Local News

Chris Amaddeo 2024-02-13 Chris Amaddeo 2024-02-13

Elections February 2024

Good day Members,

Here is the outline for the upcoming election. Elections occur as per the bylaws. Questions & Answers:
Q: Why are some of the committee number showing different than our current posted bylaws?
A: National has approved some of the bylaw submissions from 2022 that was approved by the Membership. We are currently working on the updated copy to post.

Merger Committee Q & A, click here.

The following is an outline for the Elections:
Nominations Open:
February 13, 2024 at 09:00PT / 10:00MT / 12:00ET
Nominations Close:
February 20, 2024 at 09:00PT / 10:00MT / 12:00ET
Nomination Acceptance Due:
February 27, 2024 at 09:00PT / 10:00MT / 12:00ET
Resume/Info Sheet Due:
February 27, 2024 at 09:00PT / 10:00MT / 12:00ET
First Round Election Start:
February 28, 2024 at 09:00PT / 10:00MT / 12:00ET
First Round Election End:
March 6, 2024 at 09:00PT / 10:00MT / 12:00ET

-Only Members in Good Standing can be nominated and can participate in the voting process.
-If you are unsure if you are a Member in Good Standing, please contact your Base VP or Recording Secretary.
-To apply to be a Member in Good Standing, 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. Notes

The Nominator must discuss the nomination with the Nominee and both must be Members In Good Standing.
Unit and base specific positions require the Nominee and the Nominator to be from the same base and unit.
Unit specific positions require the Nominee and the Nominator to be from the same unit. (Unit means WR or WS)
Only one nomination form is required per nominee for the same position. 
For Return to Work Committee nominations, only current Stewards can be nominated, must be same unit and same base.
DO NOT submit multiple nominations for the same person and the same role.
You cannot nominate yourself.

For more information regarding the roles and expectations, please consult the bylaws. Click here to review all positions open for nominations.To fill out nomination forms please: click here

All nomination forms that have been submitted receive an automatic reply right a ways. If you did not receive an automatic reply, please check your junk folder. Submit again if you did not get an automatic reply.
Email inquiries to the Returning Officer.Nomination Acceptance
All Members who have been nominated will be sent an email asking if they will allow their name to stand on the ballot and to accept the nomination.

If you have been nominated for a position, please monitor your email including your spam/junk folders during this period. Nominees who do not reply by the deadline will automatically be considered to have declined their nomination.Resume/Info Sheet
All nominees that accept their nomination will be given the opportunity to provide a one (1) page (standard 8.5x11 size) resume/info sheet which can be posted on our social media pages and website with links sent by email to all Members to view.

Nominees must send their resume/info sheet in PDF format only.

You can start creating your resume/information sheet ASAP.

Please Do Not:

Submit large file resume/info sheets (under 1,000kb only)
Use company logos
Provide any information you don’t want public

Electoral Officer:
The Electoral Officer for this by-election will be Jael Gosselin, WestJet YYC 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

Chris Amaddeo 2024-02-13 Chris Amaddeo 2024-02-13

Merger Update 001

Important Update: CIRB Process and Rights/Obligations Regarding Business Sales and Mergers

Dear Members,

The Union Executive would like to update you on some information regarding the Sunwing Integration.

In early February WestJet has filed an application with the Canadian Industrial Relations Board (CIRB) to start movement on the legal steps required to begin the Legal integration of the Sunwing Flight Attendants group into the WestJet (WS) Cabin Crew group.

CIRB PROCESS:

The Canada Industrial Relations Board (CIRB) plays a significant role in overseeing labor relations matters, particularly during times of business transformation such as sales of business and mergers. The CIRB is responsible for administering and interpreting the Canada Labour Code (CLC), which governs labor relations in federally regulated industries. Click on link below to learn more about the CIRB or the Canada Labour Code

Canada Industrial Relations Board (cirb-ccri.gc.ca)

Canada Labour Code (justice.gc.ca)

CONSULTATION AND REPRESENTATION:

We are Committed to representing our Members’ interests throughout any discussions or negotiations involving the Sunwing Integration. Your Local Executive Board has taken several steps to ensure our Members’ rights and interests are represented.

EXTERNAL LEGAL REPRESENTATION: We have retained external Legal counsel representing Local 4070 throughout this process. Michael Church works with the established firm of Caley and Wray and has extensive experience in Federal regulated environments, Federal Mergers and Labour law.
CaleyWray Lawyers
NEW CUPE NATIONAL ADVISOR ON STAFF: Robert Limongelli has joined our Team in an Advisory/consultive capacity as we navigate the process. As a President at the time of a well-known Merger (Air Canada /Canadian) he shares his guidance, support and wisdom to his lived experiences.
MERGER COMMITTEE: As a Local comprised of 3 Airlines, we recognize that the need for appropriate consultation with all Internal groups is part of Local 4070's responsibility. Election voting will begin soon. Nominations are now open, please see the elections email that was sent out earlier today.

STAY INFORMED and ENGAGED:

It's important for all members to stay informed about developments related to the CIRB process and the Seniority discussions, and Integration. Consider engagement ideas below:

Encourage your co-workers to sign up for emails on the website.
Reference resource links and take the time to learn about the process. This is a process that is legally governed.
While social media platforms provide avenues for discussion, it's important to note that information shared may not always be fact-checked. Additionally, your Local Executives may not always be able to consistently participate or engage on these platforms.

We encourage you to reach out to your Local Executives through the Contact Form for any inquiries or concerns, ensuring efficient and reliable communication channels with your representatives. It is your Union Executives' commitment to keep members engaged as often and wherever possible. We will continue to provide updates and information as they become available.

CONDUCT

We would like to remind all our Members the importance of maintaining professionalism and respectful conduct, both online and offline. It's important to remember that interactions within chat groups or public forums are subject to the same standards outlined in our Workplace Harassment and Violence policy and the Business Code of Conduct.

Engaging in behavior that is disrespectful, offensive, or harassing towards colleagues or the organization itself, whether on social media platforms or in group chats, or in the workplace can result in disciplinary action. It is essential to treat others with dignity and respect, regardless of the communication channel used.

As we navigate through these processes together, we will continue to provide updates. If you have any questions or concerns, please contact us using the contact form.

Chris Amaddeo 2024-02-13 Chris Amaddeo 2024-02-13

Elections February 2024

Good day Members,

Important Highlight: This election also includes the Merger Committee roles. Which is one per base per unit.
-WO YEG
-WO YHM/YYZ
-WR YYC
-WR YYZ
-WS YEG
-WS YWG
-WS YVR
-WS YYC
-WS YYZ
Please ensure to read the Merger Update 001 communication released earlier today.

Here is the outline for the upcoming election. Elections occur as per the bylaws. Questions & Answers:
Q: Why are some of the committee number showing different than our current posted bylaws?
A: National has approved some of the bylaw submissions from 2002 that was approved by the Membership. We are currently working on the updated copy to post.

Merger Committee Q & A, click here.

The Nominator must discuss the nomination with the Nominee and both must be Members In Good Standing.
Unit and base specific positions require the Nominee and the Nominator to be from the same base and unit.
Unit specific positions require the Nominee and the Nominator to be from the same unit. (Unit means WR or WS)
Only one nomination form is required per nominee for the same position. 
For Return to Work Committee nominations, only current Stewards can be nominated, must be same unit and same base.
DO NOT submit multiple nominations for the same person and the same role.
You cannot nominate yourself.

Submit large file resume/info sheets (under 1,000kb only)
Use company logos
Provide any information you don’t want public

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

E. Coli Contamination

Dear Members,

On February 1st the Union was notified of an incident of health & safety concern. On January 31st an aircraft tested positive for low levels of E. Coli or a potential false positive. Immediately following the notification, the aircraft water system was MEL’d to protect guests and crew.

From the time of the sample to when the water system was MEL’d several crew members came into contact with the aircraft and are at risk for potential exposure. These members have been identified, contacted by the Employer directly and advised to self-monitor for symptoms. Infection usually begins three to four days after exposure to the bacteria. However, illness may present itself as quickly as one day to more than seven days following the exposure.

Signs and symptoms include but are not limited to:

Diarrhea, which may range from mild and watery to severe and bloody
Stomach cramping, pain, or tenderness
Nausea and vomiting, in some people.

E. Coli bacteria can easily travel from person to person, especially when infected adults or children do not wash their hands properly. Please contact your doctor should you experience symptoms and believe you are at risk or have questions about E. Coli.

The Employer routinely completes water testing every hundred days on the aircraft’s water tanks. Additional tests are performed at the water source's location every thirty days. A water system on an aircraft can only be MEL’d for a maximum of 10 days.

On February 5th, the Union received an update that the affected aircraft has been sanitized and the MEL has been removed from the aircraft.

Should you need support or have more questions about this issue, please contact your inflight Leader and copy your Base VP.

In Solidarity,
Your CUPE 4070 Health and Safety Committee

Chris Amaddeo 2024-02-06 Chris Amaddeo 2024-02-06

YOW-YYZ Flights Canceled

Dear Members,

The Company has recently released the Summer schedule for 2024. In their announcement, they indicated that the YYZ-YOW flights will not be included in the schedule, and the YYZ-YUL route will also not be returning. We recognize that this news may be hard, and we want you to know that we stand with you during these challenging times.

As the Company introduces new bases across our network, our dedication to advocating for all members residing outside of existing bases and for our commuters remains steadfast. We are committed to seeking opportunities for progress on behalf of our membership.

We understand the impact these changes may have on you, both personally and professionally. We encourage you to reach out to your Inflight Leader if you have any questions or if you wish to share how the Company's decision has affected you.

Chris Amaddeo 2024-02-06 Chris Amaddeo 2024-02-06

Empowering Union Participation, Your Path to Involvement

Dear Members,

Your Union has received feedback from Members expressing concerns and confusion regarding a recent survey released by a fellow Member. We want to provide some information and context to address these concerns directly.

Survey Context:

The survey was initiated by a fellow Member intending to gather feedback on various aspects within our work group.
It is important to note that this survey is not an official representation of the Union or endorsed by the Union Executive.

Union Surveys:

Official Union surveys are crafted and conducted by Union representatives to ensure accuracy, confidentiality, and alignment with the collective goals of the union and its scope.
These surveys play a crucial role in shaping our strategies, addressing concerns, and advocating for the best interests of our Members.
You are not obligated to participate in this survey.

Member Concerns:

We understand that some Members may feel frustrated or concerned about the recent survey's content or methodology.
It's essential to recognize that individual surveys may not necessarily reflect the broader consensus or address the complex issues your Union handles.
It is important to remember that Members are not to negotiate directly with the Employer. This responsibility falls within the sole scope of the Union as per the Collective Agreement. Bargaining with the Employer violates the Collective Agreement.

Unity and Solidarity:

Why It Matters: Our strength lies in unity and solidarity. While individual initiatives are appreciated, it is important to recognize the significance of collective efforts guided by the Union's official processes.

Collective Strength: Unity empowers us. By joining forces, we amplify our collective voice and influence positive change.
Protecting Rights: Union involvement ensures that your rights and interests are safeguarded, creating a fair and just work environment.
Negotiating Power: Strong union participation strengthens our bargaining position during negotiations, leading to better working conditions and benefits.
Community Building: Being involved fosters a sense of community and support among members, creating a workplace where everyone feels heard and valued.

Employer:

The Employer has management rights and the right to run the business as they see fit. The Union is not legally allowed to interfere and has no rights or power to interfere in the operation of the business unless it directly affects and violates the Collective Agreement. This can include things such as routing, where the aircraft flies to/the network as an example.

Bargaining/Collective Agreements:

While more money, better working conditions, better schedules etc. is sought, this must be bargained with the Employer. The Employer has their own agenda or what they want to see in a Collective Agreement. It then goes to the Members to vote on it. Currently, we have ratified Collective Agreements in effect approved by the Membership. During the life of the Collective Agreement the terms are in effect and are to be abided by, from all parties. Closer to the expiry of the Collective Agreement, a bargaining team will be set up and surveys sent out to the Membership to find the direction of what needs to be bargained.

As we navigate these concerns, know that the Union remains committed to addressing the needs and concerns of all members. If you have questions or would like further clarification, feel free to reach out to your union representatives.

Chris Amaddeo 2024-02-05 Chris Amaddeo 2024-02-05

Important Notice Regarding Security Search Check Trials

Dear Members,

I hope this message finds you well. We wanted to inform you about upcoming trials focused on assessing the average time it takes to complete security search checks on our 700, 800 Max, and Swoop tails. It is important to note that these trials are purely for determining averages, and there is no evaluation taking place.

We request that you continue to complete your security checks as you normally would, following Standard Operating Procedures. Please ensure that you start the checks at the designated report time and not sooner. Please ensure you complete all the required elements of the check. We also encourage CCMs to review the check list and all relevant areas of the FAM.

The Company has shared that the trials are designed to help accurately measure the time it takes to complete security search checks, contributing to the overall safety and efficiency of our operations, including turn times. The current times are based on past practice that included the Pilots and CSAs. Your participation and adherence to SOPs during this period will greatly contribute to the success of these trials.

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

Solidarity and Support for Air Transat Flight Attendants

Dear Members,

We are reaching out to share an important development within the Flight Attendant community that warrants our collective attention. The flight attendants at Air Transat have recently voted against their second tentative agreement and, for the second time, have given a strike mandate of 85%.

In light of this, we wish to extend a formal message of solidarity and unwavering support to our colleagues at Air Transat. Their resolute stance underscores a shared commitment to fair and equitable Collective Agreement. As members of the broader flight attendant community, we recognize the significance of just compensation and acknowledge the challenges faced by our peers.

It is noteworthy that we, as a Union, stand at a crucial juncture, being barely 12 months away from the establishment of our own bargaining committee for the WS Unit and in 18 months our WR Unit is.

The path ahead will involve discussions and negotiations that mirror the challenges faced by Air Transat flight attendants. Their experience serves as a poignant reminder of the importance of unity and collective action in advocating for fair working conditions.

As we stand in solidarity with our colleagues at Air Transat, let us remain mindful of our own journey and the challenges that lie ahead. The dedication of each member contributes to the strength of our collective voice, reinforcing the importance of fair treatment and equitable compensation.

New tentative agreement rejected by Air Transat flight attendants | Canadian Union of Public Employees (cupe.ca)

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

Black History Month

Dear Members,

Black History Month serves as a time for Canadians to delve deeper into the rich and often overlooked history of Black individuals and communities. It is a time to learn and reflect on the struggles, triumphs, and contributions of Black Canadians throughout the years.

By recognizing Black History Month, we acknowledge the challenges faced by Black individuals in their fight for equality, justice, and respect. It is an opportunity to reflect on the legacy of slavery, racial discrimination, and systemic oppression that has shaped the experiences of Black Canadians. By gaining a deeper understanding of these historical injustices, we can work towards dismantling the barriers that still exist today.

Black History Month is a chance to celebrate the achievements and contributions of Black individuals in various fields. From pioneering scientists and inventors to influential artists, writers, and activists, Black Canadians have made indelible marks on our society. By highlighting their accomplishments, we honor their resilience, talent, and groundbreaking work that has shaped our country.

Black History Month provides a platform to explore the diverse cultures, traditions, and heritage of the Black community. It is an opportunity to celebrate the vibrant music, art, literature, cuisine, and other cultural expressions that have enriched Canadian society. By embracing and appreciating this diversity, we foster a sense of inclusivity and promote a more equitable and harmonious society.

As Canadians, it is important for us to engage in meaningful conversations about race, equality, and social justice during Black History Month and beyond. By listening to the voices and experiences of Black individuals, we can gain a better understanding of the challenges they face and work towards creating a more inclusive and equitable Canada for all.

For more information on Black History Month check out the Government of Canadas website or the resources linked below.

Working Group of Experts on People of African Descent | OHCHR

International Decade for People of African Descent | United Nations

Nell Toussaint: human rights defender and champion of health care for everyone | Canadian Union of Public Employees (cupe.ca)

Black History Month | Canadian Union of Public Employees (cupe.ca)

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

CUPE 4070 Newsletter - February 2024

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

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

Elections Coming Soon

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

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

By-Law Changes and SMM Coming

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

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

YWG Base Vice-President

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

Please welcome Tyson in the addition of this role.

Reminder - Contacting the Union

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

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

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

Share Your Story

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

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

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

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

The UP Express Fare Hike

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

This is on top of:

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

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

Sign the change.org online petition here:

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

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

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

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

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

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)

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

Chris Amaddeo 2024-01-31 Chris Amaddeo 2024-01-31

WS YWG MOA 2024

Dear Members,

CUPE and WestJet have signed a MOA for WS YWG Base. This will be added into the CA for WS YWG Base training travel pay and grooming,

You can view the MOA here.

If you have any questions in regards to this MOA please reach out to your DPM.

Chris Amaddeo 2024-01-30 Chris Amaddeo 2024-01-30

YWG Base Vice-President Update

Changes in Union Leadership and Upcoming Bylaws Revision

Dear Members,

We would like to bring to your attention some important developments within our union that will impact on our organizational structure and future plans.

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

As our Company continues to evolve it has become evident that our current bylaws do not fully reflect the operating environment, we now find ourselves in. This reality has prompted us to take a comprehensive look at our bylaws, ensuring they align with the evolving needs and in supporting of our membership.

Many of you have raised questions regarding Stewards and Committee Positions for our new bases. To address these concerns and better align our bylaws with our current operating environment, we have begun the process of rewriting our union bylaws. This process will provide clarity on these positions and enhance the effectiveness of our Union in representing your interests.

In tandem with the bylaw's revision, we understand that a thorough review of our budgets will be necessary. The financial aspect is crucial to ensure that our union remains robust and able to meet our members' needs. We appreciate your understanding as we navigate this process.

Once we have a plan the Executive will call a Special Membership Meeting (SMM). This meeting will serve as a platform to discuss the proposed bylaws changes.

We will keep you informed of the specific details regarding the SMM, and we look forward to your participation in shaping the future of our union.

Thank you for your ongoing support and commitment to our shared goals.

Chris Amaddeo 2024-01-25 Chris Amaddeo 2024-01-25

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.

Chris Amaddeo 2024-01-23 Chris Amaddeo 2024-01-23

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.

Chris Amaddeo 2024-01-21 Chris Amaddeo 2024-01-21

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

Chris Amaddeo 2024-01-16 Chris Amaddeo 2024-01-16

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.

Chris Amaddeo 2024-01-05 Chris Amaddeo 2024-01-05

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

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

CUPE 4070 Newsletter - January 2024

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

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

President's Update

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

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

Interested in Joining the Union?

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

Menstrual Hygiene Products

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

Anti-Scab Legislation

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

Transportation Requests for Guests on Your Layover

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

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

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

Seniority Merger Types Information

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

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

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

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

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

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

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

Or any combination of the above could be used.

Reminder - Contacting the Union

Sick/Personal Time

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

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

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

The Grievance Process

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

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

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

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

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

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

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

**DO NOT USE YOUR WORK EMAIL ADDRESS**

Galley Gossip

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

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

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

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

Chris Amaddeo 2023-12-31 Chris Amaddeo 2023-12-31

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,

Chris Amaddeo 2023-12-23 Chris Amaddeo 2023-12-23

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