Dear Members,

The Company has recently announced the reintroduction of the Inflight Attendance Management Program to our Membership. In response, we want to reassure our Members that we are actively reviewing this program with our National advisors and Legal team.
 

We are carefully evaluating its implications and planning the appropriate course of action to safeguard the rights and interests of our Members. We will continue to provide updates on this matter as they become available.

BACKGROUND

The Employer has attempted to implement an Attendance Management program several times in recent years, only to have it rescinded and sent back for reconsideration due to the various pieces of feedback presented by the Union.

EXECUTIVE BOARD LOCAL 4070 POSITION

When the Employer notified us of their plan to implement this program in late November 2023, we promptly offered feedback. While we acknowledge the legal precedent granting employers the right to establish attendance policies under their "management rights," we vehemently oppose the proposed program and will challenge any violations of the Canada Labour Code, the Collective Agreement, or other relevant legislation. Despite ongoing discussions, each version of the program has consistently overlooked the distinct working conditions and environment of Cabin Crew members.

MEMBER NEXT STEPS

As we conduct this review, we urge our Members to familiarize themselves with the program outlined in Comply 365 and to participate in the upcoming virtual town hall on April 23, 2024, hosted by Inflight Management. This will allow Members to directly address their questions and concerns with the Management Team.

If you are attending a Crew Social, we suggest our members consider sharing their concerns with the Employer there as well.

In the meantime, should you be called in for a meeting related to this program, please reach out to your Base VP. It is crucial that all interactions and meetings are well-documented. The protection of our Members' rights rely on their engagement with the Union.

IHRS

Now, more than ever, advocating for our Health and Wellbeing is paramount. We urge all Members to harness our most potent yet underutilized tool: the IHR (Incident Hazard Report).

Consider filing an Incident Hazard Report (IHR) for any issues that affect your ability to remain safe and healthy at work, such as the removal of hand sanitizer from aircraft, which we were recently notified about.

We encourage our members to be proactive in reporting any pairings that you perceive as fatiguing. Your vigilance ensures the safety and welfare of both you and your colleagues.

We also encourage our members to ensure that all Personal Protective Equipment is available to you as crew prior to departure.  

The absence of safety IHRs make it extremely challenging for your Workplace Health and Safety Committee and Executive to address safety concerns of the Membership.

 

Frequently Asked Questions (FAQ) on Attendance Management Programs for Federally Regulated, Unionized Employees in Canada

Can Employers implement attendance management programs for federally regulated, unionized employees in Canada?

Yes, employers can implement attendance management programs for federally regulated Unionized employees. However, the implementation and operation of such programs must comply with the provisions of the Canada Labour Code and any applicable collective agreements negotiated between the employer and the union.

What rights do employers have in implementing attendance management programs?

Employers have the right to manage their workforce, including addressing issues related to attendance and absenteeism. However, any Attendance Management program implemented must comply with the Canada Labour Code, Human Rights legislation, privacy laws, and other relevant legal standards.

What rights do employees have regarding attendance management programs?

Employees have the right to fair and reasonable treatment under attendance management programs. This includes the right to be informed about the program's terms and procedures, the right to be treated consistently and without discrimination, and the right to seek accommodation for any medical or disability-related issues affecting attendance.

What recourse do Employees and Unions have if they have concerns about an attendance management program?

If employees or unions have concerns about the implementation or application of an attendance management program, they may have recourse through grievance procedures outlined in the collective agreement or under the Canada Labour Code. This may include filing grievances, engaging in arbitration, or pursuing other dispute resolution mechanisms available including the Employment and Social Development Canada (Labour Board) or the Human Rights Commission.

Your Local 4070 Executives:

President, Alia Hussain
Vice President, YWG Base VP, Tyson Conrod
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 YYC Interim Base VP, Lisa Blayney
WestJet YYZ Base VP, Bryan Hansraj