Members Paying for Hotels and Transportation

Dear Members, 

As your Union Executive, we understand the importance of ensuring fair and just working conditions for all our members. Today, we want to address a recurring concern about hotel bookings and transportation arrangements during layovers. 

Many of you have reached out expressing valid concerns about not having the funds or even access to a credit card to cover unexpected expenses when the Company fails to arrange for hotel accommodation or transportation. Additionally, there have been expressed worries about the lengthy processing times for reimbursement.  

We recognize and share these concerns, and we want to ensure that our members are clear on the following points. 

• It is not your responsibility to use your personal funds to secure rooms or cover transportation costs on the company's behalf.  

• In an IROP situation -when approved by the Company-  It is an individual Crew Members Choice.

We have taken this route in the past -during IROPs out of necessity, but it is important to emphasize that this practice, while providing a temporary solution, does not address the root issue in the long run.  

Using personal funds can inadvertently mask the severity of the problem, and the Company may not fully grasp the challenges faced by our Cabin Crew members. We need to highlight that this is not a sustainable solution and should not be considered an acceptable workaround. 

If you have experienced or are currently facing any issues related to hotel bookings or transportation arrangements, please reach out to your Base VP. It is essential for us to collectively advocate for systemic changes that ensure the company consistently fulfills its responsibility to fund its operations, including appropriate arrangements for accommodations and transportation. #Nobandaidsolutions 

The Union is actively engaging with the Company to streamline processes, reduce processing times for reimbursement, and implement measures to prevent such oversights in the future. Your well-being and rights as employees are our top priority, and we appreciate your cooperation in reporting and addressing these issues collectively. 

Code of Conduct Reminder

Dear 4070 Members, 

Your Union Executive would like to remind all Members to be mindful of their conduct while on duty, on social media platforms and online applications. While your Union shares similar frustrations that are vented and posted online, we are reminding the membership to conduct themselves in a respectful and professional manner.  

We have seen a significant increase in meetings this past year regarding social media posts whether personal or public that violate WestJet’s Code of Business Conduct, which has resulted in disciplinary action being taken against the Member. Your Union highly recommends our Members to take a moment and review WestJet’s Code of Business Conduct if you need a refresher. Below will be some generic examples of what to be mindful of. 

Think Before You Post on social media: Before sharing any content, take a moment to consider the potential impact it may have on you as a crew member but also the impact it has against WestJet as per the Code of Business Conduct policy. 

• Example: Posting a video or a photo of yourself or other crew members in uniform and talking about how bad the company is treating you during an IROP is unacceptable. There are other avenues for this such as reaching out to your leadership team, your union, and submitting an IHR about the situation you are facing. Posting your frustrations at the company to social media can and most likely will result in a meeting and or disciplinary action if the post violates the Code of Business Conduct in any way. 

Be Situationally Aware: Be mindful that your voice can carry while in a jumpseat or in the back galley and Crew engaged in discussion that puts the Company in a negative light while in uniform at work violates the Code of Business Conduct. 

• Example: While you’re in the back galley or in the jumpseat, refrain from discussing your dissatisfaction of your working rules, pay, or any other topics that may be reserved while off duty and not within the ear shot of guests. 

Maintain Confidentiality: Refrain from sharing confidential or proprietary information about the Company, the Operation, or your colleagues.  When in doubt- leave it out.

Respectful Interaction: Treat others in person and online with the same respect and courtesy you would in person. Avoid engaging in online arguments or making negative comments about colleagues, guests or the company. 

• Example: Posting negative comments about a colleague on social media can warrant a Workplace Violence and Harassment meeting.  This also includes shaming a guest online by posting a picture of the mess they left in a row after deplaning.  

Conduct Yourself in a Professional Matter with Crew Scheduling: **Calls are recorded. Please be mindful in your interactions with Crew Scheduling as we have seen several members receive follow up because of their interactions with Crew Scheduling. Additionally, if you believe you are not being treated respectfully, please ensure you report this to both the Company and Union.  

• Example: Being disrespectful or argumentative with Crew Scheduling can result in a meeting and or discipline. Labour law gives the worker the grievance process- Work now - grieve later. 

Separate Personal and Professional: While we encourage you to express yourself online, be mindful of the boundary between personal and professional life. Avoid posting content that may be perceived as unprofessional or inconsistent with our company values when in uniform. We advise that any personal posts not related to the workplace be done out of uniform to avoid and violation of any policy. 

If you have any questions or concerns regarding online conduct, please feel free to reach out.

Important Notice Regarding Sick Bank Allotment 2024

Dear Members, 

 
We would like to share an update regarding the Sick Bank allotment and clarify some essential information. 

The Union has inquired with the Company about the Sick Banks and the reflection of the new allotment of days for the upcoming year. The Company shared that they are reconciling the Sick Banks to the previous year's records before updating them with the new round of days. 

It's crucial to note that, regardless of whether the updated days are currently reflected in the Rainmaker or any other system, the entitlement to these sick days is in effect. Our members are entitled to the new allotment of days for the current year, and the delay in the system update does not impact your rights. 

We understand the importance of having accurate and up-to-date information, and we assure you that the Union is actively engaging with the company to ensure a prompt resolution and an accurate reflection of your Sick Bank entitlements. 

In the meantime, please be reassured that the Sick Bank days for the new year are available to you, and you have the right to utilize them when needed. If you encounter any challenges or have concerns about accessing your entitled sick days, please reach out to your DPM. If they are unable to resolve, reach out to the Union for assistance.  

Your CUPE 4070 Executive Team

ALPA Encore Conciliation

Dear Members,  
 

Following the recent update on the ALPA Encore MEC's decision to file for conciliation, we want to provide you with additional details regarding the next steps in the process. 

With the formal request for conciliation made, the Minister of Labour now has a 15-day window to appoint a Conciliation Officer. Once appointed, the Conciliation Officer will engage with both parties over a period of 60 days to facilitate discussions and negotiations with the aim of reaching a mutually agreeable resolution. 

Here is an overview of the anticipated timeline: 

1. **Appointment of Conciliation Officer (Day 1-15):** The Minister of Labour has up to 15 days to appoint a Conciliation Officer. 

2. **Conciliation Period (Day 16-75):** The Conciliation Officer will work with the parties for a total of 60 days to assist in reaching a comprehensive agreement. 

3. **Impasse and Cooling-Off Period (Day 76-96):** If, after the 60-day conciliation period, both parties remain at an impasse, a 21-day cooling-off period will commence. 

4. **Self-Help Period (Day 97 onwards):** After the cooling-off period, if an agreement is still not reached, the parties may engage in self-help activities, which can include work stoppages, strikes, or other lawful actions. 

We understand that these developments may cause some uncertainty. Throughout this process, our commitment to transparency and open communication remains. We will keep you informed of any significant developments, milestones, or changes as the information becomes available.  

We encourage you to reach out with any questions or concerns you may have.

WR Base Vice Presidents' Update

As we begin the New Year, we face new challenges with the incoming integration of Sunwing flight attendants and the effect that will have on our operation and our seniority when flowing to WestJet.  The union is creating opportunities for us to be more involved in these discussions, but also, there are many positions within the union that are currently vacant. The roles do vary in time commitment and scope, so take a look at the bylaws or send Marcus (your Encore Base VP) an email if you are interested in becoming more involved (marcus.johnstone-mckinney@cupe4070.ca).   
 

Now is a great time to get involved in the union because we will be starting the process in the next year to bargain for our next collective agreement. This will be a large undertaking and the more people we have involved, the better we can represent our interests and improve our working conditions.   

Adrian’s Personal Base VP Update
 

I would like to take this opportunity to announce that I am stepping down as YYC Encore Base VP and resigning from WestJet Encore. I have been offered (and accepted) a new career opportunity and am very excited to start a new journey. 
 

I thank everyone here at Encore past and present, for making such a positive and profound impact on my life. I will remember my time as an Encore flight attendant fondly because of the fantastic people I met and the fun I had working alongside them. Whenever I hear the rumble of the Q overhead, I will think of the flight attendants on board and hope that there’s no turbulence and that they are having the most amazing pairing ever.   

Marcus will be taking over the WR YYC Base VP role in the interim, so please contact him at the above listed email.

-Adrian Dayrit 

CUPE 4070 Newsletter - January 2024

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

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

President's Update
 

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

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

Interested in Joining the Union?
 

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

Menstrual Hygiene Products

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

Anti-Scab Legislation
 

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

Transportation Requests for Guests on Your Layover

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

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

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

Seniority Merger Types Information

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

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

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

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

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

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

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

Or any combination of the above could be used. 

Reminder - Contacting the Union

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

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

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

Sick/Personal Time
 

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

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

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

The Grievance Process

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

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

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

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

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

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

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

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

**DO NOT USE YOUR WORK EMAIL ADDRESS**

Galley Gossip

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

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

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

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

Farewell 2023, Happy New Years 2024

Dear Members,  
 

As we bid farewell to the year gone by, we want to extend our warmest wishes for a bright and prosperous New Year to each and every one of you. 
 

The past year brought its share of challenges, but it also showcased our unity and resilience as a Union as we navigated several changes including the closing of an Airline.  Your dedication and solidarity have been the cornerstone of our collective strength, enabling us to navigate difficult times together. 
 

As we step into the New Year, let's carry forward this spirit of unity. Together, let's continue to support each other, strive for our common goals, and face the upcoming year's challenges with determination. 
 

May this New Year bring you success, good health, and fulfillment in all your endeavors. 
 

With warm regards, 

Seasons Greetings to All Our Members

Dear Union Members, 
 

As the holiday season approaches, we extend our warmest wishes to you. The aviation industry operates tirelessly year-round, and your dedication is the cornerstone of its success. 
 

In the spirit of holidays, we want to convey our heartfelt appreciation for your unwavering commitment and your efforts in ensuring the safety of air travel, especially during this time of year. 
 

For those fortunate to be able to enjoy the holidays at home, we hope this season brings you moments of well-deserved rest and joy, surrounded by loved ones. Take this time to recharge and reflect on your significant role in the aviation sector. 
 

To those who find themselves away from home, diligently working over the holidays, we express our deepest gratitude. Your sacrifice allows others to be with their families during this special time. Your dedication is not only admirable but also vital to the smooth operation of the airline industry. 
 

From all of us at the Union, we wish you a joyful and serene holiday season, filled with the company of loved ones or colleagues, depending on your circumstances. You are part of a robust and supportive union community, and we anticipate a successful and prosperous year ahead for all. 
 

Warmest Holiday Wishes 

ADCP Update: Union Drive of Porter Airlines

As you may already know, CUPE is currently working to unionize the flight attendants at the last remaining non-unionized major airline in Canada - Porter Airlines.

The Porter union drive is underway and hundreds of flight attendants have already signed their cards to join CUPE and become part of Canada's flight attendant union.

Unionizing flight attendants at Porter will help us raise the floor and improve standards for all flight attendants across the industry, and strengthen our collective voice at bargaining tables across the country.

CUPE's Airline Division stands in full support of the drive to bring the protection and benefit of union membership to Porter flight attendants.

We are now calling on our locals and our members to help us expand the reach of this campaign, by encouraging your members to get more information about the drive and get involved at porter.cupe.ca.

If you know a flight attendant at Porter, you can reach out to them to tell them about the difference a union can make in improving their wages and working conditions. They can take the first step by signing their card to join CUPE at porter.cupe.ca.

Together we can help bring this union drive across the finish line.

WR ALPA Pilots Bargaining Update

Dear Members, 
 

We share this update with you as we stand in solidarity with WestJet Encore MEC ALPA as they are at the table bargaining their second contract with the Company. We continue to stand in solidarity with our fellow Union groups at the Company and share this update with you to provide insight on the bargaining process. Learning about bargaining and how our Company responds to its Union groups is valuable to us as we will soon find ourselves at the bargaining table in 2025. 
 

WR ALPA PILOTS BARGAINING UPDATE: CLICK HERE

 
To stay in the know with CUPE 4070 communications, stay subscribed to our eNewsletters and our social media accounts on Instagram and Facebook.

Volunteering this Holiday Season

Dear Members, 
 

Thank you all for your dedication and commitment, particularly as we approach the busy holiday season. The Company recently posted a request for volunteer support at the airports during this period, and we understand the admirable desire to assist and show support for other bargaining units during this festive time. 
 

However, we wish to encourage our Membership that if anyone intends to volunteer during the holiday season, it would be more beneficial to consider contributing within their own communities and charitable organizations. While we recognize and share the passion for our guests – especially during this festive period – the recent company request for volunteer support does raise some concerns. 
 

We want to underscore the significance of preserving the distinct roles and agreements within different bargaining units. Several members have expressed concerns about potentially volunteering for tasks that might belong to different bargaining units, such as undertaking responsibilities like pushing wheelchairs and other related Customer Service Agent (CSA) duties.  
 

Ensuring that tasks align appropriately with respective roles and agreements is pivotal in maintaining the integrity of our bargaining units. While the spirit of camaraderie and support is highly commendable, it is equally crucial to uphold the boundaries and responsibilities delineated within our agreements. 
 

We appreciate your understanding and cooperation in this matter. Your dedication to maintaining the integrity of our roles within respective units is vital as we navigate through this busy season. 

Thank you for your ongoing support and dedication 

#unpaidworkwontfly 
#12daysofunpaidchristmas

Travel Safely: Advice & Tips from Your Health and Safety Team

Dear Members,

In the current landscape, finding absolutely safe destinations can be challenging. However, don’t let this deter you from enjoying your overnights. To ensure a safe experience, it's crucial to take some precautions and be prepared. 

Safety Measures at Home: 

• Keep Documentation Secure: Have a scanned copy of your passport saved in your email or on a secure platform. Inform family or friends about your whereabouts during your pairing. 

• Research: Before your pairing, research your destination. Check for safety concerns or travel advisories on Aviation security portals like Comply 365. Follow company advice and guidelines. 

Safety Measures During Travel: 

• Planning: Map out your itinerary and research the safety of your destination. Consider using reliable sources like travel guides, blogs, news sites, and advice from experienced travelers or hotel staff. 

• Guided Excursions: Opt for recommendations from the hotel for excursions. While they may cost more, these recommended services are likely to maintain professionalism to uphold their relationship with the hotel. 

Additional Safety Tips: 

• Inform Others: Share your plans with Cabin Crew members and someone back home. This ensures someone knows your whereabouts in case of an emergency. 

• Night Safety: Avoid venturing out alone at night. Explore during the day and stay close to the hotel or with other Cabin Crew members after dark. 

• Blend In: Respect local culture by dressing appropriately. Avoid flashy displays of expensive items like cameras or smartphones. 

• Alcohol Consumption: Exercise caution with alcohol consumption. Drink responsibly and limit intake to ensure your safety and return to the hotel. 

• Mindful Communication: Refrain from oversharing details about being flight crew with strangers, as this might make you a target. Exercise caution in your interactions and meetings. 

• Trust Your Instincts: Always trust your instincts. If a situation feels uncomfortable or unsafe, leave immediately. Appear confident even if you feel uncertain internally. 

12 Days Of Christmas - Unpaid Work Won’t Fly - ADCP

Canada's flight attendants launch "12 Days of Unpaid Work" series to kick off busy holiday travel season

The union representing flight attendants across Canada has launched a "12 Days of Unpaid Work" series in advance of the busy holiday travel season, to highlight the myriad ways flight attendants are forced to work for free for major airlines.

You can view the series here.

"All we want for Christmas this year is pay for time worked," said Wesley Lesosky, President of the Airline Division of the Canadian Union of Public Employees (CUPE), which represents 18,500 flight attendants at ten airlines in Canada. "Airline executives across Canada need to know that forcing overworked flight attendants to work unpaid for almost a full work-weekevery month is a one-way ticket to the naughty list."

The series is part of CUPE's Airline Division's Unpaid Work Won't Fly campaign, a joint effort of ten airline groups to combat the abuse of unpaid work in the airline sector which sees the average flight attendant work 35 hours per month unpaid.

As a general rule, flight attendants are only compensated while the aircraft is in motion – which means countless duties ranging from pre-flight safety checks to boarding, to deplaning, to customs and security are not paid. Learn more at unpaidworkwontfly.ca.

International Human Rights Day

Dear Members, 
 

As we approach December 10th, International Human Rights Day, we wanted to take a moment to shed light on the importance of this global observance. 
 

This significant day commemorates the adoption of the Universal Declaration of Human Rights by the United Nations General Assembly in 1948. The declaration proclaimed the inalienable rights entitled to every human being, irrespective of race, color, religion, sex, language, political or other opinion, national or social origin, property, birth, or other status. 
 

It serves as a powerful reminder of the need to continuously advocate for principles of equality, justice, and dignity for all individuals worldwide. Human Rights Day symbolizes hope and solidarity, urging us to uphold human rights universally and address the challenges that persist. 
 

Recognizing the progress made in advancing human rights is crucial, yet there remains much work to be done. Each of us is called upon to contribute to a world where human rights are respected and safeguarded in every facet of society. 
 

At CUPE Local 4070, our steadfast commitment remains unwavering in championing human rights, fostering inclusivity, and supporting initiatives that promote diversity and equality. 
 

Thank you for your shared dedication to this noble cause. 
 

Executive Board Local 4070  

Hotel and Transportation Committee Updates

Dear Members, 
 

Please see find attached 2023's final update from the Hotel and Transportation Committee.

WestJet Encore (WR) Please Click Here

WestJet (WS) Please Click Here

Election Results, Voting Round 2, December 8, 2023

Good day Members,

Below you will find the election results for round two of voting.  A big Thank You to all who put their names forward to run and Thank You to everyone one who participated and voted.

ELECTED POSITONS:
 

1x CUPE 4070 Trustee (2023-2026)
Meghan Gulliver - 56.3%
Marla Grimmeyer - 43.7%

1x WS YYC Health & Safety Committee
Kruti Sutaria - 56.7%
Meghan Gulliver - 43.3%

Electoral Officer: 
The Electoral Officer for this by-election will be Jael Gosselin, WestJet YYC Base Cabin Crew Member.

Returning Officer: 
The Returning Officer for this election will be Colleen Tracey, WestJet YYC Cabin Crew Member.Respectfully,
Calvin Gautschi
Recording Secretary - CUPE 4070

Importance of IHRs

Dear Members,
 

We’d like to take the time to remind you of the importance of submitting reports to the company for further investigation. Submitting IHR’s can be taxing and feel as if “nothing ever changes. What’s the point of submitting?”. We get it. But that belief is actually incorrect. Your OHS team alone receives tons of emails a month for safety related issues, and we can use this data to help make changes within the company. The amount of IHR’s we receive is not nearly close to how many incidents happen without being reported.  

Unfortunately, without these reports your OHS committee and union do not have a leg to stand on. Things like the last row of seats, bathroom lines, faulty equipment, etc. all need to be reported. If the company is not made aware of these issues, they will continue business as usual because they do not have any supporting data showing we have nowhere to sit during turbulence, or that the bathroom lines are an actual issue.  

A good tip for reporting is to write it up while you’re on duty, as close to the moment as you can. That way the incident is fresh in your mind and you’re less likely to leave out details, no matter how small. Every single detail helps us build a case for the company and why things need to change. For example, any time we hit turbulence and you have nowhere to secure yourself, write that up. Anytime you cannot complete service due to weather or bathroom lines, write that up. This allows us to advise the company on what is and is not working within our day-to-day operations.  

Unsure on how to write an IHR? Your CCD has an e reporting app that will take you through the steps of what information is needed. There is a lot of required info that may not seem necessary, but anything like tail number or flight information helps us to track how often these issues happen with specific planes or flight segments. Unsure what to write? IHR’s should not contain any emotion or feelings unless it directly relates to the incident. Every big or small detail is best that way we can capture the whole picture. Still unsure how to go about writing an IHR? There are peer support mentors in the crew rooms or online available to assist you! Search “Peer Support Mentors” on your CCD for hours and crew rooms. 

We would like to give a big thank you to all who are submitting reports. We have received a huge influx of reports in the last month. Great job everyone, please keep filling our inboxes! That’s how we can promote change.  

OHS COMMITTEE,
in collaboration with the Executive Board 

Safer Union Workspaces

Our role as Cabin Personnel holds a fundamental responsibility—to ensure the safety and comfort of our guests and fellow Crew Members. This duty is at the core of our work and requires our dedicated commitment. 

However, we acknowledge the challenges we face—the challenges of our working conditions in our industry, the demanding nature of network scheduling, compounded by the changes accompanying the Company's growth. 

Our community is unlike any other workforce - we may work together today and then cross paths several years later. We are away from our homes days at a time and live in different parts of the country. We come from different backgrounds, livelihoods, external hires, internal hires, flowees, integrate-ees, etc.  

The daily stress that we individually carry, varies from person to person and circumstance to circumstance.  

What connects us all is the work we do, the Company we work for, and responsibilities we carry in maintaining the safety of our guests and fellow Crew while delivering an exceptional and memorable service.  

While our individual circumstances may differ, our dedication to our work and the standards set by our Company remain constant. Equally important is our collective responsibility to create an environment free from harassment, discrimination, and bullying. 
 

Let's communicate openly and professionally, showing consideration for each other. In case of workplace violence or harassment, know that there are channels in place for reporting, such as the DPM, SharePoint, and other mechanisms outlined in our Workplace Violence and Harassment Policy as per Bill C-65 

In our work towards a safer workspace and union space, we ask you to pledge with us for a safer space. 

For resources and more information on Safer Union Spaces, please click here. 

National Day of Remembrance and Action on Violence Against Women

Dear Members,  
 

Today, on the National Day of Remembrance and Action on Violence Against Women, we pause to reflect on the importance of this day and the collective responsibility we share in addressing gender-based violence.
 
December 6th holds a solemn significance, as it marks the anniversary of the tragic École Polytechnique massacre in 1989. On this day, 14 young women lost their lives simply because of their gender. It serves as a powerful reminder of the ongoing challenges faced by women and girls, and the urgent need for continuous efforts to build a society that is free from violence and discrimination.
 
This year, let us honor the memory of those lives lost and raise awareness about the pervasive issue of gender-based violence. By doing so, we not only pay tribute to those who have been affected, but we also commit ourselves to fostering a culture of respect, equality, and empowerment.
 
Together, let us stand united against gender-based violence and work towards a future where everyone can live without fear and discrimination.

To learn more about how you can support someone or learn about help and assistance: 
Canadian Women's Foundation 
https://canadianwomen.org/the-facts/gender-based-violence/
 
Government of Canada
https://women-gender-equality.canada.ca/en/commemorations-celebrations/16-days/help.html
 
Gender Equality and Supporting Women and Girls 
https://canadianwomen.org/the-facts/gender-based-violence/
 
CUPE Domestic Violence Bargaining Guide and to learn more
https://cupe.ca/sites/default/files/domestic_violence_bargaining_guide_2023_en.pdf
 
Director Sexual and Gender Based Harassment Prevention and Support Office 
https://cupe.ca/director-sexual-and-gender-based-harassment-prevention-and-support-office

CUPE Newsletter January 2021

December 2023 Newsletter

President's Update
 

• Merger Committee- This is a role that will focus on actively engaging our membership in collecting feedback.   This committee is vital in providing the Executive Board with the pulse of our local.   This will allow your Executive Board to make informed decisions on how to communicate, educate, and guide this local as we navigate the upcoming year with the upcoming combining of the WG CCMs into our WS Group.  

• Airline Division Questionnaire- you will find a link the the Unpaid work survey below.  Please continue to submit the various examples as we will now be submitting labour complaints on our strongest examples.  We encourage everyone to participate and submit as often as you experience them. 

• Read and signs vs E-Learnings- We have set up meetings with the employer to discuss when and how Ops Comms are issued vs read and signs as we have seen recently the Company has been issuing many read and signs and emails – it is the Unions position that some of these should have been E-learnings.  We would like to see a mutually agreed upon standard put into place.  We will keep you updated as more information becomes available. 

• Social Media- I would like to take a moment to remind our membership that our online activities continue to be reported to the Employer as violations of the Respect in the Workplace policy.  I would strongly encourage the membership to review the associated policy. 

• OCC Crew Sked APP – We are reminding our members to use this App to communicate with OCC. This App was created as a result of last year's winter debacle.  Please refer to the employers communication on how to upload the APP. 

Unpaid Work Won't Fly
 

Please continue to fill out the Unpaid Work Won't Fly survey with examples: 

https://survey-sondage.cupe.ca/index.php/769241?lang=en 

https://survey-sondage.cupe.ca/index.php/769241?lang=fr 

This helps to build our case as bring this to the CIRB to fight and work towards getting paid for the work we do  

Reminder

Reminder to ensure your passport is placed in one bag that is taken on all durations of pairings (1-6 days) and is a bag taken on both the 737 and 787. Forgotten passports result in an unpaid code of COS (Not Meeting Company Standards) placed in the Crew Member's schedule and requires follow-up from their Inflight Leader.

National Pink Triangle Committee
 

The National Pink Triangle Committee promotes and defends the rights and freedoms of lesbian, gay, bisexual, transgender, queer, and two-spirited (LGBTQ2+) persons. Active participation from the LGBTQ2+ community in coalitions, lobbying and campaigns contributes to the education and awareness of the lives and perspectives of LGBTQ2+ people amongst CUPE members, within CUPE structures, in workplaces and communities. 

Mauricio Mejia and Allan Ramsarran 

Canadian Housing Crisis

CUPE is calling on the government to tackle the housing crisis by making significant investments in public housing. By ending government subsidies to for-profit developers and directing spending to public housing projects, we can ensure everyone has an affordable and dignified home. 
 

Sign the petition: demand public housing now! | Canadian Union of Public Employees (cupe.ca) 

Breaking Barriers: CUPE’s Human Rights History
 

CUPE has a proud history of championing human rights in our Union, our Workplaces and our Communities. Through the human rights history project, we’ve traced our role in key human rights struggles over the years, in Canada and internationally. 

This digital timeline describes nearly 275 events since CUPE was founded in 1963. The stories touch on bargaining, political action, organizing, education and other areas of activism. 
Please scroll through the timeline here.

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

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

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

**DO NOT USE YOUR WORK EMAIL ADDRESS**

Galley Gossip

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

Galley Gossip: I heard that the company gave increases in salary to non union members due to inflation but did not to unionized groups at WestJet… it is my understanding that they could have opened up the collective agreement and still could have given us the same. First of all did they give non union employees an increase in pay due to inflation? And Secondly could they not have done the same for union members?

Answer: The Company has the ability to change parameters of non-unionized workers at any time.  When in a Unionized environment, the Union and Company are locked into the terms of the bargained Collective Agreement.  While if both sides agree, articles can be changed.  How bargaining works though, is that items of value are saved until the bargaining dates, due to creating leverage for other items that maybe desired from either party.  Monetary items are "big ticket" leverage items.