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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 2024-09-01 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 2024-08-01 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

Chris Amaddeo 2024-07-04 Chris Amaddeo 2024-07-04

CUPE 4070 Newsletter - July 2024

July's Content:

AMFA Strike
CrewView Rest Calculations
Reassignment to Higher Classification MOA Reminder
Hotel Location Language Collective Agreement
Emailing Union Officers
Crew Scheduling Calls Reminder
Fairness for Flight Attendants Act (Bill C-409 Proposal)
Education Committee Update
Day Off Requests
Cooperators Insurance Discount
Share Your Story
Save the Dates
Galley Gossip

AMFA Strike:

The recent AMFA strike presented operational challenges impacting many of our members. We recognize the frustration and inconvenience this caused, especially for those who had pairings extended or experienced difficulties contacting the company.

We want to recognize the Company's quick response when implementing the Crew Travel Request Form to ensure members were booked on alternate carriers to return home, as well as the timely updates from Diederik and Robert, at times on an hourly basis.

As we transition back to normal operations, Opentime may have a number of available pairings. We encourage all members who are able to operate to consider picking up trips through Flica. Opentime pairings are paid at Overtime (time and half).

We appreciate your professionalism and unwavering dedication during this time.

CrewView Rest Calculations:

We have been made aware of an issue with rest calculations on the CrewView app. Rest is being calculated and reflected on the app as including transportation time from the hotel to the airport, leading to an incorrect display of rest time (Release Time to Report Time). We have escalated this with the Employer, and they are working on a resolve to ensure the rest times are accurately displayed.

Reassignment to a Higher Classification MOA Reminder:

Recently, there have been more inquiries regarding the reassignment of a Cabin Crew Member to the Cabin Manager position during a pairing. The following language was ratified by the Membership in April 2024 in a Memorandum of Agreement, which amended the language from “assigned” to “offered” when there are more junior Cabin Personnel on the operating crew.

WS CA Article 34-18.04 “Reassignment to a higher classification shall be offered in seniority order among the Cabin Crew Members assigned to that flight(s). The more senior Cabin Personnel will have the right to decline the reassignment, provided a more junior Cabin Personnel is available among the Cabin Crew Members assigned to that flight(s). The most junior Cabin Crew Member must accept the reassignment if all of the senior Cabin Crew Members have declined the reassignment.”

Hotel Location Language in the Collective Agreement:

We have had several crew members reach out requesting clarification on the Hotels language in the Collective Agreement. Based on the language in sections 37-6.01 and 37-6.02, there are specific conditions under which a crew member may not be placed in a downtown hotel:

Driving Time Limitation (37-6.01)
- The hotel's location must be within a maximum of twenty (20) minutes' driving time from the airport of the planned overnight stay.
- If a suitable hotel within this 20-minute driving time limit cannot be found, or if the Company and the Union do not mutually agree on a different location, a downtown hotel may not be an option.
Layover Duration and Distance (37-6.02)
- For layovers scheduled for eighteen (18) hours or more, the hotel should be in the downtown core of the principal city served by the airport.
- However, this is contingent upon the downtown hotel being within a normal thirty (30) minute drive (one-way) from the arrival airport.
- If no suitable downtown hotel is available within this 30-minute drive limit, or if the Company and the Union do not agree on an alternative location, the crew member may not be placed in a downtown hotel.

A crew member may not be placed in a downtown hotel if either the driving time from the airport to the hotel exceeds the specified limits (20 minutes for general stays and 30 minutes for extended layovers) or if the Company and the Union do not reach an agreement on an alternative location.

Additionally, during an IROP where hotel changes occur, the downtown requirement on extended layovers (over 18 hours) does not apply. For example, if you were originally on a short layover and were extended due to cancellations, the Company is not required to rebook you as downtown hotels are only for planned overnights exceeding 18 hours.

Emailing Union Officers on their Company Email accounts:

When communicating with the Union, please use your personal email and avoid using your company email. Additionally, please refrain from emailing the Union Officers to their company email addresses, as these accounts are dedicated to our work as Cabin Crew. To contact your representative, use the contact form on the website.

Crew Scheduling Calls Reminder:

We have seen an increase in calls to Crew Scheduling being flagged for alleged violations of the Code of Business Conduct and Workplace Harassment and Violence Prevention Policy. Please ensure that when you are speaking with Crew Scheduling (and all other departments) that these policies are adhered to. Also be mindful that the calls, even when on hold are recorded.

Fairness for Flight Attendants Act: Bill C-409 Proposed by the Conservative Party:

The Fairness for Flight Attendants Act, recently introduced into Parliament, is a landmark bill that aims to improve the working conditions and compensation for flight attendants across Canada. The Act proposes several key amendments to the Canada Labour Code that would directly benefit flight attendants. Here are the key changes:

Compensation for All Work Hours: Under the proposed legislation, all hours on duty would be included in the calculation of pay. This includes pre-flight and post-flight duties. It also encompasses pay for mandatory training programs and time spent on duty during flight delays, regardless of the reason for the delay.
Clearer Regulations: The Act aims to eliminate any ambiguity in the Canada Labour Code regarding the calculation of flight attendant work hours. This will ensure consistent and fair compensation practices across the airline industry.

As you know, we are not compensated for many essential duties performed outside of our block time. This leads to significant unpaid hours, impacting both financial well-being and the ability to provide optimal service to guests. The Fairness for Flight Attendants Act seeks to address this inequity by ensuring that all work we perform is recognized and compensated accordingly.

CUPE is encouraged to see the bill brought forward, however it is disappointing that the bill was drafted and tabled without consultation with flight attendants or their union. Regardless, we encourage all members to stay informed about the Act's progress and to reach out to their Members of Parliament through the unpaid work won't fly campaign to express their support. We believe that this legislation is a crucial step towards achieving fair and equitable working conditions for all flight attendants.

The Fairness for Flight Attendants Act is currently under consideration in Parliament. We will continue to provide updates on the Act's progress and opportunities for you to get involved. Follow the links below for resources on this proposed bill:

Education Committee Update:

My name is Tony Penton, and I'm your Education Committee member for WS mainline. I'm excited to connect with you and share some valuable resources.

A Bit About Me:

Before joining WestJet, I worked at SAIT (Southern Alberta Institute of Technology) instructing students in hospitality and tourism. I also managed the Highwood dining room and supervised bartending students. My background combines education, business, and a passion for culinary arts (including a cooking diploma!). Currently, I'm based and live in YEG with my dog Hunter, who hates when I leave so I always bring her back a treat from my travels!

Feel free to reach out if you have any contract-related questions. I actively check my union email daily while working and every other day when off duty. My email is education@cupe4070.ca.

Bargaining Resources:

Bargaining is a hot topic lately! To prepare for upcoming negotiations, I've compiled a few free union courses:

"How Bargaining Works" (highly recommended): This course provides a foundational understanding of the bargaining process, empowering you to follow the committee's work.
"Preparing for Bargaining": As negotiations approach, it's crucial for all members to be informed and unified about our collective goals.
"At the Bargaining Table": Understand the process even when the committee can't provide updates directly. This can help alleviate anxiety.

Stay tuned for more engaging content from the Education Committee!

Sincerely,

Tony Penton
Education Committee Member
WS Mainline - CUPE 4070

Day Off Requests:

Managing your personal time off is essential for a healthy work-life balance. Please ensure you are following the appropriate procedures when requesting days off. WS DPM's have recently received emails from CCMs to request days off - note that this is not a standard practice and day off requests submitted in this manner are not guaranteed. Please use the procedures below when you need a day off:

Bidding Window: Until the 12 of each month, submit your day off requests in your bid through wings. This is the most effective way to secure your desired time off. Contact the SRC if you have questions or would like bidding advice for the best result. ws.src@cupe4070.ca / wr.src@cupe4070.ca
Schedule Disputes: If you believe there's an error with your schedule, or day off requests, be sure to follow the established schedule dispute process as outlined in WS CA Article 34-2.02 / WR CA Article 34-2.03. The dispute forms are available for only 72hrs after schedule release here.
Managing Your Schedule: Utilize Flica to self-manage your schedule. Attempt dropping or trading to get the day off you need.
Personal Days: Note that personal days may only be used for specific situations as outlined in the Canada Labour Code. Contact your DPM for personal day requests. If your request is last minute, contact Crew Scheduling and send an email to your DPM explaining the situation.
Voluntary Drop Form: This form is available on your CCD under WS Cabin Crew – Crew Services. If the Company has extra resources, they can remove your pairing or a portion of your reserve block. Note that this is not guaranteed, and the outcome is available by 1800MT the day prior to the activity.
Contact Your DPM: As a last resort, you may contact your DPM. They generally will only be able to assist in extenuating circumstances and only after all other options have been exhausted. Do not contact your DPM to request a day off until you have attempted to self-manage your schedule.

Recognition Day - Share your story:

If you would like to share a short story/pictures for an upcoming recognition day; please email the Communications Team.

The Communications Team will do their 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 Months:

Emancipation Month
National Recovery Month

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
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 Base VP, Brandy Whitby
WestJet Interim YWG Base VP, Bryan Hansraj
WestJet Interim YYZ Base VP, Chris Amaddeo

Chris Amaddeo 2024-03-01 Chris Amaddeo 2024-03-01

CUPE 4070 Newsletter - March 2024

Topics in this Newsletter:
President's Update
Go Vote
Lynx Closure
Sick for a Pairing
Share Your Story
Save the Dates
Galley Gossip

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

President's Update

CUPE CONSTITUTION:

The revised CUPE Constitution is now available online. Similar to the Bylaws of the Local, amendments to the Constitution can be proposed and voted on during the National Convention. If you're interested in reviewing it, you can find it here: CUPE Constitution | Canadian Union of Public Employees

FINANCIAL TRANSPARENCY

Your Union Executive recognizes the importance of transparency and accountability in building trust among its members. We believe it is crucial for you to understand how your Union dues are being used. If you have specific questions or concerns about Union finances or other related matters, we encourage you to contact your dedicated representative, Alex Grigoriev, our Secretary Treasurer.

The Secretary Treasurer can provide you with information and address any queries you may have. Rest assured, your Union is committed to ensuring transparency and accountability in all financial matters.

AIRLINE DIVISION MEETING:

Airline Division Council of Presidents met for our Q1 meeting to review last year and strategically plan for the upcoming year. There will be two of the Divisions largest Locals enter into Bargaining in 2025. Air Canada will begin in the Second Quarter approx. of 2025 and WestJet Mainline will follow in Q4 of 2025. The Division also met to discuss the next steps of the Unpaid work wont fly campaign for this year as it remains a Division top Priority.

Flying with the COO:

As part of my ongoing dedication to ensure our group's concerns are effectively advocated for, CUPE Local 4070 Board and the Executive Leadership team meet on a quarterly basis. During this meeting, I raised concerns on behalf of the Executive Board and the broader membership regarding ongoing issues with some of our working conditions and the wetlease to Sunwing on Swoop aircraft.

After addressing several concerns, I suggested to Diedrick that he join me to experience the operations firsthand. I believed this would be the most impactful way for him, as the ultimate overseer of these various groups, to understand the challenges we face. Deidrick and I traveled to Regina on a snowy and extremely cold day, where we encountered significant irregular operations (IROPS) upon arrival and during the operation of the YQR-POP-YYZ. Throughout the day, we experienced various aspects of our operations, including lengthy delays, baggage issues, and more.

It was a valuable experience for Diedrick, who participated as an observer outside the crew but on the General Declaration (Gendec). He shadowed me and the crew across various positions, experiencing everything from the Buy-On-Board (BOB) service to restroom lineups, challenges with garbage disposal, and even a medical issue, along with a few difficult passengers.

Diedrick committed to take away his observations and findings, promising to address them during our next quarterly meeting. Additionally, in March, Alexis will be flying with an member of the Executive team as an addition to the crew to better understand our operations and our crew members' concerns. We believe its essential for the Management of WS to operate in the environments where they are responsible for the conditions.

UNION REPRESENTATION RESPONSE TIMES:
Recently, we've received several inquiries from members seeking clarification about response times from the Base VPs, prompting us to clarify expectations. It's important to understand that the Base VPs typically follow a schedule aligned with the Company, as that's when the bulk of their workload arises.

Many other Union Representatives and Committees also have a flying schedule which will impact response times.

We kindly ask our members to be patient regarding response times from the Union, considering that the average Base VP is responsible for overseeing anywhere from 650 to sometimes over 1200 individuals. While they are dedicated and committed to their roles, it's important to acknowledge that there may be a delay in response. The priority of the Base VPs are

Requests for representations
Grievances and all related work
General inquiries.
General Feedback

We are looking at various structures for the future of the Union and ultimately this decision rests with the members as they determine our direction through the bylaw's and our budgets. Our budgets currently do not accommodate 7 days of operations.

Please only contact the Union via the contact section of the website. You will find forms and email addresses there to contact the Union. Contacting the Union via other methods, such as their personal social media is not acceptable. CUPE 4070's social media is also not monitored and not a contact method.

CIRB LEARNING SERIES
In our continuous effort to maintain transparent and timely communication with the membership, we'll be introducing a learning series via email about the Canadian Industrial Relations Board. This initiative aims to address the questions we've received regarding their role. Stay tuned for updates!

Go Vote!

Voting in the current election is currently underway. Please view the voting package that was emailed out a couple days ago. Please ensure to vote now if you are eligible to vote. If you are searched and cannot find your vote link and are eligible to vote, please click here.

Lynx Closure

We are deeply saddened by the closure of Lynx Airlines, a fellow CUPE local. Anytime we see a fellow Cabin Crew go through a closure, it brings to mind the fragile nature of the aviation industry. Please keep them in your thoughts and if you know anyone from Lynx, encourage them to apply here.

Sick for a Pairing

If you are sick for a pairing, please ensure to call in sick and utilize sick time as permitted by the CLC.
The Company has requested documentation from CCMs as a result of them utilizing Flica to post a drop/trade a pairing and then later calling in sick for it.

It is not a CCMs responsibility to cover their pairing if they are sick, this falls to the Employer. The Employer has shown that they do look and track your Flica trades and logging in, when you have called in sick for a pairing. Please keep this in mind. We each are permitted an allotment of paid sick days per year.

Your first point of contact is your direct Inflight Leader, if things need to be escalated please contact your Base Vice President.

Share Your Story

We have several recognition months coming up. If you would like to share a short story/pictures please email communications@cupe4070.ca

Depending on the number of responses, not all may be able to be included in the newsletters.
Some of the upcoming months;

Asian Heritage Month
Pride Month
Emancipation Month
Jewish Heritage Month
National Indigenous Heritage Month

If you have a story to share about others months as well, please write in to the email address above.

Save the Dates
All events can be found under "Events" after you log into the website

General Membership Meeting (GMM)
May 8th, 2024 1100PT/1200MT/1400ET - Sign Up Here
Open only to Members in Good Standing or to those who have completed the application process.

If you are unsure if you are a Member in Good Standing, please reach out to anyone on the Executive Team here.

What is a member in good standing? This can be found in by-laws section 3. Simply put, the CCM has filled out the application form, paid the initiation fee (not dues), and been approved at the next GMM by the members.

If you are not a Member in Good Standing, to apply, Sign a Card Here and pay the $5 Membership fee (if you haven't already). The final step is approval at the next GMM, which occurs every May and November.

When you sign into the meeting the day of, please ensure your first and last name, and your employee number is showing. Otherwise you cannot be verified and will be denied entry into the meeting.

**DO NOT USE YOUR WORK EMAIL ADDRESS**

Galley Gossip

(Visit the Galley Gossip Wall on our website to see previous submissions and answers)

Have a Galley Gossip question, please submit here.

Q: Has the Swoop Seniority been finalized there is a lot of rumours on the line some are very sure that our place is set in the list while others are very sure we are not done talking about it yet. Could we get some clarity on whats actually happening?

A: Swoop seniority has not been finalized or determined yet. This ties into the current merger committee election occurring at this moment. Please stay tuned and keep an eye out for our communications

Chris Amaddeo 2024-02-01 Chris Amaddeo 2024-02-01

CUPE 4070 Newsletter - February 2024

Topics in this Newsletter:
Elections Coming Soon
By-Law Changes and SMM Coming
YWG Base Vice President
Reminder
Share Your Story
UP Express Fare Hike
Save the Dates
Galley Gossip

Called for a meeting with your Leader/Manager? Click here to contact your CUPE Base Vice President

Elections Coming Soon

If you are interested in joining the Union in a role, please reach out to your Base Vice President here or the Committee Chair here for more information and details. There are several open roles, view them here.

An election will be held in the near future, stay tuned for dates.

By-Law Changes and SMM Coming

As we continue to grow and evolve due to the Company adding new bases, our current union operating structure and bylaws need to evolve as well, as we are not in the same space we were 6 years ago when they were created.

Once a plan is developed to sustain a new structure and financial responsibility along with it, a SMM will be held for Members to attend and vote on the changes. Please stay tuned for this.

YWG Base Vice-President

The Executive Board has approved the appointment of Tyson Conrod to the role of interim Base Vice President YWG in addition to his current duties as Vice President.

Please welcome Tyson in the addition of this role.

Reminder - Contacting the Union

When contacting the Union via email, please use your personal email address and send it to the Union Representative's CUPE email address.

Please do not use your company email address, or the company's email address of the Union Representative. Executive and Committee email addresses can be found behind the member portal on the 4070 website, or you can use the contact form.

Please do not contact the Union using their personal social media or the Unions social media. The Union's social media inboxes are not monitored.

Share Your Story

We have several recognition months coming up. If you would like to share a short story please email communications@cupe4070.ca

Depending on the number of responses, not all may be able to be included in the newsletters.
Some of the upcoming months;

Asian Heritage Month
Pride Month
Emancipation Month
Jewish Heritage Month
National Indigenous Heritage Month
Womens History Month

If you have a story to share about others months as well, please write in to the email address above.

The UP Express Fare Hike

Airport employees will be subject to another Fare increase on the UP Express as of January 29th!

This is on top of:

Last year's fare hike
The decommissioning of the UP Express app (with no plan to replace it)
A new requirement to pay by credit card only
The shortening of the validity of tickets to only 2 days (was 365 days validity)

Join us now in voicing your displeasure and that of of all airport employees at the downgrading of our public transit accessibility.

Sign the change.org online petition here:

https://chng.it/qCQb72GWKg
Once you've signed the petition, please be sure to share and circulate widely!

You can read the fare increase here:
https://www.iamtorontopearson.com/news-and-events/up-express-fare-increase-for-airport-employees

Save the Dates
All events can be found under "Events" after you log into the website

General Membership Meeting (GMM)
May 8th, 2024 1100PT/1200MT/1400ET - Sign Up Here
Open only to Members in Good Standing or to those who have completed the application process.

If you are unsure if you are a Member in Good Standing, please reach out to anyone on the Executive Team here.

When you sign into the meeting the day of, please ensure your first and last name, and your employee number is showing. Otherwise you cannot be verified and will be denied entry into the meeting.

**DO NOT USE YOUR WORK EMAIL ADDRESS**

Galley Gossip

(Visit the Galley Gossip Wall on our website to see previous submissions and answers)

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

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

CUPE 4070 Newsletter - January 2024

Topics in this Newsletter:
President's Update
Interested in Joining the Union
Menstrual Hygiene Products
Anti-Scab Legislation
Transportation Requests for Guests on Your Layover
Seniority Merger Types Information
Reminder
Sick/Personal Time
The Grievance Process
Save the Dates
Galley Gossip

Called for a meeting with your Leader/Manager? Click here to contact your CUPE Base Vice President

President's Update

Galley Conversations: when discussing seniority-related topics, it's crucial to approach the conversation with sensitivity and adhere to WS Respect in the Workplace policy. Seniority can be a nuanced subject, and while sharing perspectives, it's vital to maintain a respectful dialogue that honors diverse viewpoints and experiences.

The policy underscores the importance of treating everyone with dignity, regardless of their position or tenure. Let's ensure our discussions on seniority are conducted in a manner that upholds these principles and fosters a workplace environment that values mutual respect and understanding. We can always disagree and do so respectfully.

Interested in Joining the Union?

If you are interested in joining the Union in a role, please reach out to your Base Vice President here for more information and details. There are several open roles.

Menstrual Hygiene Products

In recognition of the additional, and sometimes restrictive, costs associated with menstruation, a resolution was passed at the CUPE National Convention that menstrual hygiene products be made available in all Union spaces. A small amount of these products is now available in all 4070 offices (YVR, YYC, YYZ.)

Anti-Scab Legislation

Please read the Anti-Scab Legislation Memo from National CUPE here.

Transportation Requests for Guests on Your Layover

Any time a guest is being brought on an overnight, and if you plan to request them to travel in the crew shuttle with you, please ensure to fill out the request form. Keeping in mind, due to logistics, it could be denied.

The current approval rate sits around 80%. Some cities, due to the transportation company’s vehicle size, may not be able to accommodate more than the crew. As example YHZ sits around 50% approval and YVR is another city that can be difficult to get approval in.

Please feel free to reach out to the Company with any questions or concerns you may have with your transportation request for bringing a guest on a layover.

Seniority Merger Types Information

As seniority merging process has been underway, and is still a long ways away from being determined, we wanted to explain the different types of seniority merging types that exist.

Dove Tailing- Is a method of interlocking two seniority lists. This can be done multiple ways. As example you could dovetail 3 to 1, meaning 3 employees of the buying company and then one employee of the bought company, 3 more employees of the buying company and then one more employee of the bought company. It does not have to be 3 to 1, it could be any variation.

End Tailing- Is when all the employees at the bought company are put at the end of the seniority list of the buying company.

Relative Seniority- This means that regardless of the number of years of seniority at each company. The top senior people would be equal, the middle senior people would be equal and the bottom senior equal people would be equal. Keeping it “relative to their position within their list, and not their actual number of years of seniority”. Example the company who is buying the other company has been around 30 years. The company who was bought has been around 10 years. A 30 year employee at the buying company and a 10 year employee at the bought company would have equal seniority. A 15 year employee at the buying company and a 5 year employee at the bought company would have equal seniority.

DOH (Date of Hire)-This means the company merging in would keep their full seniority based off of their date of hire at their original company. A 10 year employee would have 10 years seniority at the new company.

Burckett-Was an arbitrator and arbitrated the decision on the Air Canada and Canadian airline merger. This arbitrator used a combination of relative and dovetailing when determining how the merged seniority lists would be combined.

Percent of Seniority- This would be the company merging it, their seniority would be a percent of their full seniority. This can be any percent. Example if 75% was determined, that would be mean a merging in employee who had 10 years at their company would count as 7.5 years in the new company.

Or any combination of the above could be used.

Reminder - Contacting the Union

Sick/Personal Time

On January 1st, all active members will have their 2024 sick leave entitlements front-loaded and their personal leave entitlements reset, as per the Sick/Personal Time MOAs.

We’ve received a number of questions about Personal Time, what qualifies and how to access it. Please take a moment to familiarize yourself with the appropriate MOA, which can be found on the 4070 Website.

Additional information can also be found in Section III, Article 206.6 of the Canada Labour Code, or the IPG (Interpretation, Policy and Guidelines) here: Personal leave – IPG-117 - Canada.ca

The Grievance Process

When the Collective Agreement has been violated, the grievance process is used to address it. We have both an individual responsibility and collective responsibility to uphold our CA.

When we fail to grieve, we are giving the Company the evidence that the language in the Collective Agreement is not necessary. This is dangerous as it sets a precedent that we are okay with the violation and weakens our position at the bargaining table.

The grievance process begins with the informal discussion between you and your DPM. It is beneficial to include your Base VP so they can advise and represent you when trying to resolve the issue. It is important to note that you cannot negotiate with the Company on your own as the Collective Agreement identifies the Union as the sole bargaining agent. This responsibility rests with the Executive Team.

Save the Dates
All events can be found under "Events" after you log into the website

General Membership Meeting (GMM)
May 8th, 2024 1100PT/1200MT/1400ET - Sign Up Here
Open only to Members in Good Standing or to those who have completed the application process.

If you are unsure if you are a Member in Good Standing, please reach out to anyone on the Executive Team here.

When you sign into the meeting the day of, please ensure your first and last name, and your employee number is showing. Otherwise you cannot be verified and will be denied entry into the meeting.

**DO NOT USE YOUR WORK EMAIL ADDRESS**

Galley Gossip

(Visit the Galley Gossip Wall on our website to see previous submissions and answers)

Galley Gossip: Has the Swoop Seniority been finalized there is a lot of rumours on the line some are very sure that our place is set in the list while others are very sure we are not done talking about it yet. Could we get clarity on what is happening?

Answer: As of now, the Swoop Seniority has not been finalized. There have been various rumors circulating, some indicating that their place in the seniority list is set, while others suggest that discussions are still ongoing. However, the reality is that the seniority has not been concluded, and this matter will be addressed during the upcoming merger committee discussions.

Clarity regarding the finalization of the seniority list will be sought and deliberated upon, during the merger committee discussions.