The complete record of the 2026 campaign for AFA Council 32 Secretary-Treasurer at Breeze Airways. What I stood for, what I built, and why it mattered.
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In May 2024, Breeze Airways flight attendants voted 76.3% to join AFA-CWA. Almost two years later, we still didn't have a contract. Changes were being made to pay, rules, and working conditions while negotiations dragged on, and the documentation and accountability systems that should have been in place simply weren't there.
But here's what really pushed me to run. After being at Breeze for over a year, I had never met or heard from a single union official in PVD. Almost everyone I spoke to didn't even know their names. And my entire PVD 25-01 BTA class that signed up for AFA membership was never entered into the rolls. An entire class, gone from the system for over a year. When leadership finally addressed it, their "FACT #3" on Instagram on May 2nd blamed a mailing error. It got lost in the mail. That's the explanation. No accountability for how it happened, and no plan to make sure it never happens again.
I'd spent over a decade in the labor movement, first as Secretary and later Vice President of IAFF Local 1314 (Fall River Firefighters), then as a Shop Steward for Teamsters Local 251. I'd sat on four negotiating committees, filed dozens of grievances, gone to arbitration, and won. When I became a flight attendant at Breeze and saw what was happening, I knew the skills I'd built could make a difference.
This wasn't about a title. It was about building systems that actually work: tracking every issue, documenting every change, and making sure every FA's voice gets a real response. Because if an entire class can fall off the membership rolls for a year and nobody notices until someone runs for office, the systems aren't working.
Under the Railway Labor Act, the company must maintain the status quo while negotiations are ongoing. Changes to pay, earning opportunities, or working conditions must be documented and addressed through proper channels.
Accurate minutes, crew services violation logs, rest period tracking, and correspondence give leadership the documentation they need to hold the company accountable.
Clearer, more timely updates after every negotiation session. Tools that keep everyone informed and give every FA a way to report the issues they face every day.
From crew services to the negotiating table: if it affects your quality of life, it gets documented and addressed. No more emails disappearing into a black hole.
These were the problems affecting Breeze FAs during the campaign, many of which involved changes made while we were still waiting for a first contract.
Almost two years after voting to unionize, Breeze FAs still had no collective bargaining agreement. Every section that affects pay, schedules, and quality of life remained unresolved.
Breeze appeared to be separating OCR/charter flying from the regular FA role. These changes were not discussed with the union and raised concerns about work opportunities and pay structure.
New policies affecting working conditions were being rolled out without going through proper channels.
Restricting reserve FAs from trading blocks raised concerns about unilateral changes to working conditions during negotiations.
Changes appeared to require FAs on Airport Ready Reserve to remain at the airport even when no additional flying was available within their window. Changing reserve practices during bargaining raises serious concerns under the Railway Labor Act.
Flight attendants deserve access to basic crew space: a refrigerator, a microwave, a table, and a few chairs. That should already be part of the conversation.
Safety issues including single-engine deadhead concerns (documented in ALPA's federal lawsuit against Breeze) and the need for stronger safety reporting systems.
These aren't company problems. These are failures on our side that directly affect every FA's ability to stay informed, be heard, and hold anyone accountable.
There was no mechanism for leadership to address flight attendants as a whole. No group chat, no mailing list, no way to reach the full membership with updates or information.
Members send emails with issues, questions, and concerns. There is no tracking system, no confirmation that the message was received, no status updates, and no follow-through. Issues go in and nothing comes back out.
Updating a status table on a website is not the same as communicating with your membership. There are no detailed summaries of what was discussed, no explanation of where the sticking points are, and no direct engagement with FAs about the progress of their own contract. A checkmark on a webpage doesn't tell anyone what's actually happening at the table. Without real communication, we'll be sitting here in two more years with the same open sections and the same unanswered questions.
Not a single union meeting for the membership to attend, ask questions, or hear directly from leadership. Not even a monthly Zoom call. No forum for members to participate in their own union.
No meeting minutes, no written records of decisions, no documentation trail. Without minutes, there is no accountability and no way for the membership to verify what leadership is doing on their behalf.
When FAs report problems with crew services, scheduling, pay discrepancies, or working conditions, there is no system to log, categorize, track, or follow up on those reports. No way to identify patterns or build a case.
I didn't just talk about transparency and accountability. I built the tools to back it up.
An AI-powered contract research assistant trained on the full text of 9 AFA carrier contracts. Ask any question about pay, scheduling, vacation, sick leave, hotels, grievance procedures, or benefits, and get sourced answers with section citations. Every answer cross-references the actual CBA language. Zero tolerance for hallucination.
fallon4afa.com/ask →A comprehensive spreadsheet comparing every major contract section across all 9 AFA carriers: pay, guarantees, per diem, vacation, sick leave, hotels, grievance, commuting, health insurance, and more. Every cell sourced directly from the contract with section citations.
fallon4afa.com/contracts →A proposal for replacing the current email black hole with a real tracking system. Every message gets a confirmation code, a category, and a status. Leadership sees the full picture. Members know they were heard.
fallon4afa.com/accountability →Built from scratch as a one-person campaign. Custom design, OG images for social sharing, calendar reminders for voting, WhatsApp/text sharing, and a mobile-first dark theme. No templates, no consultants. Just the work.
fallon4afa.com →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.
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!
76.3% of Breeze Airways flight attendants vote to join AFA-CWA. The long road to a first contract begins.
While contract talks proceed, Breeze begins making changes to OCR/charter programs, reserve practices, and playbook policies without union consultation.
Keith Fallon announces his candidacy for AFA Council 32 Secretary-Treasurer, running on a platform of documentation, accountability, and transparency.
Campaign website launches with the AI contract research tool, 9-airline CBA comparison, email accountability proposal, and issue tracking. All built from scratch by one person.
Two years after unionizing, 12 critical contract sections remain open: compensation, hours, scheduling, reserve, sick leave, vacation, hotels, benefits, and more.
AFA members vote by mail ballot. Ballots must be received by May 18.
One in five voters backed this campaign. No slate, no planning, no institutional support. Four weeks, one person, and a message that resonated with 21% of the membership on the first try.
Regardless of the election outcome, leadership has never been this engaged with the membership. Before this campaign, there was no system-wide group to address flight attendants as a whole. No real mechanism for the membership to raise issues collectively and get a response. That changed.
There are still massive black holes in how leadership plans to effectively communicate with the membership and how they intend to log, track, and follow up on the issues FAs are reporting every day. Those problems haven't been solved. But the conversation has shifted. Leadership knows now that as a membership, we expect more. More transparency, more documentation, more accountability, and actual systems that work.
I'm not afraid to run and I'm not afraid to stand up and tell leadership when they're failing. That's what real union representation looks like. You don't wait for permission. You step up.
Win or lose, I'm hoping this campaign makes one thing clear: we are all watching. We all expect results. Hiding behind an NDA is only going to work for so long. At some point, the membership needs to see progress, not excuses.
That expectation didn't exist before this campaign put it on the table. That's a win for every Breeze FA, no matter whose name is on the ballot.
Look at what's happening at Avelo Airlines right now. Their FAs voted AFA in 2022, still have no contract, and now a Koch-connected organization called the Center for Independent Employees is running a decertification campaign to strip them of their union entirely. That's what happens when leadership fails to deliver. I don't want Breeze to be next.
Win or lose, the tools stay live. The contracts comparison stays live. The AI contract research tool stays live. The issues we raised don't go away because an election ends. If you're a Breeze FA and something isn't right, document it, report it, and hold leadership accountable.
If you're a future union candidate at any airline, take whatever's useful here and make it your own. The movement is bigger than one campaign.