  Arbitrator William Kaplan has issued his decision on the seniority integration of the Sunwing and WestJet groups for the creation of the Integrated Seniority List (ISL). We encourage all members to review the ruling, which can be found HERE.

  The ISL will be constructed using the inflight date of hire. In his decision, Arbitrator Kaplan has directed the standardization of seniority dates between the two groups. Currently, WestJet assigns seniority based on the completion of inflight training, while Sunwing does so from the start of inflight training. Arbitrator Kaplan ruled that seniority dates will now be aligned with WestJet’s practice, where the date of hire is marked by the completion of inflight training.

Next Steps

Once the ISL is built by the parties and the company, a dispute period will be provided for members to review the list and ensure any errors are corrected. The details of this dispute process will be communicated once the ISL is finalized. More information will follow as we proceed.

To our Swoop-integrated members: now that the ruling has been issued, the Local Executive will focus on finalizing your integration into the WestJet unit. This will require coordination between the Executive Board and WestJet, and we will communicate further updates as they become available.

Landmark Decision and Looking Ahead

  We understand that today’s ruling may have varying impacts on our membership, and it’s natural for everyone to process this decision in their own way. As we reflect on the outcome, it’s important that we remain mindful of our interactions with one another, ensuring that we continue to uphold professionalism and respect in line with the WestJet Business Code of Conduct, we remind everyone to engage constructively as we move forward.

  It’s also important to recognize that this decision is legally binding. Arbitrator Kaplan, appointed by the Canada Industrial Relations Board (CIRB), was entrusted with creating a fair and equitable seniority list for cabin crew members/flight attendants in the merged bargaining units at WestJet and Sunwing. His ruling, grounded in law, emphasizes the importance of seniority and the date-of-hire standard in our industry, reinforcing its value within case law.

 As we move forward from this long and challenging process, it’s now important that we turn our focus to the future, especially as we prepare for collective bargaining in 2025. While the outcome may not have aligned with everyone’s hopes, we must now come together as a unified group and work toward securing the best possible contract in our next round of negotiations.

Your CUPE 4070 Executive
CUPE 4070 President - Alia Hussain
CUPE 4070 Vice-President - Tyson Conrod
CUPE 4070 Secretary-Treasurer - Alex Grigoriev
CUPE 4070 Recording Secretary - Calvin Gautschi

WestJet YVR/ YEG Base VP - Chris Brewer
WestJet YYC Base VP - Brandy Whitby
WestJet YWG Base VP - Tyson Conrod
WestJet YYZ Base VP - Bryan Hansraj
WestJet Encore YYC Base VP - Heather Crippen

Chris Amaddeo 2024-10-10 Chris Amaddeo 2024-10-10

Merger Update #8 - Arbitration Update

Dear Members,

In our ongoing commitment to keeping you informed; we want to update you on an important development. We’ve just been notified by the Arbitrator’s office that we should expect the decision on the Integrated Seniority List (ISL) by October 15, 2024. As soon as we have more details on the list and its construction, we will share them with the membership

Next Steps for the Local:

The Local is actively engaged with all parties to begin discussions on other issues arising from WestJet’s application to the Canada Industrial Relations Board (CIRB). Below, we’ve outlined the key items directly from WestJet's application:

Key Points from WestJet's Application to the CIRB:

Declare that, in accordance with sections 18.1(2)(a) and (b) of the Canada Labour Code, the parties are directed to consult with each other on any outstanding issues related to the consolidation of the bargaining units and report back to the Board within 30 days.
Revoke Order No. 11411-U, 10239-U and amend Order No. 11360-U, so there is only one bargaining unit.
Determine which collective agreement will apply to the consolidated bargaining unit.

The first two points trigger Section 3.9 of the CUPE Constitution, which addresses legal requirements for transferring jurisdiction between Local Unions.

Section 3.9 of the CUPE Constitution - Legal Requirements:

When a transfer of jurisdiction is legally required, all affected Local Unions must recognize the transfer. A copy of the law or decision requiring the transfer will be sent to the National Secretary-Treasurer. The National Secretary-Treasurer will then issue a new or amended Local Union charter.

As the certificate holder, CUPE has been directed by the CIRB to consolidate the two bargaining certificates. This means the two Locals must be merged into one. There are a few ways this can be achieved:

Mutual Agreement: If both Local Executives reach an agreement, we will submit this to CUPE National for approval and then provide the members with the next steps.
No Agreement: If no agreement is reached between the two Local Executives, CUPE National will determine how the consolidation will proceed.

Upcoming Elections

As outlined in our bylaws, union elections are scheduled for November, with nominations set to begin in the last week of October. We are hoping to have answers regarding the consolidation before this, in order to avoid triggering unnecessary elections. We fully understand the uncertainty this situation may create and want to assure you that we will keep you informed as we move forward.

Your Local Executive is fully engaged in this process, and we are committed to pursuing the least disruptive path for the more than 4,000 members we represent across WestJet and Encore Airlines.

Next Steps for the matter of two Collective Agreements:

Regarding the third point in WestJet's application, we will be meeting with all parties to address which collective agreement will apply to the consolidated bargaining unit. This meeting will also cover any other matters related to the integration of Sunwing Cabin Crew with WestJet Cabin Personnel.

We remain committed to representing your interests and ensuring you stay informed at every stage of this process. Your Local Executive is focused on guiding us through the complexities of the merger, while also preparing for the upcoming negotiations of our second collective agreement #CA2. Our priority is to ensure as seamless a transition as possible and to advocate for our needs as we approach this next phase.

QUESTION AND ANSWER:

Q: What happens if the two Locals Unions can’t agree on how to merge?

A: No Agreement: If no agreement is reached between the two Local Executives, CUPE National will determine how the consolidation will proceed.

Q: When will we know which collective agreement will apply?

A: This is still under discussion. We will meet with all relevant parties to determine which collective agreement will apply to the newly consolidated bargaining unit – if agreement cannot be reached its possible this question may be put before the Industrial Relations Board.

Q: What will the Arbitrator’s decision on October 15, 2024, mean for members?

A: The decision will establish the Integrated Seniority List (ISL), a critical component of integrating the workforce. We will provide further updates once the decision is received.

Your Local 4070 Executive Team
President - Alia Hussain
Vice-President - Tyson Conrod
Secretary-Treasurer - Alex Grigoriev
Recording Secretary - Calvin Gautschi

WestJet YVR/YEG Base VP - Chris Brewer
WestJet YYC Base VP - Brandy Whitby
WestJet YWG Base VP - Tyson Conrod
WestJet YYZ Base VP - Bryan Hansraj
WestJet Encore YYC Base VP - Heather Crippen

Chris Amaddeo 2024-10-09 Chris Amaddeo 2024-10-09

Weekly Bulletin - Personal Days VS Sick Days

Dear Members,

With the introduction of Personal Days under the Canadian Labour code, 206.6, we would like to highlight the difference between Personal Days and Sick Days, and the processes attached to either of these protected leaves.

Personal Day:
Every Federally regulated employee is entitled to and shall be granted a leave of absence from employment of up to five days in every calendar year.

Sick Day:
Cabin Crew Member who is unable to report for duty due to sickness as outlined in the Collective Agreement and CLC Sick Leave Amendment, Article 20 WS CA / WR CA.

Personal Day

All Federally regulated employees are entitled to personal leave up to 5 days each calendar year, the first 3 days of the leave are paid, for all eligible employees, these days can be taken individually.

What is considered a Personal Day according to the The Canada Labour Code 206.6 outlines the following conditions that would allow you to use a personal day.

Carrying out responsibilities related to the health or care of any of their family members
Carrying out responsibilities related to the education of any of their family members who are under 18 years of age
Addressing any urgent matter concerning themselves or their family members
Attending their citizenship ceremony under the Citizenship Act
Any other reason prescribed by regulation

The employer may, in writing, no later than 15 days after the employee returns to work, request the employee provide documentation to support the reason for the leave. This shall be provided only if it is reasonably practicable for them to obtain and provide it.

Eligibility:

Employee must have completed 3 consecutive months of continuous employment with the employer to be entitled to the first 3 days of leave with pay.
Note: The employer cannot impose their own qualifying conditions on employees before they are eligible to take personal leave. .

Scheduling:

The personal leave can be requested at any time if it meets the requirements of the Code. The employer does not have the authority to determine when an employee takes personal leave.
Note: When there are multiple leave entitlements available, ex bereavement, sick days, only the employee may decide to categorize the leave as personal leave. The employer should not decide when their employees take personal leave.

Urgent Matter:

An employee can take a personal leave when addressing any urgent matter concerning themselves or their Family Members. The determination of whether something is considered urgent is made by the employee.
Family member as outlined by the Canada Government can be found HERE.
It is not appropriate for the employer to determine what may or may not be urgent in an employee’s circumstance.
Only when the employees’ reason is clearly not urgent and it is obvious that abuse is occurring, would it be appropriate for an employer to deny a personal leave

To review the process and information, please review the following webpage provided by the Government of Canada HERE.

Sick Day

Sick Days are outlined in the Collective Agreement Article 20 – Sick and Personnel Leave. They have since been updated with the CLC Sick Leave Amendments that were reached at mediation with the Employer. Click below to review: WS Sick Leave Amendment / WR Sick Leave Amendment

Sick leave shall be provided to a Cabin Personnel who is absent from work due to a bona fide illness or injury that is not covered under the provisions of workers’ compensation legislation.

Cabin Personnel who is unable to report for duty due to sickness must notify Crew Scheduling by phone no later than four (4) hours. (Settlement Agreement 20-1.02)
Cabin Personnel will be deemed sick for any subsequent duty periods in that same pairing or Reserve Block until they have notified the Company that they are fit to return to duty. (Settlement Agreement 20-1.02)
You do not need to call in sick for each day of the pairing.
Cabin Personnel shall be pay protected for their originally scheduled Credit Hours for that duty period, provided they have Sick Leave Days available.
(Settlement Agreement 20-2.07)
- If insufficient Sick Leave Days remain, any additional sick leave Days will be taken without pay.
Only one (1) Day of banked sick leave shall be deducted for any single duty period which spans two (2) consecutive days. (Settlement Agreement 20-2.11)
- Example: Red eye that checks in at 2359 – Lands at 0630 would use one sick day, not two.
Cabin Personnel may be required by the Company to provide a doctor’s certificate to substantiate their inability to work due to illness or injury if they are absent for five (5) or more consecutive work Days. (Settlement Agreement 20-2.15)
- Or if the Company has reasonable cause to doubt the validity of their absence.
- The Company's request for a doctor's certificate must be made no later than ten (10) Calendar Days after the date the Cabin Personnel returns to work from the sick leave. (Settlement Agreement 20-2.15)
- The cost of the doctor's certificate, if requested by the Company will be reimbursed by the Company with proper proof of payment. Maximum amount of $40.00. (Settlement Agreement 20-2.17)

Allotment:

Effective January 1st of each calendar year, each full-time Cabin Personnel who is Active on that date will be allotted twelve (12) Days of paid sick leave into their sick leave bank, subject to the maximum total paid sick leave bank outlined in 20-2.06.
Effective January 1st of each calendar year, each part-time Cabin Personnel who is Active on that date will be allotted ten (10) Days of paid sick leave into their sick leave bank, subject to the maximum total paid sick leave bank outlined in 20-2.06. (Settlement Agreement 20-2.01). HERE

If you have any further questions or require clarification please reach out to your Local 4070 Base VP

Your CUPE 4070 Communications Committee

World Mental Health Day

Tomorrow, October 10th, is World Mental Health Day. This important day provides an opportunity to raise awareness about mental health issues and to encourage open conversations about well-being.

As flight attendants, we often face unique challenges that can impact our mental health, such as irregular work schedules, frequent travel, and exposure to stressful situations. It's essential to prioritize self-care and seek support when needed.

Mental Health Resources:

Remember, you're not alone. If you're struggling with your mental health, please reach out for help. Let's take this opportunity to promote mental health awareness and support one another.

Chris Amaddeo 2024-10-04 Chris Amaddeo 2024-10-04

Merger Update #7 - Arbitration

Dear Members,

Message from CUPE LOCAL 4070 Executive Team

Today, Friday, October 4th, 2024, representatives from CUPE Local 4070, including President Alia Hussain, WestJet Toronto Base Vice President Bryan Hansraj, and Secretary-Treasurer Alex Grigoriev attended interest arbitration proceedings in Toronto with Federal Arbitrator William Kaplan. Other parties to these proceedings were representatives from CUPE Local 4055, CUPE National, WestJet/Sunwing Management as well as the parties’ retained legal counsel.

The session involved each party’s legal counsel presenting their respective positions to Arbitrator Kaplan and addressing other parties’ oral submissions. Representing Local 4070 were Michael Church and Ethan Lewis from Caley Wray labour law firm.

Local 4070 remains committed to securing a fair and equitable decision that acknowledges the service time of all cabin personnel. We will continue to be available to Arbitrator Kaplan should he require any further information or clarification as he prepares his decision.

We recognize that these are challenging times, and the Local remains fully committed to representing and advocating for all Cabin Personnel of Local 4070. We anticipate the decision to be issued on or before November 15, 2024, and will continue to update the membership as more information becomes available.

Joint statement from CUPE, CUPE 4070, and CUPE 4055 regarding ISL arbitration

Earlier today in Toronto, CUPE, CUPE 4070, and CUPE 4055 made their submissions before arbitrator William Kaplan regarding the integrated seniority list for cabin crew at WestJet once the merger of WestJet and Sunwing is completed.

We do not yet know the outcome of this arbitration, but we will keep you informed as soon as we have an update to share.

Throughout this process, all three parties have worked tirelessly for the best possible outcome for our members. We are proud to have approached these often-difficult conversations with mutual respect.

Today we have reached a milestone in this process. We now await the arbitrated decision and recognize that it's time to move forward in full solidarity as CUPE members, together.

We also recognize that, despite our differences through this process, we can and must emerge on the other side of the merger united and ready for what matters most: securing a strong collective agreement for our members when bargaining commences next year. Together, we are now part of an even bigger and even stronger union local, and we are ready to take on the challenges and seize the opportunities ahead.

Your Local 4070 Executive Team,
President - Alia Hussain
Vice-President - Tyson Conrod
Secretary-Treasurer - Alex Grigoriev
Recording Secretary - Calvin Gautschi

WestJet YVR/ YEG Base VP - Chris Brewer
WestJet YYC Base VP - Brandy Whitby
WestJet YWG Base VP - Tyson Conrod
WestJet YYZ Base VP - Bryan Hansraj
WestJet Encore YYC Base VP - Heather Crippen

Chris Amaddeo 2024-10-02 Chris Amaddeo 2024-10-02

Clarification on Seniority, the Sunwing Merger, Flow and Inter-Departmental Transfers

Dear Members,

We want to take this opportunity to address several important issues concerning seniority matters in Local 4070. There has been a lot of discussion and, understandably, some confusion surrounding these topics. Our goal is to clarify the distinctions between what is currently under Arbitration, and what falls under internal decisions that are determined by our membership.

Sunwing Merger and Seniority Issues

First and foremost, our communications of late are focused on the Sunwing merger of Local 4070 members with CUPE Local 4055. While Swoop Integration is linked to this discussion, the primary event we have been referring to is the Sunwing merger.

It is essential to draw a distinction between the roles of Local 4070 and CUPE National in this process. CUPE National has expressed its views on these issues based on their position on Seniority, and they have the right to do so as a party involved in the merger.

Local 4070 maintains a primary position anchored in Length of Service (LOS) calculation for determining seniority during this merger. Our position is grounded in precedent and case law, and we are particularly focused on the impact of Seasonality and layoffs, which has been a significant concern for our membership. This matter is currently before an arbitrator, and our arguments must adhere to legally established methods.

Internally, we have a history of addressing seniority through well-established processes, but in cases like this, we are bound by precedent as part of a broader legal framework. We want to emphasize that the Union is not disregarding any group's rights.

Encore and Swoop Flow MOA

In terms of the seniority concerns related to Encore and Swoop Flow, we must turn our minds to the Memorandum of Agreement (MOA) governing these processes remains in effect. Under this MOA, members of Local 4070 voted and agreed that those who accepted employment with the mainline would forfeit their seniority. This was a democratically decided internal matter, not subject to oversight by external bodies such as the CIRB.

While this arrangement can certainly be revisited, any change would have to come from our membership. It would require a fresh decision by our members — not by the CIRB or the Union leadership. This is an internal matter based on what was previously bargained and agreed upon.

Link to MOA / Link to Flow MOA Amendment

Inter-Departmental Transfers and Seniority

Another issue that has resurfaced is the concern over seniority related to inter-departmental transfers. We fully understand the frustrations and concerns around this. Our Executive Board has had in the past and continues to have members of different experiences of how they started at WestJet including internal transfers.

We want to clarify that the forfeiture of seniority for inter-departmental Transfers stems from the ratification of CA1 (Collective Agreement 1). Changing this would require a reassessment in the context of CA2 negotiations of Article 15 Seniority, and it would be up to the membership to determine if this issue is a bargaining priority.

Link to WS CA

Looking Ahead

We want to reiterate that our intention is not to be insensitive to the concerns raised. However, it's important to separate these different issues so that we can avoid division among ourselves. The merger has reignited concerns about seniority, and we hope it encourages all of us to reflect on our approach to these issues historically as we move towards Collective Bargaining in 2025. Bargaining will require all of us to be focused on the priorities put forward by the group. More to come on the Bargaining Learning Series as we move past this Merger.

It’s important to acknowledge that the complexities of these matters cannot be simplified. They are shaped by years of documents, mechanisms, jurisdictions, and history. Moving forward, we must first look at how we got here and then take our next steps accordingly. We hope this message helps shed light on the various pieces of this puzzle.

We appreciate our members' engagement and continued support as we navigate these challenging times together.

In solidarity,

Your CUPE 4070 Executive Team
CUPE 4070 President - Alia Hussain
CUPE 4070 Vice-President - Tyson Conrod
CUPE 4070 Secretary-Treasurer - Alex Grigoriev
CUPE 4070 Recording Secretary - Calvin Gautschi

WestJet YVR/ YEG Base VP - Chris Brewer
WestJet YYC Base VP - Brandy Whitby
WestJet YWG Base VP - Tyson Conrod
WestJet YYZ Base VP - Bryan Hansraj
WestJet Encore YYC Base VP - Heather Crippen

Chris Amaddeo 2024-10-01 Chris Amaddeo 2024-10-01

CUPE 4070 Newsletter - October 2024

Breast Cancer Awareness
WestJet | Sunwing Merger
Grievance Update
Who to Contact
Crew Member Socials Dates
Scheduling Review Committee (SRC) Update

October is Breast Cancer Awareness Month

As we enter October, a month dedicated to Breast Cancer Awareness, we want to take a moment to honor and support all those affected by this disease. As a predominately female based industry breast cancer impacts many of our colleagues, friends, and loved ones, and it’s important for us to raise awareness and foster a culture of support and understanding.

Origins in the 1980s:
The movement began in earnest in the early 1980s, with the first organized effort in 1985, led by the American Cancer Society. The goal was to promote awareness about breast cancer and encourage early detection through mammograms.

Pink Ribbon Symbol:
The pink ribbon emerged as a symbol of breast cancer awareness in 1991 when Estee Lauder’s Evelyn Lauder helped distribute them during a race for breast cancer. The ribbon has since become a powerful symbol, representing the fight against breast cancer and solidarity among survivors and supporters.

Increased Awareness and Funding:
Over the years, the campaign has played a crucial role in increasing awareness and funding for research, education, and support services. Fundraising events, like walks and runs, have gained popularity, bringing communities together to support the cause.

Throughout the month, we encourage you to participate in activities that promote awareness, such as sharing information about early detection and prevention, and participating in local fundraising events. Whether it’s wearing pink or simply spreading the word, every action counts.

Let’s come together as a union to uplift those in our community who have been touched by breast cancer. Remember, knowledge is power, and by staying informed, we can help ourselves and each other.

WestJet and Sunwing Merger Update

We would like to note that as previously communicated, during the week of September 9-13, your Local 4070 Executive gathered in Toronto for mediation with Sunwing Local 4055, WestJet and CUPE National to discuss seniority. This collaborative effort marks a pivotal step toward fostering unity and addressing shared concerns between our locals.

Throughout the negotiation process, both Local 4070 and Local 4055 presented proposals that prioritized the best interests of their memberships. Despite efforts to reach an agreement through mediation, it became apparent by Friday evening that arbitration was the only viable option to address the seniority issues affecting all members.

It is crucial to recognize that the integration of seniority lists arises from our parent company's acquisition of another airline. This situation has caused significant disruption and stress for members of both Local 4070 and Local 4055, and it is important to emphasize that the responsibility lies with the employer, not the Locals.

While differing perspectives on seniority are expected, we must remember that both Local 4070 and Local 4055 members will ultimately be part of the same union, advocating together for shared interests of all members during the bargaining process in 2025.

We acknowledge that seniority is a sensitive and vital issue for union members, and while differing opinions will arise, it is essential to set those differences aside to foster unity and solidarity. This approach will enhance our collective strength as we negotiate for improved working conditions and wages. If we allow our differences to divide us, we risk losing our unified voice, which the employer will exploit. We have waited 4.5 years for change- we need to remain focused on moving forward and on our collective interests.

CUPE National Statement on their position

Throughout this process, CUPE National has sought to play a facilitative role and intervene as little as possible. However, the national union is compelled to make a submission in the arbitration process respecting the integrated seniority list.

Given that date-of-hire is already the guiding principle with respect to seniority in both collective agreements, it represents the best path forward. It is CUPE’s view that date-of-hire privileges neither side as it affirms positions already democratically established by union members through ratification votes.

Additionally, CUPE believes that date-of-hire is a basic union principle of seniority, and it is what the union strives to achieve in all our agreements in the airline sector. It remains the industry standard, and CUPE believes it is the union's obligation to protect it for future generations of airline workers, including ensuring portability within CUPE in the event of future mergers.

Merger Committee

We extend our sincere appreciation to the Merger Committee Members for their invaluable contributions. With the seniority process now in the hands of Arbitrator Kaplan, the Committee's work has concluded. Thank you for your dedication and hard work throughout this significant undertaking.

WS:
Jennifer Gehan
Berkley Lamb
Meghan Gulliver
Charles Mercure
WR:
Leanne Garrett
Gemma Ashmore
WO:
Chelsea Fogliato
Vanessa Settimi

Local Grievance Update:

As many of you are aware, the recent hailstorm in August in Calgary caused significant disruptions, affecting some of our members' pairings and subsequently left our crew without hotel rooms. We want to take a moment to address the grievances that have been filed regarding the failure to secure hotel rooms in a timely manner for affected members back in August. In response to the distress caused by this situation, the local union has filed several grievances on behalf of our members.

Key points of concern include:

Lack of Accommodation

Members reported that despite the company's efforts to secure hotel rooms, many were left waiting hours for a place to stay. This not only created undue stress but also impacted their ability to fulfill work obligations.

Communication Breakdown

There was a notable lack of timely communication from management regarding the status of hotel arrangements. Members were left in the dark, which exacerbated the situation and added to their frustration.

Since filing those grievances, the company has acknowledged that the process in which they secure hotel rooms for our members during IROP’s or when cities are at capacity due to a variety of events in town, needs to change. They have begun work and have consulted with the union on the matter. Once the process is finalized, we would be happy to share with our members the new process that will take place and hopefully we won’t see members waiting for hotel room for hours on end during IROP’s. In response to the distress caused by this situation, the local union has filed several grievances on behalf of our members.

During the week of September 23-27, 2024, Our Vice President Tyson Conrod and YYZ Base Vice President Bryan Hansraj along with our representatives from CUPE National, met with Labour Relations from the company to go over our outstanding grievances that are currently in queue for arbitration. We have utilized National legal resources and knowledge to make sure that we get the over 100 grievances taken care of in the best manner we can for our affected members. We know the wait for arbitration can be a long one and we appreciate the patience of our members that have filed that are being referred to arbitration. The union is hoping that once these cases are either settled or referred to arbitration that we can move forward, and the arbitration process can happen in a timelier fashion.

Who To Contact

We would like to take a moment and remind the membership of who to contact and when. It is always important to keep your union informed of what is happening online so they can track trends that may be taking place and bring them forward. A key part to keeping your Local informed of what's going on is through you, the membership.

It is always good practice to CC your Local 4070 Base VP on communication between yourself and the company.

Scheduling Issues:

Crew Scheduling
- Scheduling Review Committee and/or DPM.
- The SRC and/ or your DPM can look into any questions you have with regards to call outs/ Flica, anything Crew Scheduling.
- If you do email your DPM to look into the investigation, please CC the Scheduling Review Committee so they can track the trends taking place.
- ws.src@cupe4070.ca | wr.src@cupe4070.ca
Schedule Release
- Must fill out a dispute form found on SharePoint within 72hours of schedule release.
- Emails will not be accepted as valid disputes. Emailing the company and not filing out a dispute form will not be accepted as a valid dispute.
- Please follow the language in the CA 34-2.02.
Vacation (outside of vacation disputes)
- WSNewhirevacation@westjet.com
  - Please CC Scheduling Review Committee for tracking purposes.
- GDOs - Click HERE for a tutorial of how to add GDOs to your schedule.
  - To add GDOs manually, please fill out the form found on your CCD.
Fatigue - Please fill out the Fatigue form found on your CCD.
- Forward a copy of your fatigue report to the Scheduling Review Committee so they can track it.
All other Schedule related issues, please reach out to your Scheduling Review Committee for assistance.

Hotel | Transportation Issues:

Urgent: Please reach out to any available DPM, or Crew Scheduling.
Non Urgent: Please reach out to your Local 4070 Hotel Committee.
- It is important that you inform them of any hotel issues that you may come across so they can track issues taking place and have them addressed.
- If you reach out to your DPM, we ask that you CC Local 4070 Hotel Committee so that they can track all occurrences.
Hotels@cupe4070.ca

Occupational Health and Safety:

Forward safety reports for tacking and trending purposes.
Suggest Health & Safety improvements.
Ensure regulatory compliance
Request occurrence follow up with the employer
Request for a Safety item to be brought to the Workplace Committee meeting.
Address health concerns
For information about workers rights
ws.ohs@cupe4070.ca
wr.ohs@cupe4070.ca

Base VP:

Representation in a meeting with management.
To file a grievance.
- Even though the investigation may have been done by someone else, it is the role of a Base VP to file all grievances.
Any other issues or concerns you may have.
Please be sure to CC your Base VP on communication with The Company.
For a list of current Base VPs and their contact click HERE

Important – Update your Information

Have you switched bases, flowed, moved addresses, got a new phone number? Please let us know so we can keep our records up to date! Fill out the form at the link below and we will update your status.

Update Your Information — CUPE 4070

WestJet Crew Member Socials

WestJet is inviting cabin crew members (WS and WR) to join for a fun-filled evening of networking (and prizes)! Enjoy appetizers, drinks, and the company of colleagues, leadership, CUPE representatives and support teams.

October Socials:

Wednesday, October 9 - YEG
- 6:30 – 9:30 p.m. at MKT Edmonton, 8101 Gateway Blvd, Edmonton, AB
- You must register here to attend before October 4.
Wednesday, October 23 - YYC
- 6:30 – 9:30 p.m. at Trolley 5 Brewpub, 728 17 Avenue SW, Calgary, AB
- You must register here to attend before October 18.

Additional information:

This event is for employees only (sorry, no guests will be permitted).
Attendance is voluntary and tickets are FREE.
Travel expenses incurred to attend will be the responsibility of each guest.
Uniforms are not permitted to be worn at this event.
Your registration will be confirmed via the Microsoft form which will remain open until the closing dates noted above.
Please email allison.harbinson@westjet.com for additional assistance.

Scheduling Review Committee Update

In an effort to share the inner working of the scheduling review committee we thought we would share some insight to the committee.

For October schedules, we received 27 Day off Disputes and 26 Pairing Disputes. Our Scheduling Review Committee aims to investigate and respond to these disputes before the end of July. Investigating each individual dispute can be time-consuming, as it depends on the complexity of the issue and the need to analyze the entire schedule.

To avoid filing a dispute and receiving a schedule that does not work for you, we encourage you to reach out to us for bidding advice before the bidding period closes. We are always available to assist you proactively and help you avoid any scheduling issues.

The Scheduling Review Committee is responsible for investigating disputes monthly and handling other schedule-related matters such as Reserve call outs, pairing extensions, RTD assignments, and call outs. If you have any questions or investigations, you would like us to undertake, please don't hesitate to reach out to us.

WestJet Mainline

Schedule Dispute Period follows the language of the Collective Agreement,
WS - 34-2.02 In the event that a Cabin Personnel wants to address concerns with their issued monthly schedule, they will notify the Union representative on the Scheduling Review Committee within Seventy-two (72) hours of schedule release to review and respond.
**The form to file a Dispute can be found on SharePoint and will only be active for Seventy-two (72). You can also find the form HERE.

You do not need to fil out more than ONE dispute form for Pairing Disputes. Please DO NOT email the SRC with disputes. We cannot accept disputes through email, filling out the form is the only process.

Reminder that a dispute is not a grievance, and the investigation must be completed through the form as Step 1.

We have been working hard to implement new processes within the committee to improve efficiency and consistency for our members' benefit. We will be releasing a monthly communication with updates and important information. If you have any scheduling questions or specific inquiries, please send us an email HERE.

WestJet Encore

Schedule Dispute Period follows the language of the Collective Agreement.
WR - 34-2.03 In the event that a Cabin Crew Member wants to address concerns with their issued monthly schedule, they will notify a Union representative on the Scheduling Review Committee within seventy-two (72) hours of schedule release to review and respond.
To begin the dispute please send an email to your DPM and WR YYC Base VP within 72 hours of schedule release.

Please note that Reserve is not given on a seniority bases and you must use a bid line to "avoid" reserve.

Please contact the WR YYC Base VP with any questions proactively for the best opportunity of receiving a preferred schedule.

REMINDER - Follow the process outlined in the CA for Schedule Disputes. If you email the Scheduling Review Committee or the company to investigate your schedule and it is valid, nothing will be done to resolve it if the proper process was not followed. The SRC needs to be aware of scheduling issues, especially with a new system coming soon. By emailing the company thinking they will fix your schedule, you are not following the language in the CA as well as not providing the committee with the information they need for tracking and trending issues that may be happening.

REMINDER - Use the proper resources when inquiring about Day of Operations. Your DPM and/ or The Scheduling Review Committee. It is not appropriate to contact Crew Scheduling for anything other than concerns with YOUR schedule. It is not appropriate to contact Crew Scheduling with concerns about other Crew members schedules, please contact DPMs with inquiries or request for investigations.

SAVE THE DATE
All events can be found under "Events" on CUPE4070 Website

General Membership Meeting (GMM)
November 13th, 2024 - 1100PT/ 1200MT/ 1400ET
Sign Up HERE
Open to Members in Good Standing and/ or those who have completed the application process.

Elections
Elections will be held in November 2024. More information will be available in the near future.

On behalf of your Local 4070 Executives
CUPE 4070 President - Alia Hussain
CUPE 4070 Vice President - Tyson Conrod
CUPE 4070 Recording Secretary - Calvin Gautschi
CUPE 4070 Secretary-Treasurer - Alex Grigoriev

WestJet YVR/ YEG Base VP - Chris Brewer
WestJet YYC Base VP - Brandy Whitby
WestJet YWG Base VP - Tyson Conrod
WestJet YYZ Base VP - Bryan Hansraj
WestJet Encore YYC Base VP - Heather Crippen

Chris Amaddeo 2024-09-30 Chris Amaddeo 2024-09-30

National Day for Truth and Reconciliation

On September 30th, Canada marks National Truth and Reconciliation Day. A day dedicated to reflecting on the country's colonial history and the lasting impact of the residential school system on Indigenous peoples. It's an opportunity for Canadians to come together, honour the survivors of residential schools, remember the children who never came home, and acknowledge the intergenerational trauma still felt by Indigenous communities. The effects of this systemic abuse are profound, leading to the loss of culture, language and, tragically many lives. Survivors and their families continue to feel the painful repercussions of this history today.

National Truth and Reconciliation Day is more than just a day of reflection; it is a call to action. It challenges us to confront the injustices of the past and work toward a future that acknowledges the wrongs done to Indigenous Peoples, and actively strives for healing, justice and true reconciliation. Reconciliation is not a one-time act but a continuous commitment. By confronting the injustices of the past, we can work together to address the inequalities that persist today, particularly when it comes to Indigenous rights, land and culture.

The Legacy of Residential Schools
From the late 19th century until 1996, over 150,000 Indigenous children were forcibly removed from their homes and placed into residential schools across Canada. These institutions, often run by religious organizations, sought to assimilate Indigenous children into Euro-Canadian culture Many children experienced neglect, abuse, and the loss of their language, culture, and identity. The impacts of this system are still deeply felt today.

National Center for Truth and Reconciliation

Why September 30th

National Truth and Reconciliation Day coincides with Orange Shirt Day, a grassroots movement that started in 2013 to honour Phyllis Webstad, a survivor of residential schools. As a child, Phyllis had her new orange shirt taken away from her on her first day at a residential school, symbolizing the loss of her identity and culture. The orange shirt has since become a powerful symbol of remembrance for the children who suffered under the residential school system.

How Can We Engage in Reconciliation

Educate Yourself

Learn about the history of residential schools, treaties, and the ongoing challenges faced by Indigenous communities.
The Yellowhead Institute is and Indigenous-led research and education center based in the Faculty of Arts at the Toronto Metropolitan University.
Take time to read the TRC's 94 Calls to Action. Reflect on how you or your organization can support them.

Wear Orange

Wearing an orange shirt on September 30th is a visual reminder of the children who were taken from their families and communities. It's a simple, yet powerful way to show your solidarity.

Support Indigenous-Led Initiatives

Support Indigenous organizations, businesses, authors, authors, or attend community led events that are vital to the culture revival and economic empowerment of Indigenous communities.

Truth and Reconciliation requires more than commitment to just one day. Let us acknowledge, listen, learn and act. The road to reconciliation is long, but together, through understanding and respect, we can walk it side by side.

Meghan Gulliver 2024-09-25 Meghan Gulliver 2024-09-25

Merger Update #6 - Seniority Positions

Dear Members,

As we continue to move forward with the integration process to the next step of Arbitration, several key parties have established their positions on how the Integrated Seniority List (ISL) should be constructed.

This issue ISL construction will impact our membership, and it is important to understand where each group stands as we move towards the upcoming arbitration hearing. Below is a summary of the positions of CUPE National, CUPE Locals 4055 and 4070, and WestJet, along with important dates related to the ISL process.

CUPE Local 4055’s Position:
Relative Seniority Principles

CUPE Local 4055, representing the cabin crew at Sunwing Airlines, advocates for the Integrated Seniority List (ISL) to be constructed using Relative Seniority. This method compares the seniority of employees within their respective groups before the merger and attempts to align them in proportion to their standing within their own company. In this approach, each employee’s position on the list is determined by their seniority relative to others in their original workforce, rather than using an absolute start date.

Example:

If an employee was in the top 10% of their seniority ranking at Sunwing, they would aim to be placed in a similar percentile within the combined seniority list after the integration, maintaining their relative rank compared to their peers.

Another example of relative seniority is their most senior CCM (2005) would be equal to our most senior CCM (1996).

This method according to the submissions seeks to avoid one group dominating the list simply due to size or earlier hire dates, aiming for a fair distribution across the workforce.

However, a concern with Relative Seniority is that it can result in situations where employees with less actual service time in the industry may receive a seniority ranking that place them ahead of those with more years of experience, based solely on the size and structure of the pre-merger workforce.

CUPE Local 4070’s Position:
Length of Service Calculation

CUPE Local 4070 supports using a Length of Service (LOS) Calculation to determine seniority in the ISL. The LOS method ensures that seniority is based on the actual time employees have worked for the company. It uses the employee’s Date of Hire (DOH) as the starting point, but with an important adjustment for any periods of layoff where the employee was not actively working.

In this approach, no discount is applied to employees' service time. Instead, the position is that if an employee was laid off, that time simply does not count towards their seniority. This adjustment is not punitive; rather, it reflects a straightforward principle: seniority is based on time worked, not on time spent away from the workforce.

In other words, nothing is being taken away—if you weren’t working during a period (such as a layoff), you aren’t penalized, but that time doesn’t count toward your overall seniority calculation either.

Example:

An employee hired on January 1, 2015, with no periods of layoff would have a seniority date reflecting their full years of service since that hire date.

An employee hired on January 1, 2015, but who was laid off for six months in 2018, would have their service time adjusted accordingly, and six months would be subtracted from their overall Length of Service, meaning their seniority would be calculated as if they were hired six months later, reflecting the actual time worked.

The LOS calculation prevents the artificial inflation of seniority by ensuring that those who were not working during certain periods do not gain unfair advantages in terms of placement on the ISL. It offers an accurate reflection of each employee’s contribution over time, safeguarding fairness across the integrated workforce.

CUPE National’s Position:

CUPE National announced that it will no longer remain neutral on the Integrated Seniority List (ISL) construction and intends to submit a formal position. Their stance is that seniority, as a fundamental Union principle, should be determined based on Date of Hire (DOH).

WestJet’s Position:

At the time of writing, WestJet has not formally taken a position on the ISL matter. However, the company reserves the right to respond or make submissions if necessary.

The final decision on the ISL construction will be made by Arbitrator Kaplan during the upcoming arbitration hearing on October 4th in Toronto (YYZ). The construction of an Integrated Seniority List is complex, and each approach has its merits and drawbacks. Local 4070 will continue to advocate for a fair and equitable solution that protects the interests of all our members.

We encourage all members to engage in respectful discussions about the ISL process on social media platforms. As this situation continues to evolve, we will keep our membership informed with the latest updates.

If you have any questions or concerns, please contact your Base VP HERE.

Important Dates:

September 26: Case Management Meeting to discuss the next steps in the integration process, including the creation of a single bargaining unit.

October 4: Arbitration Hearing in Toronto (YYZ).

In solidarity,

Your CUPE 4070 Executive
CUPE 4070 President - Alia Hussain
CUPE 4070 Vice-President - Tyson Conrod
CUPE 4070 Secretary-Treasurer - Alex Grigoriev
CUPE 4070 Recording Secretary - Calvin Gautschi
WestJet YVR/ YEG Base VP - Chris Brewer
WestJet YYC Base VP - Brandy Whitby
WestJet YWG Base VP - Tyson Conrod
WestJet YYZ Base VP - Bryan Hansraj
WestJet Encore YYC Base VP - Heather Crippen

Chris Amaddeo 2024-09-17 Chris Amaddeo 2024-09-17

Merger Update #5 - Moving to Arbitration

Dear Members,

During the week of September 9th to 13th, the Executive Board attended mediation with Federal Arbitrator William Kaplan, with the intent of coming to a settlement with CUPE Local 4055, representing Sunwing Cabin Crew, on the matter of an Integrated Seniority List (ISL).

We were unable to reach a mediated settlement due to fundamental differences in the principles surrounding seniority between the two Unions, which presented significant challenges throughout the process.

CUPE National, WestJet, CUPE Local 4055 and CUPE Local 4070 have all agreed to move forward with arbitration. The parties will schedule arbitration hearings with Arbitrator Kaplan and he will make a binding decision on the integrated seniority of both Locals. When we have information on arbitration dates, we will update the membership.

If you have any questions, please don’t hesitate to contact your Base Vice-President. Please be advised that a significant portion of the mediation proceedings is confidential, and the Board is limited in the information it can share.

In solidarity,

WestJet YVR/YEG Base VP - Chris Brewer
WestJet YYC Base VP - Brandy Whitby
WestJet YWG Base VP - Tyson Conrod
WestJet YYZ Base VP - Bryan Hansraj
WestJet Encore YYC Base VP - Heather Crippen

Chris Amaddeo 2024-09-17 Chris Amaddeo 2024-09-17

Weekly Bulletin - Turbulence

Dear Members,

Turbulence is an ever-present hazard in our workplace, and remains the leading cause of injuries for Flight Attendants. Despite our best efforts to prepare through pre-flight briefings and ride reports, turbulence can be unexpected.

The following are statistics from the company:

2023 Totals: 553 injuries (levels 1 and 2), with 63 related to turbulence.
- Of these, 19 resulted in TDI (Total Disabling Injury).
2024 to Date: 492 injuries (levels 1 and 2), with 48 related to turbulence.
- Of these, 18 resulted in TDI.
2023 Same Period: 358 injuries (levels 1 and 2), with 42 related to turbulence.
- Of these, 12 resulted in TDI.

From the chart below, this year is trending to have an increased number of turbulence related injuries in comparison to last year. It is more important than ever to take precautions and heighten your situational awareness to help avoid turbulence related injuries.

Stay Safe

To ensure your safety, please adhere to the following practices:

Always Wear Your Seatbelt: Whenever you are seated, whether in a passenger seat or jump seat, keep your seatbelt fastened to protect yourself from unexpected turbulence.

Follow Safety Protocols: Pay close attention to safety briefings and follow all suggestions. Ask questions to clarify when turbulence is expected and plan your service accordingly.

Stay Informed: Ask for updated ride reports throughout your flight, and especially prior to second service.

Your safety is our top priority. By staying vigilant and following these guidelines, we can reduce the risk of injuries caused by turbulence.

If you are injured in Turbulence, or any workplace incident, please remember to report it, no matter the injury. You can do this thru an IHR on your CCD, as well as CUPE Occupational Health and Safety Committee HERE.

Stay safe and fly smart!

Your CUPE 4070 Communications Committee

Save the Dates:

All events can be found "Events" on CUPE4070 website

General Membership Meeting (GMM)

Nov 13th, 2024 - 1100PT/1200MT/1400ET
Sign up at this link
Open to Members in Good Standing and/or to those who have completed the application process.

Elections
Elections will be held in November. More information will be available closer to the date.

Chris Amaddeo 2024-09-11 Chris Amaddeo 2024-09-11

Merger Update #4 - CIRB Hearing

Dear Members,

On September 6th, the CIRB held a case management hearing regarding the application submitted earlier this year (see below for links to all comms sent so far on this matter). As part of our ongoing commitment to keeping the membership informed, we are providing the following update to ensure all members are up to date on these important developments.

The Industrial Relations Board has issued the following Orders:

The bargaining unit structure for cabin crew members/flight attendants at Sunwing and WestJet is no longer appropriate and needs to be reviewed.
One consolidated bargaining unit of all cabin crew members/flight attendants is appropriate for collective bargaining.
CUPE will remain the certified bargaining agent of the new consolidated bargaining unit.
The integration of the seniority lists of all cabin crew members/flight attendants at WestJet and Sunwing shall be determined by a sole arbitrator, William Kaplan, with specific parameters:
- The parties to the arbitration are CUPE, CUPE Local 4055, CUPE Local 4070, and WestJet/Sunwing.
- The arbitrator's jurisdiction is limited to determining a fair and equitable integrated seniority list for the employees currently in the bargaining units at WestJet and Sunwing.
- The arbitration process will be conducted as per the agreement of the parties.
- The arbitrator shall have all the powers that the Board would have in merging seniority lists.
- The arbitrator's award will be final and binding.
The integrated seniority list shall be produced to WestJet no later than November 15, 2024, unless agreed otherwise.
Any other outstanding issues related to the consolidation and integration of the bargaining units shall be addressed between the parties, with the assistance of the Board's officers as required.
The Board will hear and address any unresolved issues relating to the functional integration of bargaining units on December 18, 2024.

See judgement order here.

So, what does this mean for Local 4070? Basically, the CIRB has ordered the consolidation of the bargaining units for cabin crew members/flight attendants at WestJet and Sunwing, with CUPE remaining the certified bargaining agent, and has provided a framework for the integration of the seniority lists through a binding arbitration process along with deadlines.

NEXT STEPS

Establishing the Integrated Seniority List (ISL)
CUPE Local 4070 Executive Board and its Legal Counsel are currently attending mediation in Toronto to resolve the issue of seniority from Sept 9-14. Currently parties remain apart on the matter over what we each believe to be a fair and equitable solution to a new seniority list - we believe our proposal is the most reasonable approach to establishing the ISL. Should an agreement not be reached this week, the matter will then be before the arbitrator, and they will make a final binding decision on behalf of both Locals. The new list will be presented to WestJet before Nov 15, 2024.

Briefing: Outstanding Issues
As we continue to navigate the complexities of this merger, there are several prominent issues that remain unresolved. In previous updates, the Executive Board has shared many of these areas, and we would like to build on that by highlighting additional key areas that members should be aware of:

Successor Bargaining Unit
One of the critical decisions to be made is which bargaining unit will survive post-merger. CUPE National has the sole authority to determine the surviving bargaining unit, and it’s crucial for our membership to understand that this decision is entirely within their purview. While it may or may not be CUPE Local 4070, we have been clear in our position that Local 4070 should represent all flight attendants employed within the WestJet Group of Companies.
Collective Agreements
Another prominent issue is which collective agreement will apply after the merger. Both Local 4070 and Local 4055 have existing agreements—the Local 4070 agreement expires in December 2025, while Local 4055’s agreement expires in May 2026. The jurisdiction of the Board will be central in determining how these agreements are reconciled. Once we receive further information on the process for this reconciliation we will share more information.
Encore and FLOW
The Sunwing acquisition has created concerns about overstaffing within WestJet, given the current cabin crew-to-aircraft ratio at WG. Local 4070’s position remains firm: the FLOW rights of Encore employees must be respected. It is essential that protections are in place to ensure career progression from Encore to mainline WestJet is preserved and that Encore employees are not left without opportunities for advancement. While the decision on Sep 6 has closed one door on the Encore matter, the Local will continue to advocate for our Encore members.
Additional Integration Issues
We remain hopeful that CUPE National will fulfill its role as an unbiased and neutral participant as the matter between the two Locals progresses toward completion. While we have seen challenges to this neutrality in the past, we trust that moving forward, CUPE National will support a fair process for all parties involved.

There are still several outstanding issues related to Merger and we will continue to address and communicate these as they arise. We remain committed to keeping our members informed and advocating for the best outcomes for everyone.

Please see below for a list of relevant communications and documentation to-date:

CIRB Learning Series:

Legal Documents:

Filed Sale Application

In solidarity,

WestJet YVR/ YEG Base VP - Chris Brewer
WestJet YYC Base VP - Lisa Blayney - Interim
WestJet YWG Base VP - Tyson Conrod
WestJet YYZ Base VP - Bryan Hansraj
WestJet Encore YYC Base VP - Heather Crippen