Alaska Air Group Inc., is an aviation holding firm / corporation based in SeaTac, Washington which owns two certificated airlines operating in the United States: Alaska Airlines[6] and Horizon Air.[7] In 1985, it was formed and a year later the holding company acquired Horizon Air and Jet America Airlines. Jet America Airlines, and their employees were merged into Alaska Airlines in 1987. Alaska Air Group has no relationship to JetAmerica, an airline proposed in 2009.
Alaska Air Group subsidiaries employed 9,866 staff as recently as 2007, but have cut that number back substantially by 2008. It remains undetermined how many employees actually work for Alaska Air Group itself. Alaska Airlines operates only U.S. built Boeing aircraft with up to 172 seats while Horizon operates only Canadian built Bombardier aircraft with up to 76 seats.[8]
The separation of the two companies is not due to "Scope Clauses," as is the case with other similar holding companies and their airlines such as Mesa Air Group and Freedom Airlines or Republic Airways Holdings and Shuttle America.[citation needed]
Alaska Air Group is the parent company and holding company of both independently "branded" Alaska Airlines and Horizon Air operations
Effective Accommodation Strategies
Alaska Airlines was founded in Anchorage in 1932 and expanded to 22 aircraft operating within the state by 1934. In the late 70s, the airline began expansion to the lower Western states and by 1987 had acquired Horizon Air and Jet America bolstering its North South route structure and complementing the seasonal nature of travel to Alaska.
Today Alaska Airlines has grown from a small regional airline to a route system spanning more than 40 cities and three countries. It currently carries more than 12 million customers per year and has consistently earned best airline recognition from magazines such as Travel and Leisure and Condé Nast Traveler.
Disability Services Management Personnel Interviewed: Ms. Donna Egeland, Manager, Workers Compensation, Disability Accommodations; Ms. Voshte Demmert, Disability Accommodations Supervisor; Ms. Sandy Voigt, Workers' Compensation Specialist
Personnel involved in the Disability Services Management program include the manager who specializes in educational programming to include the Americans with Disabilities Act and managing the Workers' Compensation program, an accommodations specialist, a workers' compensation specialist, and considerable time investment from a Family Medical Leave Act specialist (technically assigned to Employee Benefits). For purposes of workers' compensation coverage, Alaska Airlines is obviously insured in all states. It is self-insured in Washington and Alaska. The company self selects its vocational rehabilitation counselors in providing workers' compensation case management / rehabilitation services in the state of Washington. In Alaska, employees with disability are matched by a random assignment process to vocational service agents. However, Alaska Airlines has hired professional rehabilitation counselors to monitor progress and intervention with the workers' compensation service agents who have been assigned its employees.
The creation of the accommodations specialist appears optimal, providing both more immediate intervention and streamlined referral procedures.
Employees are more empowered by having an accommodations request sheet and appreciate the responsivity and follow up from the Disability Accommodations unit.
The use of W.Va. University Job Accommodation Network as a standard of intervention practice on each accommodation case is laudatory, as is detailed documentation of these efforts.
This unit is very effective given the complex extended medical leave procedures that exist in the airline industry and the fact that in the past, workers with disabilities have gotten lost in the medical leave process for extended time periods. A definitive effort is being made to clarify every individual's viable work status and improve engagement with the company.
From a policy perspective, there appears to be a concerted effort at Alaska Airlines to be accessible and accommodating, while yet being candid as to the need for basic productivity needs of the company and essential job functions that must be performed. Alaska Airlines received the 2001 Outstanding Employer Award from the International Association of Rehabilitation Professionals (IARP) in recognition of the airline's proactive employment programs for workers injured on the job and with disabilities.
Work-Life & Benefits
We recognize that happy, healthy employees make Alaska Airlines and Horizon Air stronger companies. To help employees maintain a balance between their work and personal lives, we provide a number of flexible programs, resources, and tools, such as:
Commuting and public transportation programs
Discount Program
Events (such as SummerFest, Ski Nights, Employee Receptions and Celebrations)
Fitness benefits
Flexible workdays
Lifeworks
Resource groups
Recognition programs
Onsite conveniences (such as auto detailing, florist, massage)
Benefits
We believe in providing employees with attractive, meaningful, and useful benefits. In addition to market-based pay and annual gain sharing programs, we make sure our benefits packages are North of Expected™, extending eligibility for an exciting array of perks and privileges to employee family members as well, including:
Travel: Alaska Airlines and Horizon Air were among the first airlines to provide employees, including spouses or domestic partners full flight and travel benefits. Spouses, parents of employees and children also qualify for partner carrier reduced fares with more than 30 other airlines.
Health: Much like our travel privileges, our health benefits include full coverage for the employee, spouse or partner, and applicable children.
Discounts: Our employees are able to tap into a vast discount program, thanks to our partnerships with over 150 different companies. We offer travel industry discounts on hotels, amusement parks, cruises, car rentals and vacation packages. In addition, we have many discounts on everyday items such as tech products from Dell and Apple to dining at your favorite restaurants such as McCormick and Schmick's, and cell phone discounts from AT&T.
Alaska Air Group subsidiaries employed 9,866 staff as recently as 2007, but have cut that number back substantially by 2008. It remains undetermined how many employees actually work for Alaska Air Group itself. Alaska Airlines operates only U.S. built Boeing aircraft with up to 172 seats while Horizon operates only Canadian built Bombardier aircraft with up to 76 seats.[8]
The separation of the two companies is not due to "Scope Clauses," as is the case with other similar holding companies and their airlines such as Mesa Air Group and Freedom Airlines or Republic Airways Holdings and Shuttle America.[citation needed]
Alaska Air Group is the parent company and holding company of both independently "branded" Alaska Airlines and Horizon Air operations
Effective Accommodation Strategies
Alaska Airlines was founded in Anchorage in 1932 and expanded to 22 aircraft operating within the state by 1934. In the late 70s, the airline began expansion to the lower Western states and by 1987 had acquired Horizon Air and Jet America bolstering its North South route structure and complementing the seasonal nature of travel to Alaska.
Today Alaska Airlines has grown from a small regional airline to a route system spanning more than 40 cities and three countries. It currently carries more than 12 million customers per year and has consistently earned best airline recognition from magazines such as Travel and Leisure and Condé Nast Traveler.
Disability Services Management Personnel Interviewed: Ms. Donna Egeland, Manager, Workers Compensation, Disability Accommodations; Ms. Voshte Demmert, Disability Accommodations Supervisor; Ms. Sandy Voigt, Workers' Compensation Specialist
Personnel involved in the Disability Services Management program include the manager who specializes in educational programming to include the Americans with Disabilities Act and managing the Workers' Compensation program, an accommodations specialist, a workers' compensation specialist, and considerable time investment from a Family Medical Leave Act specialist (technically assigned to Employee Benefits). For purposes of workers' compensation coverage, Alaska Airlines is obviously insured in all states. It is self-insured in Washington and Alaska. The company self selects its vocational rehabilitation counselors in providing workers' compensation case management / rehabilitation services in the state of Washington. In Alaska, employees with disability are matched by a random assignment process to vocational service agents. However, Alaska Airlines has hired professional rehabilitation counselors to monitor progress and intervention with the workers' compensation service agents who have been assigned its employees.
The creation of the accommodations specialist appears optimal, providing both more immediate intervention and streamlined referral procedures.
Employees are more empowered by having an accommodations request sheet and appreciate the responsivity and follow up from the Disability Accommodations unit.
The use of W.Va. University Job Accommodation Network as a standard of intervention practice on each accommodation case is laudatory, as is detailed documentation of these efforts.
This unit is very effective given the complex extended medical leave procedures that exist in the airline industry and the fact that in the past, workers with disabilities have gotten lost in the medical leave process for extended time periods. A definitive effort is being made to clarify every individual's viable work status and improve engagement with the company.
From a policy perspective, there appears to be a concerted effort at Alaska Airlines to be accessible and accommodating, while yet being candid as to the need for basic productivity needs of the company and essential job functions that must be performed. Alaska Airlines received the 2001 Outstanding Employer Award from the International Association of Rehabilitation Professionals (IARP) in recognition of the airline's proactive employment programs for workers injured on the job and with disabilities.
Work-Life & Benefits
We recognize that happy, healthy employees make Alaska Airlines and Horizon Air stronger companies. To help employees maintain a balance between their work and personal lives, we provide a number of flexible programs, resources, and tools, such as:
Commuting and public transportation programs
Discount Program
Events (such as SummerFest, Ski Nights, Employee Receptions and Celebrations)
Fitness benefits
Flexible workdays
Lifeworks
Resource groups
Recognition programs
Onsite conveniences (such as auto detailing, florist, massage)
Benefits
We believe in providing employees with attractive, meaningful, and useful benefits. In addition to market-based pay and annual gain sharing programs, we make sure our benefits packages are North of Expected™, extending eligibility for an exciting array of perks and privileges to employee family members as well, including:
Travel: Alaska Airlines and Horizon Air were among the first airlines to provide employees, including spouses or domestic partners full flight and travel benefits. Spouses, parents of employees and children also qualify for partner carrier reduced fares with more than 30 other airlines.
Health: Much like our travel privileges, our health benefits include full coverage for the employee, spouse or partner, and applicable children.
Discounts: Our employees are able to tap into a vast discount program, thanks to our partnerships with over 150 different companies. We offer travel industry discounts on hotels, amusement parks, cruises, car rentals and vacation packages. In addition, we have many discounts on everyday items such as tech products from Dell and Apple to dining at your favorite restaurants such as McCormick and Schmick's, and cell phone discounts from AT&T.