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: 

1. 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. 

1. 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. 

1. 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.

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

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.

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.

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

CUPE 4070 Newsletter - September 2024

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:

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.

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.  

  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.  

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:

• Instagram

• Facebook Page

• Facebook Group

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

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

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

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

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

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

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. 

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

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

WestJet Mainline
  Schedule Dispute Period follows the language of the Collective Agreement, 
  WS - 34-2.02 In the event that a Cabin Personnel wants to address concerns with their issued monthly schedule, they will notify the Union representative on the Scheduling Review Committee within Seventy-two (72) hours of schedule release to review and respond.
**The form to file a Dispute can be found on SharePoint and will only be active for Seventy-two (72).  You can also find the form HERE.
  You do not need to fil out more than one dispute form for Pairing Disputes.  Please do not 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

Fatigue Reminder from your OHS Team

Dear Members,

Before each flight, it is important to ensure that you are fit for duty. You can do this by performing a self-check to assess your readiness for work. Workplace safety is among our top priorities, and we therefore encourage you to take all appropriate measures to ensure your safety and the safety of those around you.

Given the unpredictable nature of our jobs, it is vital to be prepared for any situation. While fatigue is always a concern, certain circumstances have led to elevated risks. Here are a few scenarios to be mindful of:

Reserve Holders:
Under the Collective Agreement, there is no maximum number of hours a reserve holder can be assigned. Reserve holders need to be especially vigilant and regularly assess themselves for signs of fatigue. 

European and Domestic Callouts:
Members may be called out after 12 hours of rest. This can lead to fatigue due to various factors and combinations of variables. Again, please self-assess your fitness for duty and if required follow the steps for booking off fatigued. 

Day Rest After a Red-Eye: 
While the current scheduling practices around day rest after red-eye flights do not violate the Collective Agreement, we understand the potential for increased fatigue. Specifically, we are pointing to recent pairings that include a red-eye flight with only 12-13 hours of day rest before operating again.  If you are assigned a pairing like this that you feel is fatiguing, you can proactively report it. If the fatigue team deems it as fatiguing, they can modify the pairing. We have been in contact with the fatigue team and SRC to advocate for modifications to these pairings in the future to better support your well-being. 

Please be proactive in monitoring your fatigue levels and report any concerns to ensure both your safety and the safety of our operations.

Please also refer to your respective collective agreement for the process on booking off.  

• WestJet: 34-29 BOOKING OFF FATIGUED  

• WestJet Encore: 34-25 BOOKING OFF FATIGUED 

Please ensure when you are reporting Fatigue that you send a copy of the report to your respective OHS committee below and include your Base Vice President. We have included some resources below to support our members in understanding signs and symptoms along with steps for both Proactive and Reactive Reporting.

Thank you for your attention to this important matter.

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

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: 

• Progress on the Act in Parliament

• CUPE National’s response to the proposed Bill

• Unpaid Work Won’t Fly Campaign

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.

Cooperators Insurance Discount:

---

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

Important Announcement - Closure of Encore YYZ Base

Dear Members of Local 4070,

  The executive board of Local 4070 are reaching out to you today with important information regarding a recent development that impacts our Local. We have received notification from the Company that Encore East Base will be closing its operations on September 30, 2024.

  Our intention in sending this email is to ensure that all our members are well-informed about this significant change within our Local.

  We want to reassure you that we are fully committed to working closely with the company to advocate for the interests and well-being of the affected members of the Encore YYZ Base.

  We understand that this news may raise questions and concerns among the affected members. We have sent a detailed email to our impacted Unit.

Please contact us if you have any concerns or questions.

---

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

WestJet Encore YYC Base VP - Heather Crippen
WestJet Encore YYZ Base VP - Marcus Johnston-McKinney

WR YYZ Base Closure Notification

Dear Encore Members,  

It is with mixed emotions that we inform you that the Company has notified the Union of their intention to close the WR YYZ CCM base on September 30, 2024, as per Article 47-2 of the Encore Collective Agreement. 

The closure of our base in Toronto will undoubtedly bring about changes that will impact each of us differently. We understand that this is a challenging and uncertain time for everyone, and we want to assure you that your voices matter.  

We will be addressing the impacts of the base closure and ensuring that your rights are protected throughout this transition. The company will arrange individual discussions with you and your DPM to discuss your specific situations in more detail. If you have further questions or concerns, we are here to help. We can join you in those meetings if needed.  

We prepared an FAQ to cover some standard questions, but if you have any other questions or concerns during this process, please contact us. 

Please contact us at:  

WR YYZ BASE  marcus.johnstone-mckinney@cupe4070.ca  
WS YYC BASE  heather.crippen@cupe4070.ca 

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Questions and Answers

Q&A: Understanding Your Rights with the Upcoming Base Closure of YYZ and Costs for Relocation or Accepting FLOW to Mainline.

ARTICLE 47-02 BASE CLOSURE

Question: When is the Union notified about the base closure at YYZ?  

Answer: The Company is required to formally notify the Union in writing at least ninety (90) calendar days before the anticipated closure date of the YYZ base.  The Company met with the Union ahead of the 90 days to inform the Union of the anticipated closure date that is set for September 30, 2024.  

Question: What is the purpose of the meeting between the Company and the Union before the base closure?  

Answer: The meeting is to discuss options to minimize the impact on affected Cabin Crew Members, to outline how the reduction process will take place, and to review the current Master Seniority List.  

ARTICLE 48 – RELOCATION Understanding Relocation costs.  

Question: What relocation assistance does the Company provide if I am required to transfer due to a base closure?  

Answer: The Company will provide relocation assistance only when a base is closed, and a Cabin Crew Member is required to transfer to another base.  

Question: What are the criteria for relocation at Company expense?  

Answer: Eligible relocation expenses will be paid by the Company if the Cabin Crew Member physically and permanently relocates their Designated Primary Residence to the new base, provided all the following conditions are met:  

• The relocation is from a residence outside a 160km radius of the new base.  

• The new residence is within a 160km radius of the new base.  

• The distance from the previous residence to the new residence is at least 80km.  

• The relocation occurs no more than twelve (12) months after the start of duty at the new base.  

Question: What relocation services does the Company provide?  

Answer: The Company will provide the services of a relocation services provider per the Company Crew Member Relocation Policy, including assigning a relocation services counselor for the full duration of the relocation. Eligible Cabin Crew Members must manage relocations through the Company’s relocation services provider.  

Question: What is the maximum amount the Company will cover for relocation costs?  

Answer: The Company will cover up to a maximum of forty thousand dollars ($40,000) for all associated relocation costs.  

Question: What costs are covered if I own my residence?  

Answer:  If you own your residence, the Company will reimburse up to thirty thousand dollars ($30,000) for costs associated with the sale and purchase of a new residence, including real estate commission fees, legal and notary fees, mortgage fees, and land transfer taxes (if applicable).  

Question: What costs are covered if I rent my residence?  

Answer: If you rent your residence, the Company will reimburse up to a maximum of three (3) months' rent for fees paid due to early termination of the lease. Damages to the rental property will not be covered.  

Question: Will the Company cover the cost of moving my vehicle?  

Answer: Yes, the Company will cover the expense of relocating one (1) vehicle, whether it is moved, shipped, or driven. If the vehicle is driven, reimbursement will be in accordance with the automobile allowance rates set by the Canadian Revenue Agency.  Please reach out to your manager for more information.  

Question: What about moving household goods?  

Answer: The Company will pay to move up to fourteen thousand (14,000) pounds of household goods, including packing, shipping, and storage for up to thirty (30) days. Only relocations to and from Canadian residences are covered.  

Question: Does the Company provide a house-hunting trip?  

Answer: Yes, the Company will provide a house-hunting trip and reimburse reasonable costs as per the Company Crew Member Relocation Policy. The trip must be completed on personal days off and will not be blocked or paid time.  

Question: Will I get time off for relocation?  

Answer: Eligible Cabin Crew Members will receive five (5) guaranteed consecutive days off with pay for relocation. Requests for this leave must be submitted at least seventy-two (72) hours before the close of monthly bidding for the month requested.  

Question: What proof of relocation documentation is required?  

Answer: Cabin Crew Members must provide proof of relocation, such as lease and real estate documents.  

Question: What happens if I leave the Company within twelve months of relocating?  

Answer: If a Cabin Crew Member leaves the Company within twelve (12) months of relocating, they must reimburse the Company on a prorated basis for any relocation payments received.   
 

FLOW MOA- Understanding your rights under the FLOW MOA  

Q&A: Understanding Your Rights with the Upcoming Base Closure of YYZ and Permanent Employment Offers with WestJet AP  
 

Question: What is the general process for transitioning from Encore to permanent employment with WestJet AP?  

Answer: Cabin Personnel at Encore may be offered permanent employment with WestJet AP, subject to the availability of vacancies.  

Question: Are there any conditions where WestJet AP is not obligated to offer permanent employment to Encore?  

Answer: Yes, WestJet AP is not obligated to offer permanent employment if it determines it is sufficiently staffed to meet its operational requirements or if there is insufficient acceptance of the offers by the Cabin Personnel to meet the minimum offer thresholds. Additionally, if expected vacancies no longer exist due to unforeseen circumstances, WestJet AP may cancel issued offers of permanent employment no less than seven (7) calendar days before the specified start dates.  

Question: What happens to my employment and seniority with Encore if I accept permanent employment with WestJet AP?  

Answer: If you accept permanent employment with WestJet AP, your employment and seniority with Encore will terminate as per the MOA. This is a voluntary option and a condition of FLOW offer. 

Question: What if I fail the initial training at WestJet AP after accepting an offer of permanent employment?  

Answer: If you fail the initial training at WestJet AP, you will be eligible to return to permanent employment at Encore YYC. You will be ineligible to be offered permanent employment with WestJet AP for 24 months (about 2 years) from the date you return to work at your prior company.  

Question: Are there any eligibility requirements to be offered permanent employment with WestJet AP?  

Answer: Yes, you must have completed a minimum of 24 months of active service as Cabin Personnel with Encore. Additionally, you must meet the minimum hiring standards of WestJet AP and have no active discipline greater than a written warning or ongoing disciplinary investigations.  

Question: Is acceptance of an offer of permanent employment with WestJet AP voluntary?  

Answer: Yes, acceptance of an offer is voluntary.    

Question: What happens to my pay and what is my seniority date if I accept permanent employment with WestJet AP?  

Answer: Upon accepting an offer of permanent employment, your rate of pay will move to the closest rate of pay (rounded up) without exceeding the maximum rate or falling below the minimum rate for that position. Your seniority with WestJet AP will begin to accrue from the date of successful completion of the WestJet AP in-class initial training.  

Question: Will my accrued service with Encore be recognized at WestJet AP?  

Answer: Yes, your accrued service with Encore will be recognized for vacation allotment and retirement eligibility calculations at WestJet AP.  

Question: What are the requirements for returning property to Encore?  

Answer: Upon accepting an offer of permanent employment with WestJet AP, you must return all property of Encore by no later than your start date at WestJet AP. Failure to return the property will result in being placed on unpaid leave at WestJet AP until the property is returned 

Question: How is discipline and termination handled during the transition to WestJet AP?  

Answer: Your disciplinary record will transfer with you to WestJet AP. Any active grievances at the time of accepting permanent employment will continue at the company where the grievance arose. Arbitration awards or resolutions will bind the parties at the company where the incident occurred. 

Question: What are the specific provisions for Encore Cabin Personnel regarding the waiting period and eligibility for the WestJet AP WSP under the Flow MOA? 

Answer:  Waiver of 180-Day Waiting Period: Notwithstanding Section 4.3.1 of the Flow MOA and Article 44-1.01 of the WestJet AP Collective Agreement, Encore Cabin Personnel will not be required to serve the 180-day waiting period to be eligible to participate in the WestJet AP WSP upon commencing permanent employment with WestJet AP under the Flow MOA. However, they must meet all other eligibility requirements of the WestJet AP WSP to participate. 

• Unvested Matching Contributions: Encore and Swoop Cabin Personnel who commence permanent employment with WestJet AP under the Flow MOA will not be entitled to receive any unvested matching contributions to the WSP from Encore upon their cessation of employment with that company. 

• Administrative Waiting Period: Despite the waiver of the 180-day waiting period, there may be an administrative waiting period for Encore Cabin Personnel to allow WestJet AP to facilitate their enrollment in the WestJet AP WSP. Encore Cabin Personnel will not be entitled to participate in the WSP until this administrative waiting period has concluded.

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

WestJet Encore YYC Base VP - Heather Crippen
WestJet Encore YYZ Base VP - Marcus Johnston-McKinney

Tentative Agreement Achieved

Dear Members,

We are pleased to announce that AMFA and WestJet have reached a Tentative Agreement. We are relieved and delighted that this positive outcome was achieved at the bargaining table. Congratulations to both parties on this accomplishment.

Please monitor your company email for further updates and information.
 

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

WestJet Encore YYC Base VP - Heather Crippen
WestJet Encore YYZ Base VP - Marcus Johnston-McKinney

AMFA Strike Day 3 Update

Dear Members,

The Company has shared a communication via email and CCD. We have been working closely with Inflight Leadership to ensure our members interests and needs are a top priority.  Please ensure you monitor your communications regularly for the latest updates on this ever-evolving situation.

Today, the Company, the Union representing the AME's and Tech Ops, and the CIRB have resumed discussions starting at 0900 PST. We are closely monitoring these discussions and at this time they are ongoing.  

Many of you have expressed a desire to show support for our Tech Ops and AMEs during this legal strike. Here are a few ways you can demonstrate your solidarity:

1. Visit the Picket Line: Join them at one of our bases. Please remember not to wear your uniform when visiting the picket line.  

2. Social Media Engagement :Like and follow CUPE 4070 on Social media and share our posts.  

As this is a legal strike, we must remain united. Our time will come, and when it does, we will need the respect and support of our fellow colleagues. Your solidarity now ensures we all stand stronger together in the future.  The Local remains committed to supporting you through these disruptions.

Thank you for your continued professionalism and unity. 

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 - Brandy Whitby
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

Common Questions Being Asked by Encore Members

Dear Encore Members,  
 

This Question and Answer aims to clarify the notification process for delays, Pairing Extension pay and reassignment articles. Your continued support of the AMEs is critical in helping our fellow workers achieve a fair first collective agreement. We want to acknowledge that the past several days has been stressful for many members and our goal in the coming days is to continue to provide you with the most up-to-date information possible and help you navigate this challenging time. 

This situation is continually evolving, so please continue to watch both your Company email and personal email for further updates. 

Thank you 

Questions and Answers

34-13 NOTIFICATION OF A DELAY AT BASE PRIOR TO PAIRING REPORT 
 

Question: What happens if the Company becomes aware of a delay before my Report Time? 

Answer: The Company will notify you of the delay if it becomes known before your Report Time.   

Question: Will the Company call me within twelve (12) hours of the Release Time of my previous duty period?  

Answer: No, the Company will not call you within twelve (12) hours of the Release Time of your previous duty period unless they can provide you with a minimum of twelve (12) hours rest from the time of the call until the updated Report Time. 

Question: What if I am notified at least two (2) hours before my originally scheduled Report Time? 

Answer: If you are notified at least two (2) hours before your originally scheduled Report Time, your Report Time will be adjusted based on the revised flight departure time as per 34-8.02. 

Question: What if I am notified less than two (2) hours before my originally scheduled Report Time? 

Answer: If you are notified less than two (2) hours before your originally scheduled Report Time, your duty period will commence at the originally scheduled Report Time.

Question: Will contacting me within these time parameters be considered a disruption of rest? 

Answer: No, contacting you within the time parameters outlined in 34-13.01 to 34-13.03 will not be considered a disruption of rest. 

Question: Are automated notifications considered a disruption of rest? 

Answer: No, any notifications received from an automated notification system will not be considered a disruption of rest regardless of the time the notification is received.   

 34-14 NOTIFICATION OF A DELAY AWAY FROM BASE DURING A LAYOVER 
 

Question: What happens if the Company becomes aware of a delay before my Report Time while I am away from base on a layover? 

Answer: The Company will notify you of the delay if it becomes known before your Report Time while you are away from base. 

Question: Will the Company call me within ten (10) hours of the Release Time of my previous duty period during a layover? 

Answer: No, the Company will not call you within ten (10) hours of the Release Time of your previous duty period unless they can provide you with a minimum of ten (10) hours rest from the time of the call until the updated Report Time. 

Question: When will the Company call me to notify me of a delay during a layover? 

Answer: The Company will not call you earlier than one and one half (1.5) hours prior to the originally scheduled Report Time. 

Question: What if the Company calls me between one and one half (1.5) hours and forty-five (45) minutes before my originally scheduled Report Time? 

Answer: If the Company calls you between one and one half (1.5) hours and forty-five (45) minutes before your originally scheduled Report Time, your Report Time will be adjusted based on the revised flight departure time as per 34-8.02. 

Question: What if the Company calls me less than forty-five (45) minutes before my originally scheduled Report Time? 

Answer: If the Company calls you less than forty-five (45) minutes before your originally scheduled Report Time, your duty period will commence at the originally scheduled Report Time. 

Question: Will contacting me within these time parameters during a layover be considered a disruption of rest? 

Answer: No, contacting you within the time parameters outlined in 34-14.01 to 34-14.04 will not be considered a disruption of rest. 

Question: Are automated notifications during a layover considered a disruption of rest?  

Answer: No, any notifications received from an automated notification system will not be considered a disruption of rest regardless of the time the notification is received. 

ARTICLE 41-6 PAIRING EXTENTION PAY 

OPERATIONAL EXTENTIONS 
 

Question: What happens if I am extended by the Company beyond 0259 LBT into a Day Off? 

Answer: If you are operationally extended beyond 0259 LBT into a Day Off, you will be entitled to premium pay of four (4) hours at one and one-half (1.5) times your regular rate of pay. 

Question: How is the premium pay calculated if I am extended into a Day off?  

Answer: The premium pay is calculated as four (4) hours at one and one-half (1.5) times your regular rate of pay. 

  SUBSEQUENT PAIRING MODIFICATIONS 

Question: What happens if my extension results in the removal or modification of a subsequent pairing? 

Answer:  If your extension results in the removal or modification of a subsequent pairing, you will be pay protected for that subsequent pairing unless the extension results in a greater Credit entitlement than the subsequent pairing would have originally provided. 

Question: What does "pay protected" mean in this context? 

Answer: "Pay protected" means that you will receive compensation as if you had worked the subsequent pairing, ensuring you do not lose earnings due to the operational extension. 

VOLUNTARY EXTENSIONS  
 

Question: Can I be asked to extend my pairing by adding flight segments?  

Answer: Yes, the Company may ask you to extend your pairing by adding flight segments after the completion of your scheduled pairing.  

Question: Is accepting an extension after my scheduled pairing mandatory?  

Answer: No, accepting such an extension is entirely voluntary. 

Question: How will I be compensated if I accept a voluntary extension by adding flight segments? 

Answer: If you accept a voluntary extension, you will be paid premium pay of one and one-half (1.5) times your regular rate of pay for the actual Block Time of the additional flight(s). 

ARTICLE 34-15 REASSIGNMENT 

Question: What does reassignment mean under this article? 

Answer: Reassignment means that the Company can change your assigned flight(s), activate you on a Deadhead flight(s), or place you on RTD (Ready to Duty) reserve as needed for operational purposes. 

Conditions for Reassignment 
 

Question: Can I refuse a reassignment if the new Report Time is earlier than my original Report Time? 

Answer: Yes, you are not required to accept a reassignment if the Report Time of the first duty period of the new pairing is earlier than your originally scheduled Report Time. 

Question: Can I refuse a reassignment if the new Release Time is significantly later than my original Release Time? 

Answer: Yes, you are not required to accept a reassignment if the Release Time of the last duty period of the new pairing is more than four (4) hours later than your originally scheduled Release Time. 

Exceptions and Extensions 
 

Question: What if there's a delay or cancellation that extends the Release Time? 

Answer: A delay or cancellation that extends the Release Time is not considered a reassignment. You are required to complete the pairing, subject to maximum duty periods. If a cancellation extends your Release Time, Crew Scheduling will return you to your base as soon as possible. 

RTD Reserve 
 

Question: What happens if there are no alternate flights available for reassignment?  

Answer: If no alternate flights are available, you will be placed on an RTD Reserve Period with a call-out window starting no earlier than two (2) hours before the scheduled Report Time of the removed flight(s). For subsequent RTD reserve periods, the call-out times will align with the windows outlined in Article 35 – Reserve. 

Question: How is my pay affected if I am reassigned to RTD Reserve? 

Answer: If reassigned to RTD Reserve, you will receive the greater of the original pairing Credit or the actual operated Credit Hours of the pairings assigned during the RTD Reserve Period(s), reconciled in accordance with Article 41 – Pay Administration. 

Reassignment While on a Layover 
 

Question: Can I be reassigned while on a layover?  

Answer: Yes, the Company can reassign you while you are on a layover. 

Question: Will the Company call me for reassignment during my rest period on a layover? 

Answer: The Company will not call you for reassignment within ten (10) hours of the Release Time of the previous duty period unless they can provide you with at least ten (10) hours of rest from the time of the call until the updated Report Time. 

Question: Are automated notifications considered a disruption of rest? 

Answer: No, notifications received from an automated notification system will not be considered a disruption of rest, regardless of the time they are received. 

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 - Brandy Whitby
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

Open Letter from President of CUPE National Mark Hancock to Labour Minister

CUPE’s National President Mark Hancock sent the following letter to Minister of Labour Seamus O’Regan, about the legal strike of WestJet’s mechanics:
 

Dear Minister O’Regan:

I write to express my concern with your statement on June 29 following the Canada Industrial Relations Board order upholding the WestJet mechanics’ right to strike.

The right to strike is protected under the Canadian Charter of Rights and Freedoms. We are deeply concerned by your statement that the Board’s decision on June 28 upholding this right was “inconsistent” with your direction. You are required to use the power granted to you under the Canada Labour Code in a manner consistent with the Constitution.

In our view, forced arbitration is an attack on the collective bargaining process that is incompatible with the Constitution. Additionally, attacking the right to strike only serves to further undermine the foundations of industrial peace and the freedom of association that the Constitution protects. I therefore call on you to respect the Board’s decision on the right to strike, and to refrain from interfering with the right of the WestJet mechanics to lawfully withdraw their labour.

Sincerely,

MARK HANCOCK

National President

AMFA Strike Day 2 Update

Dear Members,

By now, you’ve heard that the Company will be winding down operations to 30 aircraft between both WestJet and WestJet Encore. These significant changes will disrupt your schedules in the coming days. Please reach out to your DPM or Crew Scheduling via the chat app or phone if you have any questions or concerns regarding this situation.
 
This afternoon, there will be a meeting between the CIRB, AMFA, and WestJet, as the situation remains fluid. We will keep you updated as more information becomes available.

While at work, please continue to operate with the professionalism and attention to safety that defines us. Do not let the current environment distract you from our safety-sensitive work. As this is a legal strike, we must remain united, our time will come and we will need respect and support from our fellow colleagues.

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 - Brandy Whitby
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

AMFA Strike Action

Dear Members,

By now, you would have heard the news that AMFA went on strike at 7:30 PM EST. Please be advised that this situation is fluid, and you should continue to monitor your Company email for updates. If you have any questions, please reach out to your DPM or Crew Scheduling.

In these circumstances, we remain under the responsibility of the Company as our Collective Agreement remains valid and in effect.

Should you encounter a picket line and have any concerns about crossing it to access work, please be advised you must contact the Company as they will provide further instructions and support.

Thank you for your attention.  

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 - Brandy Whitby
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