Dear Members,

Your Bargaining Committee met with the Employer for Round 11 of Collective Bargaining in Calgary from November 4 to 7.

As we mentioned in our previous Bargaining Update, the Union had presented the Company with a ‘package deal’ related to the Scheduling Article, hoping to come to a place of mutual agreement. The Company was not prepared to accept our proposal.

The CUPE National Airline Scheduling subject matter expert (SME) will be away from the bargaining table for an upcoming period, as such, the Union and the Company have agreed to park the Scheduling Article for the time being.

Much of the Article has been agreed to, however, on a number of clauses we remain significantly apart. Rest assured, when this Article does resurface, your Bargaining Committee, along with our CUPE Scheduling SME will pursue the collective interests of our workgroup as vigorously as we have thus far.

The Federal Government is set to enact Airline Passenger Protection Regulations (APPR), by December 15, 2019. The Company's position is that the APPR may cost the Company millions of dollars in IROP expenses if the Union doesn’t acquiesce to certain demands for extreme scheduling flexibility rights for the Company.

“Free reign over our Members’ rights as workers and human beings is unacceptable.”

— JAMIE LOISELLE, VICE PRESIDENT

The Union is prepared to be partners in running a successful business with our Employer, however, we will never agree to a scheduling strategy that is dependant on the systematic abuse of our Membership.

So far, the Company's demands related to the Scheduling Article have been ruthless, making it clear that they view our Members not as trusted partners in business, but as people to exploit for corporate gain and use as a degree of insurance against any APPR situation. This is nearly the sole reason we were unable to reach a Tentative Agreement on this Article at this time.

You have our word; we will not stand down or accept unreasonable language or conditions in our Collective Agreement. It is a NO, plain and simple, and we will not change our stance in the New Year or ever.

Following the Scheduling Article, both sides presented their Article on Training. This Article spells out details of everything related to training: the way such days contribute to your monthly block, e-learning scheduling and credit, when and how you can trade/change your training etc. During the week, both sides exchanged counter-proposals. Reasonable progress was made.

With a small number of clauses of the Article outstanding, the decision was made by the Union to park this Article, as the final details to be agreed to are contingent on what is agreed to in the Scheduling Article, which had just been parked. Once Scheduling is agreed to, both sides will revisit the Training Article and resume negotiations with the details needed to provide the complete context.

Next, the Union and Company exchanged proposals on the Article which deals with Discrimination.

This Article sets forth an agreement between both the Union and the Company that any discrimination and harassment against a Member of the Bargaining Unit on a multitude of grounds will not be tolerated.

The exchange of one counter-proposal by the Union was accepted by the Company, and the Discrimination Article has now been signed in Tentative Agreement (TA).

The atmosphere at the bargaining table was mixed this week. On many occasions, it appeared that the Company's representatives simply dismissed the concerns that we brought forward on your behalf, as petty or insignificant.

You certified this Union with a strong mandate to fight hard for your rights as workers, and we continue to do so at the bargaining table in good faith.

We will not accept proposals which devalue the contribution that each and every one of us makes, every time we put on our uniform.

WE are the largest workgroup at this Airline.
WE make or break the operation.
Guest loyalty depends on US!
Make no mistake about it.

Your Union is here to fight hard at the bargaining table for the dignity, respect and industry appropriate work rules that we deserve as leading aviation professionals.

“Please be proud of the work that you do, and be proud that together, we will stand up and protect your interests, especially when we are asked to do more with less.”

— CHRIS RAUENBUSCH, PRESIDENT

“There is a reason this Airline is successful – and it is YOU!”

— ALEXIS ALLAIN, BARGAINING COMMITTEE/MOBILIZATION LIAISON CUPE LOCAL 4070

As we get closer to dealing with Articles related to compensation, please know that we are there to defend your best interests. Scheduling and Compensation are two key areas where our Company is lagging the industry. You know it, we know it, and they know it. We will not settle for the status quo, or anything resembling it.

As your Bargaining Committee, we realize that this update is different in tone and detail than what you are likely used to. We felt it was necessary given our experience at the table recently. We commit to keeping you informed as the situation unfolds. This is the current reality we are facing.

Round 12 of Collective Bargaining is scheduled for December 9 to 12 in Calgary.

If you have any questions about the Collective Bargaining process, please engage your Mobilizing Team at: weare4070@gmail.com

In Solidarity,
Your CUPE 4070 WestJet Bargaining Committee

FAQ/RUMOUR BUSTING

Everything discussed at the bargaining table is strictly confidential. Please consider any information that you hear outside of our updates a rumour. We ask that you please refrain from spreading rumours about bargaining. If you do hear a rumour and would like to know if it is legitimate, please reach out to your Mobilizing Team at weare4070@gmail.com.  

Q: Is there a ‘grooming strike’ planned in the near future?

A: No. A ‘grooming strike’ would be considered job action. What is and isn’t considered part of the job can party be formed by what is in contracts and writing, but the status quo also forms a part of the frozen practice. In legal terms, and established practice that has always been adhered to doesn’t actually need to be in writing anywhere in order for it to be enforced. The simple act of stopping something we have always done up until now without being in a legal strike position would be classified as ‘illegal job action’, and would seriously undermine any efforts in Collective Bargaining.
 
Q: We are frequently asked: when will this be over? How many rounds of bargaining are there?
 
A: The answer is it’s over when we have completed Tentative Agreements on all Articles that each side agrees to included in the Collective Agreement (CA). There is no limit to the number of rounds that can take place. It is important to remember: We are making history, building the first-ever legally binding Collective Agreement for the Cabin Crew Members of WestJet. Every word, and every clause, in this CA is being put together from scratch. Once completed, this process will never occur again while unionized with CUPE. Every time a CA expires in the future, the negotiations are based on changes to the previous CA that either side would like to see, and negotiations are held on that alone.

Your Union understands that this process feels long and extended for you, our Membership. Your Union is focused on every detail. Building a new CA is extremely complex, and one Article may indirectly influence or be impacted by or upon many other Articles.

Making sure we get this right is the priority.

Currently, we have agreed with the Company on dates into the first week of April 2020 for bargaining. We are now also pursuing dates a few months beyond into June 2020 with the hope that such a timeframe will bring us to/near the conclusion of Collective Bargaining. As we progress into the new year, we will provide further guidance on the anticipated timeline.