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 2024-10-01 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.

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.

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 2024-09-17 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 2024-09-04 Chris Amaddeo 2024-09-04

CN Rail Lockout, Government Intervention and CIRB Decision: Why This Matters to You

Dear Members,

On August 22, 2024 Canadian National Railway (CN Rail) initiated a lockout against its workers, represented by Teamsters Canada. This action followed stalled negotiations over wages, working conditions, and job security.

On Augst 23, 2024 - only 17 hours after this began, the Government intervened ordering binding arbitration to end the labour dispute that threatened severe disruptions to both the US and Canadian economies. Here is why this matters:

Undermines Workers' Rights: The lockout reduces the workers' leverage and ability to strike, which is a critical tool in bargaining.
Shifts Power Balance: CN Rail’s preemptive lockout pressures workers to accept less favourable terms.
Financial Hardship: The lockout forces workers to lose income, pushing them towards premature settlements.
Broader Implications: This action challenges fair labour practices and underscores the need to protect our rights.

CIRB Decision and Government Intervention

On August 24, 2024, the CIRB allowed the federal government to impose binding arbitration and end the CN Rail lockout. This intervention was made under the Canada Labour Code, reflecting the government’s prioritization of national interests over ongoing work stoppages.

Paul Boucher, President of Teamsters Canada Rail Conference, criticized the decision, stating: “This decision by the CIRB sets a dangerous precedent. It signals to Corporate Canada that large companies need only stop their operations for a few hours, inflict short-term economic pain, and the federal government will step in to break a union.”

CUPE National President Mark Hancock wrote a letter to the Minister of Labour, Steve MacKinnon expressing his concerns with the government’s intervention in this legal process. You can read the full letter by clicking this link.

Why This Matters to Us

Limiting Strike Rights: Government intervention limits the union's primary bargaining tool—the right to strike. While it resolves immediate disruptions, it sets a concerning precedent for future disputes.
Binding Arbitration: With the unresolved issues now in binding arbitration, a neutral third party will decide the terms of the new contract, removing further negotiations from the workers and the union.
Impact on Our Union: These events highlight the challenges we face in protecting our rights and the potential for our bargaining power to be compromised.

Looking Ahead

As a group, it is crucial that we stay informed and understand these developments. The CN Rail situation and the government’s intervention are clear reminders of the need for vigilance in protecting our bargaining rights.

In aviation news, ALPA - representing Air Canada Pilots are able to strike as early as September 18th. We will monitor these events closely.

Thank you for your attention to these critical issues. Our unity and awareness are our collective strength.

In solidarity,

Your CUPE 4070 Executive Team

CUPE 4070 President - Alia Hussain
CUPE 4070 Vice-President - Bryan Hansraj - Interim
CUPE 4070 Secretary-Treasurer - Alex Grigoriev
CUPE 4070 Recording Secretary - Calvin Gautschi

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

Chris Amaddeo 2024-09-02 Chris Amaddeo 2024-09-02

National Recovery Month - September

Dear Members,

September is National Recovery Month, a time dedicated to increasing awareness and understanding of mental health and addiction recovery. As flight attendants, we face unique challenges that can impact our mental well-being. Long hours, irregular schedules, and the constant pressure to provide exceptional service can take a toll. It's essential to prioritize self-care and recognize the importance of seeking support when needed.

Understanding Recovery

Recovery is a journey, not a destination. It's about regaining control of your life, building resilience, and finding hope. Whether you're personally struggling or supporting a loved one, it's important to understand that recovery is possible.

Your Well-Being Matters

WestJet is committed to supporting the well-being of its employees. If you're facing challenges related to mental health or substance use, remember you're not alone.

Employee and Family Assistance Program

WestJet's Employee and Family Assistance Program (EFAP) offers confidential counseling and resources to help you and your family navigate difficult times. Their partnership with Inkblot provides five free hours of access to mental health professionals. Learn more at the button below.

Employee and Family Assistance Program

Alcohol and Drug Program

WestJet's Alcohol and Drug Program offers confidential support and resources for employees facing substance abuse challenges. This program includes assessment, treatment planning, and aftercare support. WestJet is committed to helping employees on their path to recovery. If you are struggling with substances and would like to understand the resources available, please don’t hesitate to reach out for a confidential conversation with WestJet’s Alcohol and Drug Program Manager Mike Middlebrook at mike.middlebrook@westjet.com or (403) 585-4267. Learn more at the button below.

Alcohol & Drug Program

Self-Care Tips

Prioritize sleep: Aim for consistent sleep patterns to support overall well-being.
Manage stress: Incorporate relaxation techniques like meditation or deep breathing into your routine.
Build connections: Spend quality time with loved ones and nurture your support system.
Set boundaries: Learn to say no and prioritize your needs.
Seek professional help: Don't hesitate to reach out to a mental health professional if you're struggling.

Breaking the Stigma

Let's work together to break the stigma surrounding mental health and addiction. By fostering a culture of open communication and support, we can create a healthier and happier workplace for everyone.

Personal Story

[this true story of a colleague's personal journey can hit close to home for some, please read at your discretion]

“My Journey to Recovery: From Turbulence to Triumph

As a flight attendant, my life revolved around high altitudes, fast-paced schedules, fancy layovers, and the constant demand to be alert and professional. But beneath the surface, I was struggling with something far more challenging than jet lag—alcoholism. In our industry, drinking is a huge part of the culture. After long flights and time away from home, it’s common to unwind with a few drinks. However, for me, what started as a way to relax and have fun spiraled into a dependency that began to consume my life.

The effects were undeniable. I missed countless days of work, unable to drag myself out of bed after another night of heavy drinking. On days I did show up, I was far from my best—my performance suffered, and I put myself and others in uncomfortable situations. The job I once loved became a source of dread, and I found myself increasingly isolated, both from my colleagues and the life I once enjoyed.

Flight attendants face significant challenges with alcohol and substance abuse. Studies show that around 10-15% of flight attendants struggle with alcoholism, a statistic that reflects the high-stress environment and cultural pressures within the industry. It was difficult to admit I had a problem when so many around me were doing the same thing. The stigma surrounding alcoholism made it even harder to seek help.

My attendance issues didn’t go unnoticed. My DPM grew increasingly frustrated with my unreliability. When I was finally confronted about my behavior, I feared it might be the end of my career. But instead of closing the door on me, WestJet offered support. They provided access to an excellent recovery program designed to set us up for success—but only if we were willing to put in the work.

I chose to take that support. Treatment became my refuge, a place where I could confront my addiction and begin the long road to recovery, with the full backing of work, family, friends and my 12-step group!

Today, I’m proud to say I’m sober. But the journey doesn’t end here—it’s an ongoing process, one that requires daily commitment and the support of a strong community. National Recovery Month holds special significance for me now. Observed every September, National Recovery Month is a time to celebrate the gains made by those in recovery, recognize the efforts of treatment providers, and increase awareness about the need for continued support and resources for those struggling with substance use disorders. It’s an opportunity to reflect on how far I’ve come and to reach out to others who may be struggling.

Recovery is possible, especially when you have a strong support system behind you. WestJet played a crucial role in my recovery, and I’m grateful every day for the second chance they’ve given me. While the stigma around alcoholism is still very real, today, getting sober and seeking recovery is celebrated more than ever. I was asked to share my story, and I do so with the hope that it might help someone else. If you’re struggling, know that you’re not alone. There’s help out there, and you deserve the chance to reclaim your life, just as I did. Recovery isn’t just about staying sober—it’s about finding a path to a healthier, more fulfilling life. And that’s something worth celebrating, this month and every day. ”

— Bryce N

Resources and Support

If you are in need of support, consider reaching out to external resources below or local mental health organizations.

Inkblot Employee and Family Assistance Program (EFAP)
- Crisis 24/7 support line 1-855-933-0103
Government of Canada
- Crisis Services Canada 1-833-456-4566
Canadian Centre on Substance Use and Addiction (CCSA)
Al-Anon Family Groups
Families for Addiction Recovery
Crisis Hotlines — CUPE 4070
Flight Attendant Drug and Alcohol Program (FADAP)

Remember: You are not alone. Help is available, and recovery is possible. If you or someone you know is struggling, please reach out for help.

CUPE Local 4070

Chris Amaddeo 2024-09-01 Chris Amaddeo 2024-09-01

CUPE 4070 Newsletter - September 2024

Do you have a question or a Company meeting that you require Union representation for? Click here to contact your CUPE Base Vice President

September's Content:

VP Personal Update
Scheduling Review Committee Update
Deadheading and Seating
Office Closure Update
Show your Kindness
WR USA Perdiem
737 Europe Check-In Times
Sick Means Sick
Calgary IT Bar
Long Layover Hotel Location
Rainmaker Reminder
WestJet Crew Socials
Unpaid Work Won't Fly Tags
Rainmaker Sick Day Discrepancy
Friends and Family Traveling on your Passes
Save the Dates
Communications Committee Corner
Galley Gossip

VP Personal Update:

Dear 4070 Members,

By the time of this newsletter, I should be transitioning back into my elected role as Vice-President.

As some of you may be aware, in early Spring I started to experience vision loss. By the beginning of summer I was legally blind and needed to take medical leave. Luckily, I was able to receive surgery on both of my eyes to reverse the vision loss.

Although my surgeon is unsure of the exact cause of my diagnosis, I have to impress upon you the importance of eye health. My situation was scary and extremely restrictive and I was very lucky that there was a solution. Please use eye protection whenever necessary (including sunglasses!) Please report any eye injuries or hazards while on duty! Please see an eye-care professional at least once a year, or any time you notice changes to your vision!

Thank you to Bryan for stepping into the role while I was on leave, and to Chris Amaddeo for filling the YYZ Base VP role. And thank you to those who sent well-wishes and kind messages.

In solidarity,

Tyson Conrod

Deadheading and Seating:

When deadheading, you cannot be forced to take the jumpseat as you have the right to a passenger seat. Please be considerate of commuters who may rely on available jumpseats to get to or from work on sold out flights.

Office Closure Update:

Please be advised that the CUPE 4070 offices in YVR and YYZ are in the process of being closed. The YYC office will remain operational. This change will not impact any member services. We will provide further updates as needed.

Show Your Kindness:

In each crew room, there is a spot to put un-used hotel amenities. These are then given to places such as shelters so they can use them. If during your hotel stay, you have unused amenities, such as shampoo, soaps, toothbrushes, combs etc., please bring them to a crew room. This is a great way to show kindness to those who may be in need.

WR USA Per Diem:

We have submitted a request to the company for per diem payments on routes that cross the border into the United States to be increased. Unfortunately, this request has been denied and will need to be addressed during future negotiations.

737 Europe Check-In Times:

The company has approached the union with concerns regarding crew showing up late to the gate when operating 737 flights from Europe to Canada. Although groomers and catering take longer to clean and prepare the aircraft in these destinations, we must adhere to the 60 minutes prior to departure check in time. The CSAs in Europe will note the time in the Turn Tool the full crew has arrived at the gate. The company has advised that if late gate arrivals continue to occur, they will be forced to push the hotel departure time to earlier, which will lead to shorter layovers.

Sick Means Sick:

As the summer continues, it's important to remain vigilant about your health. Given our frequent interaction with the public, practicing good hygiene is essential. Wash your hands regularly and use hand sanitizer when available.

If you're feeling unwell, please prioritize your health and book off sick. Your colleagues will appreciate your decision, and it will help prevent the spread of illness within our team.

Calgary IT Bar:

Need assistance with your CCD or have other IT concerns? The IT bar in YYC has been moved from the B gates to the Crew Room due to the damage in the terminal. Their hours are 0600-1800, 7 days a week. The team is currently in the process of moving back to their location in A gates by the food court and the company will send an update when this change has been made.

Long Layover Hotel Location:

If you have a layover that was scheduled to exceed 18 hours and were not placed downtown, please contact your Base VP. As per WS/WR CA 37-6, any layovers exceeding 18 hours that are within a normal 30 minute drive of the airport must be at the downtown hotel. Note – this requirement does not apply in IROP situations that extend your layover over the 18 hour mark, and may not always be possible for reserve callouts, but you’re welcome to check with CS if a downtown hotel was not provided and they can assist.

Rainmaker Reminder:

It’s always a good idea to double-check Rainmaker to ensure that your hours are paid correctly every month. If you aren’t sure how Rainmaker works, please visit the information page on Westnet, or contact your DPM.

WestJet Crew Socials:

The September socials will take place:

YYZ on Tuesday, September 10th
6:30 – 9:30 p.m. at CRAFT Beer Market (1 Adelaide St E, Toronto ON)
You must register here to attend before September 3.
YVR on Wednesday, September 18th
6:30 – 9:30 p.m. at BREWHALL (97 2nd Ave E, Vancouver BC)
You must register here to attend before September 11.

YYC, YWG and YEG socials will be held in October. Stay tuned for more information!

We look forward to seeing you there!

Unpaid Work Won’t Fly Tags:

The initial supply provided by the CUPE Airlines Division has been depleted. While your union doesn't currently have tags available for purchase, we encourage you to visit Swag - Unpaid Work Won't Fly to purchase.

Due to budgetary constraints, offering luggage tags directly through our union is not currently feasible. Tags are typically ordered in bulk quantities of 5,000, with a cost of approximately $4 per tag. A significant investment would be required to maintain stock, and such an expenditure requires member approval.

Are you interested in seeing "Unpaid Work Won't Fly" tags available again? We encourage your participation in the upcoming General Membership Meeting on November 13th. This is a great opportunity to voice your support for this initiative.

We appreciate your understanding and continued commitment to combating unpaid work.

Rainmaker Sick Day Discrepancy:

A recent system update in Rainmaker on July 8th caused an unintended disruption to our sick bank. The Company has identified that the system is now incorrectly deducting sick days for layovers. Please note that this issue does not affect your pay. The Company is conducting a thorough audit of all sick days to ensure that any errors are corrected.

After the August 15th payroll was processed, the Crew Pay team reviewed each crew member's sick bank to verify that no days were deducted in error. Remember, sick days are only deducted for each duty period that you call in sick. The Company is actively working with Rainmaker to resolve this issue and will provide updates on the timeline for a solution. If you continue to see discrepancies after the amounts are manually audited each month, please reach out to Crew Pay.

Friends and Family Traveling on your Passes:

When sharing your WestJet travel privileges with friends and family, please remind them of the importance of adhering to our conduct and dress code expectations. Remember, these privileges are a benefit, and inappropriate behavior can result in the loss of access for the WestJetter who shared them.

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 September schedules, we received 72 Day off Disputes and 37 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.

REMINDER 2025 Vacation Bidding is here!

2025 Vacation Bidding begins September 1st, 2024. Language for Vacation can be found in the Collective Agreement, Article 46. Click HERE to review.

To improve clarity on Vacation Bidding, the SRC will be issuing it's own communication.

Please remember to use this alongside the information available from the company, which you can find in your company email and on SharePoint.

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.

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.

Communications Committee Corner:

The Communications Committee will now be recognizing some days through our newsletter instead of through social media. We will be using our social media platforms to share more timely and educational information. Please take a moment to follow our social media platforms here:

Recognition Days

September 10, 2025: World Suicide Prevention Day
- Together, we can make a difference. Let's promote awareness, reduce stigma, and support those in need. Remember, you're not alone. #WorldSuicidePreventionDay
September 18, 2025: International Equal Pay Day
- It's time for change. Let's break down the barriers that perpetuate the wage gap and ensure everyone is paid fairly. #EqualPayDay

Share your story:

If you would like to share a short story/pictures for an upcoming recognition day; please email the Communications Team. We will do our best to include as many submissions as possible, we apologize if we do not have enough room on the Newsletter to share all of them.

Upcoming Days/Months:

October 10 World Mental Health Day
November 11 Remembrance Day
November 24 - 30 National Addiction and Awareness Week

Galley Gossip:

Previous months submissions: Galley Gossip Wall

CUPE 4070 can answer Union related inquiries only. For Company related inquiries, please reach out to your Leader or submit a Company E-Report.

Have a Galley Gossip question? Please submit here.

Q: Always hearing that integrated Swoopsters seniority is directly tied to Sunwings seniority decision. Is this true? When can we expect a decision for Swoopsters?

A: The integration of Swoop seniority is a complex process that's currently underway. While Swoop seniority may or may not be directly tied to the Sunwing seniority decision, both matters are being considered as part of the overall merging process.

We are actively working on resolving the Swoop integration seniority matter. We understand the importance of this issue and are committed to providing updates as soon as possible. Please stay tuned for further information from the union.

Q: Rumour has it that Swoop integration seniority has already been decided in their favour, giving them original DOH. However, the announcement/implementation of this decision is being withheld to give CUPE 4070 an edge at the bargaining table with CUPE 4055. Any truth to this?

A: As of now, no decisions have been made regarding Swoop integration seniority. We are still in the midst of this process.

Please refer to the merger emails, which will be released periodically as information becomes available. We encourage you to stay updated on the situation through these official communications.

Q: How can the company initiate absenteeism discipline proceedings for CCMs having less than 40 hours in a month if they voluntarily drop shifts on Flica? Our agreement does not have a set number listed, only that CCMs will not drop “excessive hours.” I explicitly remember during the agreement road show videos, when explaining this clause Chris and Jamie said that without a concrete number the company cannot enforce this as it is up for debate what constitutes “excessive.” Do we have protection by the union if we are to drop below 40 hours? How can the company suddenly come up with the random number of 40 hours and this be acceptable when Cupe4070 was not consulted?

A: Currently, the WestJet Inflight Attendance Management Program under ""Excessive Absenteeism"" states that dropping below 40 hours is considered excessive absence. You can review this on your CCD WS Cabin Crew - Manuals > Other Company Manuals and Policies.

The union's position is that this is a violation of the bargained language in the CA 34-20.01 which states: "A Cabin Personnel shall not be permitted to use Shift Trades to be absent from work for an excessive period(s) of time." but does not specifically state 40 hours. The union has already filed a policy grievance in this respect. Once an outcome has been determined - whether it be at its current step, or at arbitration, it will be communicated to the membership.

Although we suggest remaining above 40 hours (for full-time CCM) as dropping below 40 on a 6-month average basis may impact your access to health benefits, please feel free to drop as needed if you have a specific reason to. Your DPM was providing you with a warning as per the program, but if you explain to your DPM the reason as to why you need to drop, they may be willing to work with you on that - especially if it is for temporary purposes like a move.

In solidarity,

Your Local 4070 Executives:

President, Alia Hussain
Interim Vice President, Bryan Hansraj
Recording Secretary, Calvin Gautschi
Secretary-Treasurer, Alex Grigoriev

WestJet Encore YYC Base VP, Heather Crippen
WestJet Encore YYZ Base VP, Marcus Johnstone-McKinney

WestJet YEG/YVR Base VP, Chris Brewer
WestJet Interim YYC Base VP, Lisa Blayney
WestJet Interim YWG Base VP, Bryan Hansraj
WestJet Interim YYZ Base VP, Chris Amaddeo

Chris Amaddeo 2024-08-27 Chris Amaddeo 2024-08-27

Pay Equity Committee - Update

Dear Members,

This email is to provide you with an update on recent developments regarding the Pay Equity Committee. Back in June, we were fully prepared to begin our work on Pay Equity-click here to review the communication. However, the Company required that all groups participating sign a Non-Disclosure Agreement (NDA) before proceeding.

Upon reviewing both the NDA and the Pay Equity Act, the Unionized groups—representing eight employee groups within the WestJet group—unanimously decided not to sign the agreement. There were two key issues: first, the NDA was not required under the Pay Equity Act, and second, the terms of the NDA were considered excessive.

In response, we proposed adjustments to the NDA to ensure it aligned with the Act. Unfortunately, the Company chose to ignore our proposal and continued to insist that we sign the original NDA.

As a result, we filed a complaint with the Pay Equity Commissioner's office. We have since been informed by the Commissioner's office that the committee, currently consisting only of non-unionized/employee representation groups, must cease their work until further notice. This will be communicated by the company later today.

We have a meeting scheduled with the Commissionaire for early September to work towards a resolution, and we will keep you updated as the situation progresses.

If you would like to learn more about the importance of Pay Equity, please see linked resources below:

FAQ Local 4070 Pay Equity

Government of Canada/Human Rights Commission : What is Pay Equity

Your CUPE 4070 Executive Team
CUPE 4070 President - Alia Hussain
CUPE 4070 Vice-President - Bryan Hansraj - Interim
CUPE 4070 Secretary-Treasurer - Alex Grigoriev
CUPE 4070 Recording Secretary - Calvin GautschiWestJet YVR/ YEG Base VP - Chris Brewer
WestJet YYC Base VP - Lisa Blayney - Interim
WestJet YWG Base VP - Bryan Hansraj - Interim
WestJet YYZ Base VP - Chris Amaddeo - InterimWestJet Encore YYC Base VP - Heather Crippen
WestJet Encore YYZ Base VP - Marcus Johnston-McKinney

Chris Amaddeo 2024-08-26 Chris Amaddeo 2024-08-26

Cart Reconfiguration

Dear Members,

As you are aware, a new cart setup has been implemented to enhance our efficiency and workspace organization, we are reaching out to gather your feedback. Your input is crucial to address concerns swiftly and effectively.

If you encounter any safety issues or have concerns or feedback about the new cart setup complete an e-report via the proper e-report category. Take clear photographs of the safety concern and make detailed notes describing the issue. Include information such as the nature of the hazard, action taken to mitigate and any other relevant details.
Please ensure you send a copy of your IHR to the Occupational Health and Safety committee at safety@cupe4070.ca, not doing so reduces the ability for the union to advocate on your behalf.

We have also included a link to the information on the new cart configuration found on SharePoint HERE.

Remember, safety is our collective responsibility. Please report any issues promptly so we can address them quickly and ensure that everyone continues to work in a safe and efficient environment.

Your CUPE 4070 Health and Safety Committee
ws.ohs@cupe4070.ca

Chris Amaddeo 2024-08-16 Chris Amaddeo 2024-08-16

Staying Safe in Excessive Cabin Temperatures

Dear Members,

This summer, keeping comfortable on the job is especially important! As the temperature fluctuates, so can the temperature inside our aircraft cabins. This newsletter from your OHS Committee outlines your rights, provides tips for staying safe in both hot and cold cabins, and highlights important regulations.

Safe Cabin Temperatures and Taking Action
According to Part 7 of the Aviation Occupational Safety and Health Regulations, cabin temperature should be maintained between 18°C (64°F) and 29°C (84°F) whenever passengers are on board. If the temperature falls outside this range, don't hesitate to take action. Notify the Captain immediately. They can then contact ground staff to address the issue. You can also request to delay or stop boarding if the cabin feels too hot or cold for safe working conditions.

Your Right to Refuse Unsafe Work and Staying Safe
As a Canadian worker, you have the right to refuse dangerous work, including excessive cabin temperatures that could pose a health risk. When working in hot environments, remember to drink plenty of water (about every 20 minutes) to stay hydrated. Consider removing your blazer if necessary to stay cool. Conversely, in cold temperatures, dress warmly in layers.

Additionally, we recommend submitting an Incident Hazard Report (IHR) anytime the temperature feels unsafe or unmanageable, regardless of hot or cold. This helps document the issue and ensures proper follow-up.

Additional Information
It's important to be aware that during hot weather, cabin temperature can increase at a rate of approximately 0.5°C (1°F) per minute with a full passenger load. When the outdoor temperature is above 14°C (57°F), cabin ventilation or cooling is required to keep the cabin at a reasonable temperature.

Know Your Rights
We encourage you to learn more about your right to refuse unsafe work. Here are some helpful resources:

Refusing Unsafe Work - CUPE: https://cupe.ca/refusing-unsafe-work-its-your-right
Canada Labour Code Part II - Right to Refuse: https://www.canada.ca/en/employment-social-development/services/health-safety/reports/right-refuse.html

Stay Safe This Summer!
By working together, understanding our rights, and following safety regulations, we can ensure a safe and healthy work environment for everyone, regardless of the season.

Thank you,

Your CUPE 4070 Health and Safety Committee
ws.ohs@cupe4070.ca
wr.ohs@cupe4070.ca

Chris Amaddeo 2024-08-15 Chris Amaddeo 2024-08-15

Right to Refuse Dangerous Work

The Local's Occupational Health and Safety committee would like to remind all CCMs of their workers' rights and share some knowledge about the process and steps that take place once the right to refuse dangerous work is invoked.

There are three basic health and safety rights achieved by the labour movement,

Right to refuse unsafe work
Right to know about the hazards in your workplace
Right to participate in workplace health and safety decisions.

Any employee subject to Part II of the Code has the right to refuse dangerous work as long as they have reasonable cause to believe that it presents a danger.

The Canada Labour Code (CLC) defines danger as, "Any hazard, condition or activity that could reasonably be expected to be an imminent or serious threat to the life or health of a person exposed to it before the hazard or condition can be corrected or the activity altered."

The CLC states that an employee may refuse in the following circumstances:

To use or operate a machine that constitutes a danger to the employee or to another employee
To work in a place
To perform an activity that constitutes a danger to the employee or to another employee

These circumstances could include but are not limited to: operating in areas of political unrest placing an individual in direct danger, extreme cabin temperatures causing a workplace to be unsafe, using equipment that is not properly maintained causing serious threat to life or health.

A critical point we want to note is that verbiage must be explicit and clear when invoking these rights ("I am exercising my right to refuse dangerous work").

The Code contains certain exceptions regarding the right to refuse dangerous work. These exceptions include: if the refusal puts the life, health or safety of another person directly in danger; or, if the danger in question is a normal condition of employment.

We encourage all members to learn more about their rights, when and how they are applicable and how to use them.

We’ve attached some educational links and are available if ever a concern or question arises. Also available to you on SharePoint and on your CCD (WS Cabin Crew - Safety > Occupational Health & Safety > Refusal of Dangerous Work) is the WestJet Refusal of Dangerous work handbook (https://westjet.sharepoint.com/sites/Safety/SitePages/OHS.aspx#refusal-of-dangerous-work) complete with the flow chart the company will follow in the event of a right to refuse dangerous work.

Fly Safe!

In Solidarity,
CUPE 4070 Occupational Health & Safety Committee
ws.ohs@cupe4070.ca
wr.ohs@cupe4070.ca

Resources

Right to refuse dangerous work - Canada.ca
Refusing unsafe work: It's your right | Canadian Union of Public Employees (cupe.ca)

Screenshot of the Flowchart from the WestJet Refusal of Dangerous Work Procedure

Chris Amaddeo 2024-08-03 Chris Amaddeo 2024-08-03

Emancipation Month

Dear Members,

August marks Emancipation Month, a time to reflect on the past and recommit to building a better future. As members of the labour movement, we understand the power of collective action in creating positive change.

It's important to honour the legacy of those who fought tirelessly against slavery and celebrate the incredible contributions of Black people to our society. From breaking barriers in the workplace to inspiring cultural movements, Black workers have played a vital role in shaping our world.

While we have made progress, we recognize that systemic racism continues to impact Black workers and communities. This month we recommit to building a more equitable workplace and society. As a Local we commit to create a workplace where everyone feels valued, respected, and empowered.

CUPE 4070 stands in solidarity with Black workers and their communities.

In Solidarity,

Your CUPE 4070 Communications Committee
Meghan Gulliver WS YYC
Chris Amaddeo WS YYZ
communications@CUPE4070.ca

Chris Amaddeo 2024-08-01 Chris Amaddeo 2024-08-01

CUPE 4070 Newsletter - August 2024

August Content:

CUPE 4070 Interim Vice President Update
Grievance Process
Local Grievance Update
Sunwing WestJet Merger
Bargaining 2025
WS Update
Scheduling Review Committee Update
Encore Update
Auto Boarding at Encore
Encore Rumors

CUPE 4070 Interim Vice President Update

Hello Everyone,

It’s hard to believe that we are already in August and nearly halfway through 2024. It has been an eventful year as always at Local 4070 and we have so much to come still.

While I am known as the WestJet Toronto Base Vice President (BVP), I recently took on the portfolios of WS YWG Base, WS YYC Base, and Interim Local Vice President due to leaves of absences in our Local. I remain grateful for the appointment by Local President Alia Hussain with the support of my fellow Executives. It is important to us as a local that when an elected representative is on leave, the role is covered, and the work is continued seamlessly. As I entered this role, WS YYZ Base required support and Chris Amaddeo has been appointed for the interim as well as Lisa Blayney as interim YYC Base VP.

In transitioning roles from Toronto to the Interim Local Vice President, I saw a change in my portfolio. While I continue Tyson’s work, I take on supporting our Local President, Alia Hussain, in daily operations of the local; meeting with WestJet, WestJet Encore, Local 4055, CUPE National (CUPE); and supporting the development of our Local with its internal administration.

In place of an essay of an update, I leave this newsletter to you in sections that I hope will be easier to read, and one that you will save to utilize when you are out on the line as I believe that you are your most important advocate. 

I thank you for your continued engagement and support. Our Local is stronger when our members are engaged, educated on their collective agreement, working rules, and supporting one another collectively. I look forward to the continued work with our Executives in whatever capacity the membership allows me.

Bryan Hansraj
CUPE 4070 Interim Vice President

Grievances: What and how are they handled?

Grievances are filed when the company has violated the collective agreement (CA).

They can also be filed if a member was to complete a violation.

It is an expectation of the company that the members know and understand their Collective Agreement.

If you are unsure, don’t hesitate to contact your Local for clarification!

It is important to know your CA in full and have the ability to search articles you may need to reference. There are some key articles we would like to highlight and encourage you to be comfortable with.

20 – Sick and Personal Leave (also Policy Grievance Settlement CLC Sick Leave Amendment)
34 - Scheduling
36 - Deadheading
37 - Hotels and Transportation
38 - Deadheading
41 - Pay Administration

A Grievance begins with an informal discussion between yourself and your DPM. This must take place prior to a formal grievance being filed.

Step one (1):
- Email your DPM to address the violation during the informal discussion phase.  CC your Base VP on all communications between yourself and your DPM.
- Be sure to include these details in your email:
  - What is the Violation?
  - What are the details of the violation? If it is a scheduling violation, include a screenshot of your schedule from Crew View
  - Employee Number
  - Base
- Your DPM will investigate the occurrence and send you a response. If there is a violation found, your DPM will then engage the Base VP to negotiate a remedy, Step two (2).

Your Executive remains the sole bargaining agent between the company and the union.

It is important to remember the deadline to file a formal grievance is 30 days from the occurrence.

If the issue is not resolved between the DPM and Base VP prior to the 30-day deadline, a formal grievance will be filed by your Base VP. Timelines for the formal grievance process are outlined in the Collective Agreement and the chart below.

Once Step 1 and Step 2 in the grievance process have been exhausted, the grievance is reviewed by the Grievance Committee.

The Grievance Committee will review the file with consultation of the CUPE National Servicing Representatives, decide whether the file will proceed to arbitration or not. If the committee withdraws the file, the member can appeal the decision. From there the Grievance Appeal Panel will review the file and decide whether to uphold the Committee’s Decision or have the file reviewed again with any new information brought forward by the member.
The Grievance Committee consists of the Local VP, Base VPs and a Steward from each base, identified in the Local Bylaws.

Local Grievance Update

Continuing the work of Local Vice President Tyson Conrod, I am addressing all outstanding grievances with the company and working to address the efficiency of the company addressing grievances.

I have met with the new Labor Relations Representative and am working internally with the Grievance Committee, Executives and National Servicing Representatives to improve our internal processes of addressing grievances at Step 1 & 2, filing formal grievances and filing for arbitration. This process is vital as we move closer to bargaining. Having a record of the company's responses in this process to assist in Tracking and trending will help support the bargaining committee's work.

Your Local Executive settled a series of outstanding grievances in relation to Excessive Duty Days over 17 hours. Your Executive is pleased to see these files addressed, some waiting to be addressed for up to two (2) years. As communicated to the membership on July 19, 2024, there is now new language within the Collective Agreement, which reads that any extension beyond the limits of 34-11.01 will result in a penalty payment of $1600 to the affected member.

Members expressed concern with the Q&A that was provided, and with that we would like to take a moment to clear up any confusion surrounding the new language.

This amount, along with any other amount outlined in the chart is not cumulative.

Which means it is not in addition to the other premiums located in the chart, but instead when the threshold is met, the affected member will receive $1600.

We have secured the addition of language requiring the company to provide us with the reason the duty day was exceeded and a corrective action plan. We retain our maximum duty days that were already outlined in the CA.

Update on Group Grievances

The Policy Grievance filed in relation to the Scheduling System and current PBS Process remains active. Discussion remains ongoing between the Local and the company to address the concerns. There is active conversation with the employer seeking a sequential solver system. We expect the Local Executives, with the Scheduling Review Committee, will be able to provide a long-awaited update to the membership later this year.

Sunwing - WestJet Merger

In May of this year, we announced the formation of a merger committee composed of representatives from Local 4070, Local 4055, and CUPE National. This committee has been working together to explore the merger and its effects, with a primary focus on evaluating seniority models.

If the committee cannot reach an agreement, the matter will be resolved through mediation and should that not be successful arbitration.

At this point, no decision has been reached, and any rumors about the outcome are speculation.

Bargaining 2025

December 2025 will mark the expiry of the WestJet Unit Collective Agreement. It is no secret that there are many areas with opportunities to improve our working and living conditions. It is important that our membership is aware and understands their current working rules and engage in the process.

Following the Executive Elections this fall, the President-Elect, will have the ability to stand up (call to election) the Bargaining Committee no later than December 2025 per our Local Bylaws, Section 15.

If you have not already, we recommend that you begin a notebook or virtual notebook, of the areas of strength and areas of opportunities within our collective agreement. When the time comes, the Bargaining Committee will survey the membership and utilize the results to identify the priorities of the Local.

It is important that we do not bargain in public such as posts on social media or sharing in public areas that we are not happy with or that we cannot lose. To bargain in public weakens the Local’s position at the table in the future as the employer (has the ability to obtain this in advance) does obtain this in advance and will utilize it against the Bargaining Committee.

We also draw caution to social media posts and videos that demonstrate your perspective on our working conditions such as unpaid work, especially in uniform or on company property. We are not actively bargaining, and drawing negative attention to the company can be perceived as a violation of the WestJet Business Code of Conduct which can lead to meetings with the employer which can lead to discipline.

There will come a time when your Local Executive and Bargaining Committee will call you for engagement and action. Until then we ask that you study your collective agreement, take notes, and prepare for the future.

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.

In August, we received 11 Day off Disputes and 30 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.

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 fill out the form and email the SRC. We cannot accept disputes through email.
Reminder that a dispute is not a grievance and the investigation must be completed thru 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.
Also, keep an eye out for our Newsletter, which will be coming out later this month.

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.

Encore Update

Auto Boarding at Encore:

We have received concerns about auto boarding and the potential conflicts it may be creating between flight crew and airport staff. This week, the WR Base VPs met with management to address these issues. We encourage all CCMs to maintain excellent communication with CSAs. If you need additional time for safety reasons, safety briefings, or a necessary bathroom break, please be proactive in communicating this.
We will collaborate with management to resolve these issues and ensure that auto boarding operates smoothly. Auto boarding is essential for keeping our flights and guests on schedule and ensuring the seamless operation of our network.

Encore Rumors:

A rumor around flow for 2025 and the Sunwing merger has been floating within our membership. 

WR has a flow agreement, it allows 4% of WR to flow each year - subject to WestJet operational requirements.

Last year, 133 CCMs were processed, exceeding the required 4%. Encore has assured us that there is no indication they will fall short for the remainder of this year and into 2025. We will continue to monitor the situation closely and stay vigilant to ensure that the current flow agreement is upheld.

Save the Dates:

All events can be found "Events" on CUPE4070 website

General Membership Meeting (GMM)

Nov 13th, 2024 - 1100PT/1200MT/1400ET
Sign up will be available closer to the date.
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.

Galley Gossip:

Previous months submissions: Galley Gossip Wall

CUPE 4070 can answer Union related inquiries only. For Company related inquiries, please reach out to your Leader or submit a Company E-Report.

No new Galley Gossip questions were submitted, please submit here.

In solidarity,

Your Local 4070 Executives:

President, Alia Hussain
Interim Vice President, Bryan Hansraj - Interim
Recording Secretary, Calvin Gautschi
Secretary-Treasurer, Alex Grigoriev

WestJet YEG/YVR Base VP, Chris Brewer
WestJet Interim YYC Base VP, Lisa Blayney
WestJet Interim YWG Base VP, Bryan Hansraj
WestJet Interim YYZ Base VP, Chris Amaddeo

WestJet Encore YYC Base VP, Heather Crippen
WestJet Encore YYZ Base VP, Marcus Johnstone-McKinney