lines — filing grievances, enforcing contracts, and standing up to management when they tried to cut corners on workers’ rights. But I also did the homework. I’ve read extensively on the rights of union employees, participated in labor education programs, and attended IAFF International Firefighters educational seminars. I have a strong ability to understand contracts, laws, and regulations that protect us — which helps me file extremely effective actions to keep the employer in compliance with the law.
Keith has always been a strong advocate for the membership. He understands how important enforcing the collective bargaining agreement is to the union. He always was there in the fight to ensure that our duty to represent the membership was the number one priority. He is a proven union leader.
Bob “Chip” Camara
President, IAFF Local 1314 — 1981–2004
I’ve worked with Keith Fallon and seen firsthand his commitment to standing up for workers and enforcing the contract. Keith understands that agreements only matter if they’re applied consistently, and he’s not afraid to step in and take action when needed. He’s a strong advocate for the membership and someone who brings real experience to the table. He will be a tremendous asset to the AFA!
O’Kay Desrosiers
Shop Steward, Teamsters Local 251
In May 2024, we voted 76.3% to join AFA-CWA. Almost two years later, we still don’t have a contract — and every section that affects your paycheck, your schedule, and your quality of life is still unresolved.
Seniority, Uniforms, Leave of Absence, Vacancies, Furlough, Moving Expenses, Grievance Procedures, System Board, Hostage Benefits, Drug/Alcohol & EAP, Health & Safety, Training
Compensation, Recognition & Scope, Definitions, Hotel & Travel, Hours of Service, Scheduling, Reserve, Sick Leave, Vacation, Union Activities, Union Security & Dues, Commuter Policy, General, Benefits, Reliability, Duration
Look at what’s been agreed to — Seniority, Uniforms, Grievance Procedures, Training, Hostage Benefits. These are important, but they’re mostly procedural. They don’t cost the company money. Now look at what’s still unresolved: Hours of Service, Scheduling, Reserve, Sick Leave, Vacation, Benefits. Every single section that directly affects your paycheck, your time off, and your daily quality of life is still on the table. The company has been willing to agree on the things that don’t cost them anything while stalling on everything that does.
Your pay. The single most important section in the entire contract. Completely blank — not even proposed yet.
Your duty period limits and rest requirements. This is the foundation of your daily working conditions. Proposed 2/25/26 — awaiting company response.
How your trips are built and how reserve works. These sections are completely blank — no proposals, no dates. Your schedule is being decided without a contract to protect you.
Accruals, usage rules, and payout. Proposed 12/10/25 — nearly 4 months with no company response.
Accruals, bidding, and payout. Proposed 3/26/26 — awaiting company response.
Completely blank. Not even proposed yet. Your health benefits and the length of the entire contract haven’t been discussed.
Requires dues to be paid and gives the ability to deduct from paycheck. Proposed 4/24/25 — almost a full year with no response.
It has been nearly two years since 76.3% of Breeze Flight Attendants voted to unionize. In that time, the company has reached tentative agreements on 12 sections — none of which cost them real money. Meanwhile, Compensation hasn’t even been proposed. Scheduling is blank. Reserve is blank. Benefits are blank.
While these economic sections sit untouched, the company is actively making changes that reduce our earning potential — removing OCR, restricting reserve block trading — without bargaining. Every day without a contract is a day the company operates without accountability on the issues that matter most to you.
This isn’t just happening to us. In January 2026, the Air Line Pilots Association (ALPA) filed a federal lawsuit against Breeze Airways alleging bad faith bargaining under the Railway Labor Act. The pilots have been negotiating since early 2023 — three years — and ALPA alleges that Breeze has been bargaining without real intent to reach a deal, bypassing the union, creating non-union pilot committees, implementing policies without bargaining, and repeatedly denigrating the union. These are the same patterns we are seeing on the FA side.
I read cases like these because it makes me a better advocate for every FA. Understanding how Breeze interacts with the pilots’ union — the delays, the tactics, the legal violations ALPA is alleging — educates me about how the company will likely interact with us. Knowledge is leverage, and I believe every union representative should be studying what’s happening across our own airline.
Under the Railway Labor Act, the company has a duty to bargain in good faith. Leaving Compensation, Scheduling, Reserve, and Benefits blank for nearly two years while agreeing only on procedural items raises serious questions about whether that obligation is being met. We need leadership that recognizes delay as a tactic and knows how to fight back with documentation, deadlines, and the law.
We are entering the phase of negotiations where every section left directly impacts your earnings, your schedule, and your benefits. This is where the company will push hardest, delay longest, and try to give up the least. This is exactly the wrong time to have leadership without deep bargaining experience. We need people at the table who’ve sat across from management before, who know how to document every delay and stall, and who understand that the Railway Labor Act requires them to bargain in good faith — not run out the clock on the sections that matter most.
These are the fights that matter right now.
Breeze cannot reduce pay, change rules, or alter working conditions without bargaining. The status quo must be enforced while we negotiate — and I’ll make sure every change is documented and challenged.
Removing OCR from Flight Attendants eliminates our ability to earn additional pay and the 10% increase that comes with it. This is a reduction in earning opportunities — a change to working conditions that likely violates the Railway Labor Act, which governs our bargaining process.
Any new policy that affects working conditions is a mandatory subject of bargaining. I’ll track every playbook change and flag violations immediately.
Restricting reserve FAs from trading blocks is a change to working conditions that should have been bargained. This needs to be challenged and documented.
In the ALPA lawsuit, Breeze’s own pilots allege that the company tried to deadhead them on single-engine aircraft — violating a tentative agreement that requires multi-engine jet aircraft for pilot repositioning. When ALPA raised safety objections, Breeze bypassed the union, surveyed pilots directly to manufacture support, and the CEO dismissed the concerns as “a little heartburn.” They then tried it again with a LearJet 45.
This isn’t just a pilot issue. It’s a crew issue — and it directly affects Flight Attendants.
Breeze first tried to deadhead pilots on a PC-12 — a single-engine turboprop that operates under Part 91 or Part 135, not Part 121. When ALPA objected on safety grounds, the CEO dismissed it as “a little heartburn.” Then, just weeks later, Breeze posted a job for LearJet 45 Captains — another aircraft that is not used in normal commercial airline service and does not operate under Part 121 safety standards. Two different aircraft, two attempts to get around the same safety provision.
Part 121 is the gold standard of aviation safety — it governs scheduled commercial airline operations with the strictest requirements for maintenance, crew training, dispatch, and operational oversight. Every Breeze revenue flight operates under Part 121. ALPA’s complaint states clearly that crew member passengers are entitled to the same level of safety as the flying public. That principle doesn’t apply only to pilots. Flight Attendants are crew members too. If Part 121 multi-engine jet aircraft is the industry standard for deadheading pilots, it must be the standard for deadheading FAs.
Yet we’ve heard nothing about this from AFA leadership. The pilots’ union identified the threat, fought back, and ultimately filed a federal lawsuit. Meanwhile, our deadheading protections haven’t even been discussed at the FA bargaining table. If the company is willing to put pilots on sub-standard aircraft despite a signed tentative agreement, what happens to Flight Attendants who don’t even have that protection yet?
I read the 31-page ALPA federal complaint — every paragraph, every allegation, every tactic Breeze used against their own pilots. I read the Railway Labor Act provisions they’re accused of violating. I research case law, labor board rulings, and industry standards. Not because someone told me to. Because that’s what preparation looks like.
What Breeze does to the pilots is a preview of what they’ll do to us. Knowing their playbook before they run it on our side of the table is how we stay ahead. We need leadership that is paying attention to what’s happening across this entire airline — not waiting to be surprised.
🔗 Read the ALPA lawsuit yourself — you should know what we’re up against.
A track record of fighting for workers.
Running for AFA Secretary at Breeze Airways, bringing years of union leadership experience to protect FA rights during a critical time in negotiations.
Common questions about the Secretary role and this campaign.
Have questions? Want to get involved? Reach out anytime.
We are heading into the most critical phase of negotiations — every economic section is still on the table. Compensation hasn’t even been proposed. Scheduling, Reserve, Sick Leave, Vacation, and Benefits are all unresolved. The company is stalling on the sections that cost them money while making unilateral changes that cost us ours.
This is not the time for on-the-job training. I bring over a decade of union leadership — Secretary to Vice President of IAFF Local 1314, Shop Steward for Teamsters Local 251, 4 negotiating committees, dozens of grievances and arbitration hearings, and unfair labor practice filings. I read the ALPA federal lawsuit against Breeze and identified safety and bargaining issues that directly affect Flight Attendants — issues no one else is talking about. And I’m building real tools like CrewShield to give every FA a voice and give leadership the data they need at the table.
Your vote decides who represents you during the fight for your pay, your schedule, and your future. Choose experience. Choose preparation. Choose accountability.
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Election for LEC Secretary — Term: July 1, 2026 – June 30, 2029