Local News

Chris Amaddeo 2024-07-03 Chris Amaddeo 2024-07-03

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

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.

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

Chris Amaddeo 2024-07-01 Chris Amaddeo 2024-07-01

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.

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

Chris Amaddeo 2024-06-30 Chris Amaddeo 2024-06-30

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:

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

Chris Amaddeo 2024-06-30 Chris Amaddeo 2024-06-30

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.

Chris Amaddeo 2024-06-30 Chris Amaddeo 2024-06-30

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

Chris Amaddeo 2024-06-29 Chris Amaddeo 2024-06-29

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.

Chris Amaddeo 2024-06-28 Chris Amaddeo 2024-06-28

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

Chris Amaddeo 2024-06-18 Chris Amaddeo 2024-06-18

AMFA Potential Strike Notice

Dear Members,

We have been advised of a strike action planned for June 20, 2024 21:00ET by AMFA..

The strike directly pertains to AMFA (Tech Ops). CUPE 4070 Members are bound by their respective Collective Agreements that are in effect. All parameters of our respective Collective Agreements still apply, and Cabin Personnel remain the responsibility of the Employer.

Crossing Picket Lines:
Our Collective agreement requires Members to report to work on time, even if crossing a picket line is necessary. Picket lines can be intimidating. We trust in the professionalism of our AMFA colleagues and expect no issues when crossing them. You may also encounter picket lines at employee parking lots. If you feel unsafe or have difficulty crossing, contact your DPM or Inflight Manager immediately for guidance. Inform your Leader if you feel unsafe and cannot report to work on time. Its important to note that while timely reporting is your responsibility, ensuring safe passage through a picket line is the Company's duty.

Please monitor your Company email for communication from the Employer on next steps in the coming days, as well as your personal email on file with the Union for Union-released updates. If you have not signed up for CUPE 4070 emails, you can sign up here or on our website home page. The Union remains actively engaged with the Company and AMFA as this situation develops.

Provided below is a list of Company contacts for ease of reference, as well, your respective Base VP can be contacted via the contact section on our website or click here.

Your Union’s role and responsibility is to ensure your rights, under your respective Collective Agreement, continues to be upheld. Should you experience violations of your Collective Agreement, please document what happened and initiate the Informal Discussion with your direct leader and ensure your respective Base VP is contacted.

We understand this is a high-stress situation that affects all Members differently. Please ensure communication remains respectful and professional when engaging with the Company and Union Representatives.

WestJet Encore DPMs

Cheryl Shaw - Cheryl.shaw@westjet.com

Megan Chernesky - Megan.Chernesky@westjet.com

Vivian Mercer - Vivian.Mercer@westjet.com

Crystal Parmar - Crystal.parmar@westjet.com

Encore DPM General - EncoreDPM@westjet.com - 1-855-867-8630 – Option 4

WestJet Edmonton DPMs

Brigitte Savard - Brigitte.savard@westjet.com

Leeza Mahktar - manleen.mahktar@westjet.com - 780-701-1019

WestJet Calgary DPMs

Joe Richard (Wed-Sat) - Joe.Richard@westjet.com - 403-444-2075

Judy Zinkan (Sun-Wed) - Judy.Zinkan@westjet.com - 403-444-2472

Lesley Carlyon (Wed-Sat) - Lesley.Carlyon@westjet.com - 403-539-7120

Kathryn Donohoe (Wed-Sat) - Kathryn.Donohoe@westjet.com - 403-444-2920

Katy Postlethwaite (Sun-Wed) - Katy.Postlewaite@westjet.com - 403-444-2409

WestJet Vancouver DPMs

Cameron MacQuarrie - Cameron.macquarrie@westjet.com - 604-249-1444

Centy Lau - centy.lau@westjet.com - 604-249-1435

Natalie Gurgol - natalie.gurgol@westjet.com - 604-249-1196

WestJet Toronto DPMs

Edison Cagpata (Tue-Sat 07:00-16:30) - Edison.cagpata@westjet.com - 905-362-8224

Susan Drjle (Sun-Thur 07:00-16:30) - Susan.drjle@westjet.com - 905-362-1624

Jennifer Amaya(Sun - Thur 09:30-19:00) - Jennifer.Amaya@westjet.com - 905-362-8211

Colleen Channer (Wed - Sat) - Colleen.Channer@westjet.com - 905-362-8225

Mark Rallo (Sun-Wed) - Mark.Rallo@westjet.com - 905-362-1643

WestJet Winnipeg DPMs

Matthew Wiebe - Matthew.wiebe@westjet.com

WestJet Crew Scheduling - crewscheduling@westjet.com - 403-444-6134

WestJet Crew Support General Line - 403-444-2333

WestJet YWG/YVR/YEG/YYC Base Manager -Samantha.casement@westjet.com

WestJet YYZ Base Manager - Erin.Mand@westjet.com

We are committed to updating the membership as soon as information becomes available

Your Local 4070 Executives:

President, Alia Hussain
Interim Vice President, YWG Base VP, 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 YYZ Interim Base VP, Chris Amaddeo

Chris Amaddeo 2024-06-11 Chris Amaddeo 2024-06-11

Paris Olympics Hotel Change

Dear Members,

Your union has worked hard for you with regards to the hotel change that is taking place while the Olympics is in Paris. We have negotiated an MOA that will have the membership see compensation in the form of a stipend due to the hotel move outside of downtown.

The dates are July 21, 2024 to August 12, 2024.

Click here to read the full MOA.

We thank you for your patience as we discussed this with the company and hope that this agreement will be sufficient compensation for the inconvenience during that time.

If you have any further questions, please reach out to us.

Chris Amaddeo 2024-06-07 Chris Amaddeo 2024-06-07

CUPE 4070 Newsletter - June 2024

June Content:
President's Update
Meeting Trends
Reserve Callout
Grievance Process
Share Your Story
Save the Dates
Galley Gossip

CUPE 4070 President Update

FLICA PROCESSING TIMES:

We understand the frustration caused by the prolonged wait times for trades to be processed through the Flica system. Please know that the Union has been actively following up with the Employer to address this ongoing issue and try to find solutions.

We recognize how these delays are impacting on your ability to manage your schedules effectively and will update the membership with any further information we have when it becomes available.

LABOUR UPDATE:

We are encouraged to hear that WR ALPA has reached its second Tentative agreement. We will share updates on the matter as they become available. We are also awaiting the outcome of the AMFA vote in the coming week and will update once we have more information.

SOCIAL MEDIA:

Please refrain from posting screen shots of travel privilege photos on social media. This is a violation of Company Policy.

NEGOTIATIONS TRAINING:

I am pleased to inform you that I will be in Victoria, BC, this July for negotiations training at Queen's IRC. As we approach CA-2, we are committed to equipping ourselves with as much training as possible to effectively prepare for this crucial task.

My goal in taking this course is not only to strengthen our negotiation strategies but also to incorporate as many practices and principles as possible into our day-to-day operations within the Union. This will help us better serve our membership and address your concerns more effectively.

PREPARING FOR BARGAINING:

I am often asked the question often what a member can do to prepare for Bargaining. My advice has been it's essential to thoroughly understand your collective agreement. We recommend you start to familiarize yourself with what's in the CA currently identifying the things you believe are Pros vs Cons.

Additionally, while we continue to request you refrain from openly sharing proposals/positions on social media- discussions to understand the CA are always helpful. Also, please contact your Stewards, Base VPs or Committees to understand their perspectives on matters. By Familiarizing yourself with the collective agreement this will enhance the entire process. Knowledge is power.

INTERIM BASE VP YYC:

A special thank you to Lisa Blayney for stepping into the role of YYC Base VP. She hit the ground running, tackling nonstop work and issues with remarkable dedication and efficiency. Her swift adaptation and hard work during this demanding time are truly appreciated.

Alia Hussain
CUPE 4070 President

Meeting Trends:

Winter/Spring 2024 has seen an increase in CUPE eligible meetings between Members and their DPMs with regards to no shows, unavailable, and lates. A friendly reminder to make sure that we know our schedule and report on time and prepared.

If you have a meeting request with your DPM, be sure to request CUPE Representation to suppport you in the meeting. Union representation is a fundamental right and benefit of being a part of a union.

To request CUPE representation for a meeting with the company contact your respective Base VP.

Click to contact Base VP's:
YVR/ YEG Base VP
YYC Base VP
YWG Base VP
YYZ Base VP

Reserve:

If you believe you have been called out incorrectly for your reserve assignment, ASR or RFX , please email your DPM. Be sure to CC your Base VP and CUPE 4070 Scheduling Review Committee on communications with the Company.
ws.src@cupe4070.ca
wr.src@cupe4070.ca

The first step in the grievnace process is an informal discussion with your DPM. At this point they will investigate the occurance and follow up with you once they have the findings. If a violation of the reserve assigment is found, your Base VP may then begin the grievance process.

Please include the following in your email:

Type of reserve assigned (RAM/RPM/ASR/RTD/RFX)
Day of reserve duty
Assignment (pairing details)
Employee # & Base
The violation that may have occurred

The member is responsible for ensuring all subsequent emails between the DPM and yourself includes The Union for proper follow up, use “reply all” to help with this.

Grievance Process:

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 Communication 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.
For Company related inquiries, please reach out to your Leader or submit a Company E-Report.

Galley Gossip: Rumour on the line is that union is more focused on prioritizing WG seniority integration instead of getting our house in order first ignoring seniority resolutions for those that came from WR and WO?

Answer: We've received recommendations from both Merger Committee groups of WOs and WRs for positions on their seniority. It's important to note that the landscape for the rights of both groups differs significantly. While our members often group these two together, it's essential to recognize that they are distinct issues.
For WOs, the matter at hand pertains to the issue of WG at the CIRB, as initiated by WestJet. However, this matter has not yet been heard, as the CIRB is currently navigating the ALPA matter, which was filed first.
On the other hand, WRs' seniority matter is governed by a Memorandum of Agreement (MOA) that was ratified by the respective membership.

Galley Gossip: Sunwing flight attendants will end up with their seniority because they have a stronger union than we do.

Answer:The decision at hand isn't solely about the strength of one union compared to another. It's important to note both Locals are CUPE Locals. Rather, it's primarily influenced by legal precedence and the decision-making process of the CIRB. Both Locals have sought independent legal counsel and are dedicated to advocating for the best interests of their respective memberships.

Your Local 4070 Executives:

President, Alia Hussain
Vice President, YWG Base VP, Bryan Hansraj
Recording Secretary, Calvin Gautschi
Secretary-Treasurer, Alex Grigoriev

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

Free Legal Advice with Co-operators

Co-operators Group Home & Auto

Dear Members,

Understanding legal issues can be challenging. When you insure your home with Co-operators, you get access to 24/7 legal advice — at no cost and with no impact to your policy.

Members can get confidential legal advice on a range of topics including wills and estates, family law and more.

Follow the links below for more information.

Click here for the info sheet (EN)
Click here for the info sheet (FR)

Click here to watch the video (EN)
Click here to watch the video (FR)

Your CUPE 4070 Communications Team
communications@cupe4070.ca

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

Important: Interim Executive Board Appointments

Interim Appointments

Dear Members,

We are pleased to announce the appointment of Bryan Hansraj as the Interim Vice President of Local 4070, effective immediately, while Vice President Tyson Conrod is on leave.

To fill Bryan's role in YYZ, we have appointed Chris Amaddeo as the Interim Base Vice President of WS YYZ. These appointments are made in accordance with CUPE 4070 Bylaws Section 9-H.

Your CUPE 4070 Executive Team
CUPE 4070 President, Alia Hussain
CUPE 4070 Vice-President-Interim, Bryan Hansraj
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 YYZ Base VP-Interim, Chris Amaddeo

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

Chris Amaddeo 2024-06-01 Chris Amaddeo 2024-06-01

National Indigenous History Month

Dear Members,

June is National Indigenous History Month, a time to honour and learn about the rich histories and culture of the First Nations, Metis and Inuit peoples. It's a chance to show our support for Indigenous communities around us and promote understanding and respect.

Indigenous Peoples have been in Canada since time immemorial. They formed complex social, political, economic and cultural systems. Their culture is rich in customs and traditions that can be seen all over Canada. One of the more common is the traditional Powwow. Powwows are powerful indigenous gatherings where you will find multiple generations gathering to enjoy dance and music in some of the most amazing traditional attire called Regalia. Traditional Regalia can vary depending on the type of dance, for example a dancer who does Jingle Dance wears regalia featuring many metal cones that knock together to make a beautiful sound. The dances, singing and drums within a Powwow are like no other and magnificent to see.

June 21st is National Indigenous Peoples Day. Indigenous groups and communities have celebrated their culture and heritage on June 21 or around that time of year because of the significance of the summer solstice as the longest day of the year. We encourage everyone to recognize and celebrate Indigenous Peoples' resilience and cultural diversity. Below is a link with more information on National Indigenous Peoples Day as well as information on various events taking place across the country.

National Indigenous History Month

Take time to acknowledge the significance of National Indigenous Peoples Day. Let's continue working together towards a future that values and respects all communities.

Your CUPE 4070 Communications Committee
Communications@cupe4070.ca

Chris Amaddeo 2024-06-01 Chris Amaddeo 2024-06-01

Pride Month 2024

Dear Members,

A message from your Communications Committee member Chris Amaddeo:

June is Pride Month, and as a member of the LGBTQ+ community, it's a time that holds special significance for me. It's a chance to celebrate the vibrant spectrum of identities within our community, the incredible progress we've made, and the work that still lies ahead.

Honouring History and Looking Forward

This year's Pride Month marks the 55th anniversary of the Stonewall Riots, a pivotal moment in the LGBTQ+ rights movement. Those courageous uprisings in 1969 were a defining moment in our fight for equality, a powerful reminder that positive change can emerge from resistance.

The legacy of Stonewall continues to inspire me, and it serves as a call to action for all of us. While we've made significant strides towards equality, the fight for LGBTQ+ rights is far from over. These brave acts of resistance sparked a global movement for equality, and we continue to honour those who paved the way for progress. Discrimination and prejudice continue to exist in various forms.

Here at CUPE 4070, we are dedicated to advocating for our members and all LGBTQ+ workers. We actively promote diversity and inclusion through our social media, shared educational resources and bargaining for strong anti-discrimination language in our contracts. We stand in solidarity with LGBTQ+ workers in our fight for equality and justice.

Celebrating Our Members

We are fortunate to have a vibrant and diverse membership at CUPE 4070. We join the global celebration of Pride Month and stand in solidarity with our LGBTQ+ members! We encourage all members to attend pride events, festivities and parades to show your support for the LGBTQ+ community. Here’s a list of events happening around Canada:

Winnipeg – June 1-2, Parade: June 2
Kelowna – June 1-9, Parade June 8
Toronto – June 28-30, Parade: June 30
Halifax – July 18-21, Parade: July 20
Vancouver – July 26-August 4, Parade: August 4
Montreal – August 1-11, Parade: August 11
Edmonton – August 17-24, Parade: August 24
Calgary – August 31-September 1, Parade: September 1

Additionally, the Company has shared a list of pride events you can take part in to walk with WestJet. You can find details on this through Westnet.

Ways to Get Involved

There are many ways to show your support for the LGBTQ+ community throughout the year:

Attend a Pride event: Visiting a pride event, whether as LGBTQ+ member or an ally, your presence shows your support for love, equality, and acceptance.
Educate yourself: Learn about LGBTQ+ history, terminology, and current issues. Many resources are available online or through local LGBTQ+ organizations.

Speak out against discrimination: Challenge prejudice whenever you see it, whether in the workplace or your personal life.
Support LGBTQ+ businesses: Seek out and support businesses owned by LGBTQ+ individuals.

Together, we can create a more inclusive and equitable world for everyone.

Be you, be loud, and happy pride!

Chris Amaddeo
CUPE 4070 Communications Committee
Communications@cupe4070.ca

Chris Amaddeo 2024-05-31 Chris Amaddeo 2024-05-31

Message From CUPE 4070 President

International Flight Attendants Day

Dear Members,

On this International Flight Attendants Day, I want to take a moment to acknowledge the dedication and hard work of our Cabin Crew. I am currently in Ottawa advocating for our profession, emphasizing to the government the pressing need to review our outdated compensation practices. The Airline Division has engaged with various leaders, ministers, and representatives from Transport Canada as part of our ongoing efforts to highlight our concerns surrounding unpaid work. We heard repeatedly that they were unaware of these issues, and we all agreed that this has to change.

We addressed the broader issues that fall under the Government of Canada's responsibility, such as the Canada Labour Code and Transport Canada regulations. These discussions are particularly timely as we prepare for significant negotiations next year: Air Canada in the spring of 2025 and WestJet in the fall.

Our goal is to ensure the Government understands our challenges and the need for change. On this day, I want you to know that your Union is fully committed to advocating for you. We are working hard to ensure your voices are heard, and your contributions are recognized.

To view the Press conference and our Division Message- Click here.

Your CUPE 4070 President,
Alia Hussain

Chris Amaddeo 2024-05-29 Chris Amaddeo 2024-05-29

WR ALPA Strike Notice

Dear Members,

We have been advised of a strike action planned for June 1, 2024 18:00MT by WR ALPA, as well as a lockout by WestJet to WR ALPA for June 1, 2024 18:00MT.

The strike/lockout directly pertains to ALPA Pilots of WestJet Encore (WR). CUPE 4070 Members are bound by their respective Collective Agreements that are in effect. All parameters of our respective Collective Agreements still apply, and Cabin Personnel remain the responsibility of the Employer.

Please monitor your Company email for communication from the Employer on next steps in the coming days, as well as your personal email on file with the Union for Union-released updates. If you have not signed up for CUPE 4070 emails, you can sign up here or on our website home page. The Union remains actively engaged with the Company and ALPA as this situation develops.

Provided below is a list of Company contacts for ease of reference, as well, your respective Base VP can be contacted via the contact section on our website or click here.

Your Union’s role and responsibility is to ensure your rights, under your respective Collective Agreement, continues to be upheld. Should you experience violations of your Collective Agreement, please document what happened and initiate the Informal Discussion with your direct leader and ensure your respective Base VP is contacted.

We understand this is a high-stress situation that affects all Members differently. Please ensure communication remains respectful and professional when engaging with the Company and Union Representatives.

WestJet Encore DPMs

Cheryl Shaw - Cheryl.shaw@westjet.com
Megan Chernesky - Megan.Chernesky@westjet.com
Vivian Mercer - Vivian.Mercer@westjet.com
Crystal Parmar - Crystal.parmar@westjet.com
Encore DPM General - EncoreDPM@westjet.com - 1-855-867-8630 – Option 4

WestJet Edmonton DPMs

Brigitte Savard - Brigitte.savard@westjet.com
Leeza Mahktar - manleen.mahktar@westjet.com - 780-701-1019

WestJet Calgary DPMs

Joe Richard (Wed-Sat) - Joe.Richard@westjet.com - 403-444-2075
Judy Zinkan (Sun-Wed) - Judy.Zinkan@westjet.com - 403-444-2472
Lesley Carlyon (Wed-Sat) - Lesley.Carlyon@westjet.com - 403-539-7120
Kathryn Donohoe (Wed-Sat) - Kathryn.Donohoe@westjet.com - 403-444-2920
Katy Postlethwaite (Sun-Wed) - Katy.Postlewaite@westjet.com - 403-444-2409

WestJet Vancouver DPMs

Cameron MacQuarrie - Cameron.macquarrie@westjet.com - 604-249-1444
Centy Lau - centy.lau@westjet.com - 604-249-1435
Natalie Gurgol - natalie.gurgol@westjet.com - 604-249-1196

WestJet Toronto DPMs

Edison Cagpata (Tue-Sat 07:00-16:30) - Edison.cagpata@westjet.com - 905-362-8224
Susan Drjle (Sun-Thur 07:00-16:30) - Susan.drjle@westjet.com - 905-362-1624
Jennifer Amaya(Sun - Thur 09:30-19:00) - Jennifer.Amaya@westjet.com - 905-362-8211
Colleen Channer (Wed - Sat) - Colleen.Channer@westjet.com - 905-362-8225
Mark Rallo (Sun-Wed) - Mark.Rallo@westjet.com - 905-362-1643

WestJet Winnipeg DPMs

Matthew Wiebe - Matthew.wiebe@westjet.com

Crew Support Lines

WestJet Crew Scheduling - crewscheduling@westjet.com - 403-444-6134
WestJet Crew Support General Line - 403-444-2333
WestJet YWG/YVR/YEG/YYC Base Manager -Samantha.casement@westjet.com
WestJet YYZ Base Manager - Erin.Mand@westjet.com

We are committed to updating the membership as soon as information becomes available

Your Local 4070 Executives:

President, Alia Hussain
Vice President, YWG Base VP, Tyson Conrod
Recording Secretary, Calvin Gautschi
Secretary-Treasurer, Alex Grigoriev

Chris Amaddeo 2024-05-24 Chris Amaddeo 2024-05-24

CUPEs' Update on WestJet-Sunwing Merger

Joint statement from CUPE 4070, CUPE 4055 and CUPE on the WestJet-Sunwing merger

On May 18-19, 2024 the leadership from CUPE 4070, CUPE 4055 and CUPE met in Calgary to discuss the merger of the two airlines and how it will impact our respective memberships, especially with respect to seniority.

This is a sensitive and important subject for our members. We greatly appreciate how thoughtful and respectful these face-to-face discussions have been, and we are eager to continue this process of listening, learning, and working together.

Our locals have our own principles and practices when it comes to seniority, and these discussions afforded us an eye-opening and informative opportunity to share, and learn what the other side's world looks like.

In the absence of clear communication from our employers regarding how this merger will unfold, we are working together to protect what matters to cabin crew at both of our airlines. We are committed to transparency and to informing and educating our membership as this process develops.

Whenever this merger takes place, we are all part of the same profession and will be governed by one collective agreement. With upcoming bargaining on the horizon, our shared goal is to ensure we remain united throughout this process and beyond.

Fusion de WestJet et de Sunwing : déclaration commune du SCFP 4070, du SCFP 4055 et du SCFP

Les 18 et 19 mai 2024, des dirigeants du SCFP 4070, du SCFP 4055 et du SCFP se sont réunis à Calgary pour discuter de la fusion des deux compagnies aériennes et de son incidence sur nos membres, particulièrement en ce qui concerne l’ancienneté.

Il s’agit d’un sujet délicat et important pour nos membres. Nous sommes très reconnaissant(e)s que les discussions en personne se soient déroulées dans la bienveillance et le respect, et nous espérons poursuivre ce processus d’écoute, d’apprentissage et de collaboration.

Nos sections locales ont leurs propres principes et pratiques en matière d’ancienneté, et les discussions se sont avérées révélatrices et enrichissantes en nous donnant l’occasion d’échanger et d’en apprendre davantage sur nos réalités respectives.

En l’absence d’une communication claire de nos employeurs quant au déroulement de cette fusion, nous travaillons ensemble pour protéger ce qui compte pour le personnel de cabine des deux compagnies aériennes. Nous nous engageons à faire preuve de transparence, et à informer nos membres tout au long du processus.

Quel que soit le moment de cette fusion, nous faisons toutes et tous partie d’une même profession, et notre travail sera encadré par une seule convention collective. En vue des prochaines négociations, notre objectif commun est de faire en sorte que nous restions uni(e)s tout au long de cette démarche et au cours des années à venir venir.

Your Local 4070 Executives:

President, Alia Hussain
Vice President, YWG Base VP, Tyson Conrod
Recording Secretary, Calvin Gautschi
Secretary-Treasurer, Alex Grigoriev

WestJet Encore YYC Base VP, Heather Crippen
WestJet Encore YYZ Base VP, Marcus Johnstone-McKinney
WestJet YEG/YVR Base VP, Chris Brewer
WestJet YYC Interim Base VP, Lisa Blayney
WestJet YYZ Base VP, Bryan Hansraj

CUPE Local 4055:

President, Rena Kisfalvi
Natacha Allen
Donna Macoretta
Jonathan Tougas (Ouellette)
Ron Harder

CUPE National:

Chantale Grenon-Nyenhuis

You can contact your base merger committee member at CUPE 4070 below:

WestJet
WS YWG Cailey Millard - Chair
WS YYZ Charles Mercure - Co-Chair
WS YEG Berkley Lamb - Recording Secretary
WS YVR Jennifer Gehan
WS YYC Meghan Gulliver

Swoop
WO YHM/YYZ Vanessa Settimi - Chair
WO YEG Chelsea Fogliato - Recording Secretary

WestJet Encore
WR YYC Leanne Garrett - Chair
WR YYZ Gemma Ashmore - Recording Secretary

Chris Amaddeo 2024-05-24 Chris Amaddeo 2024-05-24

Being Filmed/Photographed While at Work and WestJet Tariffs

Dear Members,

We have been made aware of a guest that has filmed Cabin Crew and posted the video online. Your Union has reached out to the Employer regarding this concern.

WestJet is looking into the matter and to action where it can. The Union has requested a communication from the Company on the matter to give Cabin Crew Members directions on both the Domestic Tariffs and the International Tariffs, and instructions on how to report instances should it be required.

As per WestJet’s Tariff, Tariffs | WestJet official site

WestJet Tarriff - CTA No.518 Dot No. 873,

International Tariff that on page 40, Rule 30 Refusal to Transport, C, 1, Prohibited Conduct describes the following;

Prohibited conduct Without limiting the generality of the preceding provisions, the following constitutes prohibited conduct where it may be necessary, in the reasonable discretion of the Carrier, to take

action to ensure the physical comfort or safety of the person, other passengers (in the future and present) and/or the Carrier's employees; the safety of the aircraft; the unhindered performance of the air crew members in their duty onboard the aircraft; or safe and adequate flight operations:

(h) The person is filming, photographing, or recording images or data, by any electronic means, of other Passengers and/or cabin crew or flight crew without the express consent of the person(s) being filmed, photographed or recorded, or continuing to film, photograph, or record the image of other Passengers and/or cabin/flight crew after being advised to cease such conduct by a member of the cabin/flight crew.

Should you have questions, please reach out to your Inflight Leader.

_____________________________

Your CUPE 4070 Executive Team
CUPE 4070 President, Alia Hussain
CUPE 4070 Vice-President, Tyson Conrod
CUPE 4070 Secretary-Treasurer, Alex Grigoriev
CUPE 4070 Recording Secretary, Calvin Gautschi
WestJet YEG/YVR Base VP, Chris Brewer
WestJet YYC Interim Base VP, Lisa Blayney
WestJet YYZ Base VP, Bryan Hansraj
WestJet Encore YYC Base VP, Heather Crippen
WestJet Encore YYZ Base VP, Marcus Johnston-McKinney

Chris Amaddeo 2024-05-17 Chris Amaddeo 2024-05-17

Announcement: Implementation of Revised Bylaws for CUPE Local 4070 – IN EFFECT

Dear Members,

I am writing to officially announce that the revised Bylaws of CUPE Local 4070 are now in effect. Please go to www.cupe4070.ca to view them. As we move forward, our next steps include:

Informing all members of the Bylaws currently in effect, with the exception of amendments highlighted in green that are currently under review by the CUPE National President's Office -
we will default to original bylaws until these are resolved.
Notifying the Committees, Trustees and Stewards of changes that impact their roles.
Executive Board Members to review and implement changes.

I extend my gratitude to each of you for your collaboration and patience throughout this process.

Thank you

Respectfully,

_____________________________

Alia Hussain,
 

President

WestJet | WestJet Encore | Swoop

CUPE | SCFP 4070
E: alia.hussain@cupe4070.ca

Chris Amaddeo 2024-05-16 Chris Amaddeo 2024-05-16

Pay Equity

Dear Members,

We'd like to share some important information about the significance of the Pay Equity Act and the Committee tasked with overseeing its implementation in Canada. This information was intended for our General Membership meeting. As we were unable to present, we are sharing a detailed communication below with a Q and A.

Pay Equity, which upholds the principle of equal pay for work of equal value, goes beyond mere fairness; it represents a fundamental human rights issue and plays a pivotal role in fostering a more equitable society.

The Pay Equity Act in Canada serves as a critical tool in addressing systemic gender-based wage discrimination. By requiring employers to provide equal compensation for work of equal value, regardless of gender, the act helps to dismantle barriers that contribute to the persistent gender pay gap. It ensures that women, who have historically been undervalued and underpaid for their work, are fairly compensated for their contributions to the workforce.

The establishment of the Pay Equity Committee underscores the commitment of the Canadian Government to uphold the principles of fairness and equality in the workplace. The committee plays a vital role in overseeing the implementation of the act, ensuring compliance by employers, and addressing any issues or challenges that may arise. Its work is essential in promoting transparency, accountability, and progress towards achieving gender pay equity.

The Pay Equity Act and the Committee tasked with its implementation are instrumental in advancing gender equality and economic justice in Canada. Representing our Flight Attendants on the Pay Equity Committee are our President Alia Hussain (WS CCM), Meghan Gulliver (WS Based-Steward), and representing Encore is our Base VP Heather Crippen.

Their roles on the committee are pivotal, as they bring firsthand experience and insights into the unique challenges faced by flight attendants in achieving pay equity. The Cabin Crew representatives will work collaboratively to ensure that the voices of our flight attendants are heard.

By actively participating in the committee's deliberations and decision-making processes, they aim to drive meaningful change towards fair and equitable compensation practices within our organization.

Frequently Asked Questions: Pay Equity Act in Canada

1. What is the Pay Equity Act in Canada?

The Pay Equity Act is a piece of legislation aimed at ensuring equal pay for work of equal value, irrespective of gender. It mandates that employers establish and maintain pay equity within their organizations to rectify gender-based wage. disparities.

2. When was the Pay Equity Act introduced?

The Pay Equity Act was introduced in Canada in 1987. However, its roots can be traced back to the activism of the 1960s and 1970s, when calls for equal pay gained momentum.

3. What prompted the introduction of the Pay Equity Act?

The Pay Equity Act was introduced in response to longstanding gender-based wage discrimination in the workforce. It was a culmination of efforts by activists, unions, and policymakers to address systemic inequalities and promote workplace fairness. A few notable historical moments are listed below:
Canadian Bill of Rights (1960): While not directly related to pay equity, the Canadian Bill of Rights, introduced by Prime Minister John Diefenbaker in 1960, laid the groundwork for recognizing fundamental human rights, including the right to equal treatment and non-discrimination.
"PSAC v. Canada" Supreme Court Decision (1986): This landmark case, where the Public Service Alliance of Canada challenged gender-based wage discrimination in the federal public service, led to a significant Supreme Court decision recognizing pay equity as a human right protected under the Canadian Charter of Rights and Freedoms. This decision highlighted the need for legislative action to address gender-based pay disparities
Introduction of Pay Equity Legislation in Provinces (Late 1980s): Several provinces in Canada, including Ontario, Quebec, and British Columbia, introduced pay equity legislation in the late 1980s and early 1990s. These laws aimed to address gender-based wage discrimination in the public sector and set the stage for federal action.
Pay Equity Task Force (1984-1986): The federal government established a Pay Equity Task Force in 1984 to examine the issue of pay equity in the federal public service. The task force's recommendations provided valuable insights into the systemic barriers faced by women in achieving equal pay for work of equal value.
Introduction of the Pay Equity Act (1987): Building on the recommendations of the Pay Equity Task Force and inspired by provincial pay equity legislation, the Canadian government introduced the Pay Equity Act in 1987. This legislation aimed to ensure equal pay for work of equal value in the federal public service and federally regulated sectors, marking a significant step forward in the fight against gender-based wage discrimination.

4. How does the Pay Equity Act work?

The Pay Equity Act requires employers to evaluate and compare the value of different jobs within their organizations based on factors such as skill, effort, responsibility, and working conditions. Employers are then mandated to adjust wages to ensure equal pay for work of equal value, with a particular focus on eliminating gender-based pay disparities.

5. What is the role of the Pay Equity Committee?

The Pay Equity Committee plays a crucial role in overseeing the implementation of the Pay Equity Act. It is responsible for monitoring compliance by employers, providing guidance on pay equity matters, and addressing any challenges or disputes that may arise. The committee ensures transparency and accountability in the enforcement of pay equity principles.

6. How does the Pay Equity Committee operate?

The Pay Equity Committee typically consists of representatives from various stakeholders, including government agencies, employers, unions, and advocacy groups. It meets regularly to review pay equity plans, address grievances, and provide recommendations for improving pay equity practices within organizations.

7. Why is the Pay Equity Act important for workers and employers?

The Pay Equity Act is essential for promoting fairness, equality, and inclusivity in the workplace. For workers, it ensures that they receive fair compensation for their contributions, regardless of gender. For employers, it fosters a more equitable and productive work environment while mitigating the risk of legal action due to pay discrimination.

8. What are the consequences of non-compliance with the Pay Equity Act?

Non-compliance with the Pay Equity Act can result in legal consequences, including fines, penalties, and legal action by employees or the Unions.

9. How has the Pay Equity Act evolved over time?

The Pay Equity Act has undergone amendments and updates over the years to strengthen its effectiveness and address emerging issues. Recent changes have expanded coverage to additional sectors and enhanced enforcement mechanisms to ensure greater compliance with pay equity principles.

10. Where can I find more information about the Pay Equity Act and Committee?

Additional information about the Pay Equity Act and Committee can be obtained from government websites, labor organizations, and legal resources specializing in employment law. Additionally, employers and unions may provide guidance and resources on pay equity compliance within their respective organizations.

Your CUPE 4070 Executive Team
CUPE 4070 President, Alia Hussain
CUPE 4070 Vice-President, Tyson Conrod
CUPE 4070 Secretary-Treasurer, Alex Grigoriev
CUPE 4070 Recording Secretary, Calvin Gautschi
WestJet YEG/YVR Base VP, Chris Brewer
WestJet YYC Interim Base VP, Lisa Blayney
WestJet YYZ Base VP, Bryan Hansraj
WestJet Encore YYC Base VP, Heather Crippen
WestJet Encore YYZ Base VP, Marcus Johnston-McKinney