Financial Update

Good day CUPE 4070 Members,
                                                                           
It has been my utmost pleasure to serve as your Secretary-Treasurer over the past two years.  In anticipation of the Secretary-Treasurer’s report at the upcoming General Membership Meeting (GMM) on November 8th, I wanted to share some financial highlights from the past year and ideally entice as many of you as possible to attend the GMM, where you can share feedback, seek clarification and enhance your knowledge about the financial affairs of this local.

You will find attached to this letter, links to a) our financial performance over the past year compared against the budgets you have approved, b) trustee recommendations and c) Secretary-Treasurer’s response to said recommendations. 

Overall, I am pleased to share that we have successfully delivered results well below the budgeted amounts in almost all tracked categories.  The exception to that is the Operating Expenses, where we had to pay for additional taxes, unknown to us during the budget presentation last year.  Our other category revenues significantly exceed our expenses, and the overall surplus will be reverted back to replenish the defense fund as well as into savings of the general fund. As some of you would recall, you had authorized the defense fund at the past meetings.

Our trustee team has worked extremely hard to go over every single transaction and signature, on which they base their recommendations for improvements.  I am also happy to report that a very significant number of the recommendations has been implemented and adopted to ensure that your money remains safe.

At the GMM, this Wednesday, the trustee team will discuss their new recommendations and findings derived from the most recent audit, however I am happy to share some of the completed procedures from the past audits.
We have:

• developed processes for handover of property from outgoing to incoming executives;

• digitized all paperwork to ensure its completeness so not a single signature of authorizations is missing before disbursement is authorized;

• moved over to conducting audits virtually to save on hotels, flights and all the costs associated with travel;

• obtained commercial insurance for all our offices to comply with the lease requirements;

• moved our executive top-up structure to post-payment, rather than a prepayment, to ensure no funds go unaccounted should an executive vacancy arise;

• developed an executive cost report to ensure that each member of the executive team is aware of how much each of their roles costs to the membership, in order to encourage attention for opportunities to save anywhere possible

In addition to the accomplished trustee recommendations, we have also secured top legal representation for the upcoming merger.  Being a rarity in Canada, Michael Church brings decades of experience in union mergers in transportation/aviation sectors.

We have aligned the budget year with our fiscal year, which allows us to produce the report that is linked here.  This endeavor now allows us a smoother allocation of expected expenses with potentially more left available for committee budgets.

We also started recognizing time bank as revenue for ease of understanding how it affects the bottom line (see Time Bank Revenue category on the linked Income Statement).

A couple weeks ago, at the CUPE National Convention, your executive team pushed to increase the strike pay from the current $300 per week.  This amount is unsustainable in the current economic landscape (see CUPE4070 Instagram Account).

And we have been able to complete an audit for the past year, as mentioned earlier. For context, some of our sibling locals in Airline Division are only on track to complete audits from 2016, which speaks to competence, consistency, and dedication of our Trustee team.

Despite all the gains and successes, we continue to face risks to financial and overall affairs of the local due to delayed approval of the bylaws.  Last fall, we have obtained a preapproval from the CUPE National President’s Office of the bylaws proposed to the membership.  After your tireless work at the three SMM’s last fall, we still have not had the bylaws returned to us with any feedback.  As we expected the approval process to conclude around March 2023, our budgets are built around what the membership has approved in these bylaws.  Almost a year later, we don’t have any concrete certainty of whether these bylaws will be accepted and approved by CUPE National.  This has a significant bearing on our bottom line as it affects the safety net coverage of uninterrupted operation should any of the offices fall vacant due to illnesses or resignations, amongst numerous other factors.

Some of you have had concerns of how current economic climate and persistent inflation affects our financial standing.  Overall, we are insulated from the effects of inflation as our revenues and bulk of our expenses are tied to our wages in the form of dues we receive and flight release costs we pay to our employer.  There are no unanticipated swings in those factors as we mostly budget our flight release at the top CCM wage in each bargaining unit.

In conclusion, I would stress we are in for some turbulence over next few years.  Erosion of our purchasing power due to inflation is roughly equivalent to a 17-19% wage cut when compared to 2019 and that is unacceptable. 

This membership’s persistent struggle to survive on the current wages does not go unnoticed.  While the upcoming merger will test our unity in the most extreme sense, we must persist in maintaining a collective focus on getting prepared for bargaining as only then do we stand any chance of having a wage increase. We only have one chance before we are locked in another lengthy term and financial preparation for bargaining is essential.

This imminent focus on bargaining is directly tied to the importance of fiscal responsibility.  Recently Air Canada Component announced a goal of accumulating $3 million for bargaining in 2025.  Our local is very young and not in a position to have nearly as much allocated to CA2 negotiations.  Consequently, my personal focus is to adhere to delivering results below budget and aggressively contributing to our savings, as much as the bylaws, membership and the rest of the executive team would permit.

Getting through these upcoming turbulent years requires participation from as many of you as possible.  Please continue to get involved, attend the GMM and continue to educate yourself on union affairs.

Sign up for the GMM here.
 
Alex Grigoriev
Secretary-Treasurer
CUPE Local 4070

General Membership Meeting Sign-Up

Good day CUPE 4070 Members,
 

GMMs are vital to the Local as it is one of two formal meetings conducted for the Local between the elected Representatives and the Membership. Business is conducted formally at these meetings, following rules of order outlined in the Local's Bylaws. Reports from the Executives, Committees, along with financial updates, approval of Members applying to be in Good Standing, and important Local updates are shared. To reference the Local’s Bylaws and Rules of Order, please click here. 

When is it, Who can attend, How do I sign up?
 

• The GMM is on November 8th (11:00PT/12:00MT/14:00ET), held virtually

• Open to Members in Good Standing and those who completed the application process only.  

• Sign up here for the GMM.

• See the GMM Agenda here.

Review Previous Meeting Minutes
Log into www.cupe4070.ca first, then on the right side is "Previous GMM/SMM/Townhalls" and you find the last meeting minutes under each applicable section. Alternatively after signing into the website you can click the links below,

Please read the previous GMM minutes here.
Please read the previous SMM minutes here.

Logging into the meeting/Why am I not being admitted into the meeting?

• When you log into the meeting, you MUST edit your display name to show your full name or employee number.

• If your display name cannot be verified off the MSL and Members In Good Standing list, you won't be allowed entry

• Please be patient as it can take several minutes to verify and admit everyone into the meeting.
   

For example, WestJet Encore Members: 

WR 32168 Adrian Dayrit  
or

For example, WestJet Members: 

WS 29902 Bryan Hansraj 
 

What is Member in Good Standing, Am I one? How do I find out?

• Everyone of you is a Member of CUPE 4070, paying dues. 

• A Member in Good Standing though means you have completed an application process and approved at a subsequent GMM.

• You then have rights to attend Membership Meetings, run in elections at CUPE 4070 and to vote in them and to vote on other things as well. 

• The application process is filling out the form here, ensuring your initiation fee is paid (ask here if unsure) and then at the next GMM, is the final stage for approval.

Please have all the steps completed no later than November 6th in order to have time to be processed during the November 8th GMM. 
 

The next opportunity after November 8th, 2023 will be in May 2024. 

Your attendance is pivotal to decision making at our Local. Quorum is the required number of attendees so that the meeting can take place. Quorum at Local 4070 as per the bylaws, is a minimum of 40 Members plus at least two Members of the Board. 

**Please note when you log into the meeting, your full name must be visible.  If your first and last name is not visible, we do not know who you are and you will NOT be let into the meeting.**

November 2023 Newsletter

Topics in this Newsletter:
Bargaining is Coming
Fatigue
Flu Season is Here!
Member in Good Standing 
Benefits
Breaking Barriers: CUPE's Human Rights History
Facebook, Instagram, Twitter, Social Media
Per Diems, Dropping Shifts or Picking Up?
Save the Dates
Galley Gossip

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

Bargaining is Coming
 

Bargaining is coming sooner than later!  Did you know WR’s Collective Agreement expires in only 1003 days and WS’s Collective Agreement expires in only 791 days. 
Things begin, up to one year in advance of the expiry of a Collective Agreement.  This involves things such as surveys, data compilation, bargaining committee set up, meetings and then finally the actual bargaining.
Please keep track of items that you want bargained, so that when the bargaining survey is sent out it will be quick and easy for you to fill out with what you want.  It is by your feedback which drives the direction of the bargaining committee.

Fatigue
 

Fatigue is a constant in our industry.  From schedules, time zones, overnight shifts, flips and sleep interruptions.  Any time you receive your schedule please review it for anything that could be fatiguing and proactively report it as per the fatigue process.
If you encounter fatigue while working, please ensure to be safe, do not work and follow the fatigue process.  Fatigue reporting brings about scheduling changes, and keeps the Employer aware of what is not working. 
Things can look great on paper while following the Collective Agreement rules, though it does not mean that it may not be fatiguing.
Our winter season is soon to begin, please take care of yourself during this extremely busy time of the year.

Flu Season is Here!

Winter has started, and with it also comes flu season.  If you are sick, please take care of yourself and do not come to work.  STAY HOME!
Take care of your fellow Crew Members by not coming to work sick.  Please familiarize yourself with the sick procedures and do not feel afraid to use sick days if you are not well.  If you encounter any issues please contact your Base Vice-President here.   

Member in Good Standing

Everyone of you is a Member of CUPE 4070, paying dues. 

A Member in Good Standing though means you have completed an application process and then have rights to run in elections at CUPE 4070 and to vote in them and to vote on other things as well.  The application process is filling out the form here, ensuring your initiation fee is paid (ask here if unsure) and then at the next GMM, the final approval, if no one opposes.   
 

We have a GMM coming up on November 8th, please have all the steps completed no later than November 6th in order to have time to be processed during the November 8th GMM. 
 

We have elections coming up and to vote or run in them, this must be completed.  The next opportunity after November 8th will be in May 2024. 

Benefits

Use your benefits, they are part of your employment package/compensation.  Depending on what you chose, you could be eligible for compression stockings, deep depth footwear (basically footwear you can put insoles in), orthopedic footwear (these can be from runners to dress shoes), massage, acupuncture, chiropractic, therapy, counselling, chiropodist etc.  Ask your co-workers what they have been using and also contact the insurance provider to see what is covered under your chosen benefits package.  

Breaking Barriers: CUPE’s Human Rights History
 

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

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

Facebook, Instagram, Twitter, Social Media 

Please keep in mind Management and friends are on social media too.  There is frequent reports and meetings with Members and the Company because of posts of certain natures.  Please be familiar with the Company's policies and remember if you wouldn’t want management to read or see something, then do not post it on social media.  As most likely they will see it or be sent it, even on closed group pages.  
 

Side note, if you want to contact CUPE 4070, please use the only official contact method via the website, www.cupe4070.ca/contact do not use social media, as those messages are not monitored.

Per Diems, Lead Lump Sum, Dropping Shifts or Picking up? 

Always keep track of and on each pay period double check that everything is correct, and that you get what is owed to you.  The thought of perfection in our pay is a wonderful idea, though we do not live in a perfect world.  Errors will happen.  Each Member should be verifying, as errors are not uncommon.

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

General Membership Meeting (GMM) 
November 8, 2023 1100PT/1200MT/1400ET - Sign Up Here
Open only to Members in Good Standing or to those who have completed the application process. 

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

**DO NOT USE YOUR WORK EMAIL ADDRESS**

Galley Gossip

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

Galley Gossip: A lot on FAs on probation are worried they’re going to be let go first under the probation first before the merge.

Answer: When on probation, the Employer is assessing for suitability and viability of the employment relationship. The Union has seen probationary extensions and terminations issued by the Employer citing high sick time, missed reserve calls, consumption of Buy On Board items, and “overall reliability.”
 
If you are on probation and have questions about utilizing personal leave or sick leave, please reach out to your Base VP. If your DPM calls you for a meeting, contact your Base VP immediately for Union Representation to attend your meeting with you.

Thank You Swoopsters

Dear Members, 
 

It is with mixed emotions that we say goodbye to Swoop Airlines on the last day of operations.   After five years of service, today marks the final day of operations and full integration into WestJet Airlines.   
 

As we navigate through the final day of operations, we want to express our gratitude to our Members at Swoop Airlines for their hard work and commitment over the past five years.   
 

While we recognize transitions are not always the easiest, we are excited to welcome you into to WestJet and do so with open arms. 
 

We look forward to supporting you in this new phase of your career at WestJet Airlines. 
 

Your CUPE Local 4070 Base Vice-Presidents at WestJet are: 
Brandy Whitby (WS YYC)
Bryan Hansraj (WS YYZ)
Chris Brewer (WS YEG/YVR)

Elections

Good day Members,

Here is the outline for November's election.  Elections occur as per the bylaws.  

The following is an outline for Elections November 2023:
Nominations Open: 
October 24, 2023 at 03:00PT / 04:00MT / 06:00ET 
Nominations Close: 
October 31, 2023 at 14:00PT / 15:00MT / 17:00ET 
Nomination Acceptance Due: 
November 14, 2023 at 14:00PT / 15:00MT / 17:00ET 
Resume/Info Sheet Due: 
November 14, 2023 at 14:00PT / 15:00MT / 17:00ET 
First Round Election Start: 
November 23, 2023 at 03:00PT / 04:00MT / 06:00ET 
First Round Election End: 
November 30, 2023 at 13:00PT / 14:00MT / 16:00ET

-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. 
YOU STILL HAVE TIME AS THE NEXT GMM IS NOVEMBER 8th, 2023Notes

• 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.

• Only one nomination form is required per nominee for the same position. 

• For Grievance 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 Base Cabin Crew Member.

Returning Officer: 
The Returning Officer for this election will be Christine Weisner, WestJet YYZ Cabin Crew Member.Respectfully,
Calvin Gautschi
Recording Secretary - CUPE 4070

Company Safety Survey

Dear Members, 

The Union engaged with the WestJet Safety Group to address the “mandatory” safety survey which Cabin Personnel were asked to complete without compensation. The Union maintains that the Employer is responsible for managing its workforce and should strive to provide adequate working and living conditions. Asking the largest workforce, that completes a great deal of labour unpaid, to do more is inappropriate. 

The WestJet Safety group has now engaged with and briefed the Union regarding the Mandatory Safety Survey. We would like to update you that, based on our discussions, the survey is no longer mandatory and is entirely voluntary. 

We appreciate the proactive engagement of members who reached out to inquire about the nature and intention of the initially proposed mandatory survey. Your feedback was invaluable. 

If you are interested in participating in the survey, you are welcome to do so at your convenience, if you wish to. This Voluntary Safety survey can be found in your Company email.  

Please do not hesitate to reach out to your Inflight Leader or your Base VP should you have any questions.  

 
#unpaidworkwontfly

Happy Thanksgiving

Dear Members,  

HAPPY THANKSGIVING!
 

Your CUPE 4070 Executive Team wanted to take this opportunity to wish everyone a Happy Thanksgiving! Thanksgiving is a time to reflect on all the things one is thankful for in life.  From family and friends, pets, to a job, or living in a country with many freedoms. 
 

As many of you spend this weekend enjoying meals or connecting with loved ones, we encourage those of us working to extend thankfulness to your coworkers and acknowledge one another for all the hard work we all do.  It is also a good opportunity to thank the guests for flying with us, as their continued support keeps us all employed. 
 

At the same time, we recognize that this holiday, like many others, does not afford all of our crew the opportunity to share meals with loved ones or have the time off to rest and recharge during one of the busiest flying weekends of the year. We work in a unique one-of-a-kind environment and holidays are a reminder of that. It is important we look after each other while away from home.  The constant change in time zones, long duty days, and the pressure of ensuring everyone's safety can take a toll on your mental health. Not to mention the added stresses and pressures of the impending merger with Sunwing and all the unknowns and variables that it brings. 
 

In light of our shared experiences and the challenges we face together, your Executive wanted to take this opportunity to emphasize the importance of looking after one another's well-being, particularly in terms of mental health. As we navigate our personal and professional journeys, it is crucial that we extend the same care and consideration to our mental health as we do to our physical health. We encourage each one of you to check in on your Cabin Crew Family, offering support and understanding, and fostering an environment where open conversations about mental health are welcomed. 
 

Remember that it's okay to not be okay at times, and seeking help when needed is a sign of strength, not weakness. 
 

We want to remind you that we have multiple avenues available through our benefits specifically designed to support mental health and well-being. These resources are not just for times of crisis but are meant to be utilized as part of our regular self-care routine. 
 

Remember, reaching out for support or checking in on a colleague is part of who we are. Let's continue to build a workplace culture that prioritizes mental health, where everyone feels supported and understood and seen. 

CUPE 4070 has put together the following hotlines and online resources  that covers destinations both provincially and in the WestJet Network. 
 

Inkblot is the support program the company has obtained as the employee family assistance program. To access Inkblot you can call 1-855-933-0103 or visit Inkblot therapy.com/WestJet  
 

We would also like to share with you th|AIR|apy that is specifically for flight attendants which you can call or text into. For more information, visit, https://getthairapy.org 

Thanksgiving has been officially celebrated in Canada since 1879. Some historians say the first celebration was in 1579 in North America. 

Right to Refuse Dangerous Work

CUPE National Health and Safety Branch continues to receive questions from members and health and safety committees about the general process regarding the Right to Refuse Dangerous work. To help reduce some of the confusion and employer misinformation that is circulating, we have prepared this short memo.

Who can refuse?
From the federal government: “Any employee subject to Part II of the Code has the right to refuse dangerous work as long as they have reasonable cause to believe that it presents a danger (see #2 below) .”

How do I refuse: Step One of a Work Refusal
1. You must report your concern to your employer. Different airlines have slightly different provisions on whom you should report it to. If you are unsure, please check with your health and safety committee.
2. The employer must conduct an investigation into the refusal. You will need to be present for the investigation.
3. The employer will write a report with their findings.
a) If they agree, they will take measures to correct the concern. Or,
b) If they don’t agree, or the mitigation is not sufficient to make you feel safe then you continue to refuse, and the Health and Safety Committee is contacted. It is important to note that the Health and Safety Committee is not involved with step one of the refusal. The Health and Safety Committee should only be contacted at step one of a refusal if the employer is not following the law by stopping the work, investigating the claim and producing the report.

What are the rest of the steps?
If you choose to continue the work refusal, the Health and Safety Committee can provide guidance on the remaining steps of the process. If you would like to know more, please refer to the resources at the end of this memo.

Can I lose pay or be punished for refusing unsafe work?
This is one of the biggest questions we get around work refusals. Workers cannot lose pay for engaging in a work refusal. In an airline context, they should be paid the greater of flights missed (whole flight assignment even if multiple days) or flights worked. Workers cannot be disciplined as long as they act in good faith and have a true concern for their health or safety.

Is there a time where I am not allowed to refuse?
The Canada Labour Code does have provisions for when you cannot refuse: “These exceptions include: if the refusal puts the life, health or safety of another person directly in danger; or, the danger in question is a normal condition of employment (see #2 below). ” It should be noted that being exposed to a hazard that is normally controlled or doing work without standard protective equipment is not a normal condition of employment. If there is any question it is important to remember that “an employee always has the right to refuse to work under the Code when the employee has reasonable cause to believe the danger is not a normal condition of employment (see #5 below) ”.

What if the plane is ‘in operation’?
If the plane is moving under its own power (either on the ground or in the air) then report safety concerns to the pilot who will render a decision about the refusal.  When the plane is no longer ‘in operation’ then report the concern to the employer and start at step 1 above.

When is the plane considered in operation? What if I am out of the country?
CUPE has consulted with Transport Canada and Federal Labour Program and have confirmed from their own memos that “aircraft in operation only includes aircraft in movement, either on the ground, or in the air” and “an aircraft is not considered to be in operation when it is parked in Canada, or abroad, at the end of a flight.”

Additional Resources (click the links)
1.) CUPE National Guidance for CUPE Flight Attendants on the Right to Refuse Dangerous Work

2.) Federal Government: Right to refuse dangerous work

3.) CUPE National: Refusing unsafe work: A step by step guide

4.) Refusing unsafe work: It's your right

5.) Federal Government: Danger as a Normal Condition of Employment 

October 2023 Newsletter

It doesn’t matter whether you think your meeting is insignificant or not, we highly encourage you to obtain representation from CUPE. It’s not all we do but you pay dues and a huge part of being in a Union environment is representation. Having union representation also demonstrates your willingness to cooperate with your DPM. It also provides the Union insight into what issues are happening. 

Keep in mind last minute requests are not always able to be attended by the Union.  Please give the Union a heads up as soon as you are aware of a meeeting date. 

What does representation look like? 

When you reach out with your meeting date and time, and the details of your meeting. We arrange for representation whether that’s a steward or ourselves. We also advise and help you prepare in addition to attending your meeting. While the meeting is mostly between you and your DPM we support you through the meeting process by ensuring the Company doesn’t step out of line as well as yourself. We question and challenge the Company if needed. 
 

We work to ensure you receive the support and most fair and reasonable outcome, take notes, and prepare in the event a grievance has to be filed. 

Remember we only know what we know when you reach out to us. We can only help you when you reach out and ask. If you’re not in need, but you know someone who is, tell them to reach out. If you have questions, reach out. Meeting requests are always prioritized. Questions and feedback are responded to as soon as we can. 

Hotel Committee Update
 

Hi Everyone, 
 

 Although you can expect a more comprehensive update from your Hotel and Transportation Committee in the near future, we did want to capture one topic before November bidding closes.  If you have been to Las Vegas over the past few months, you have likely noticed an enormous amount of construction for the Formula 1 Las Vegas Grand Prix. 
 

Due to the expected traffic, road closures and excessive vehicle noise expected from this event in November, the decision was made to relocate crews for approximately one week. This timeline will capture the race weekend as well as days before and after. 
 

Therefore, if you have an overnight in Las Vegas from November 12 - 19, you will be staying at the Hampton Inn Tropicana. Please keep this in mind for bidding and trading during that week. 
 

Thanks, and we look forward to updating you soon about additional changes to our network. 

Callouts
 

It is important to verify your phone is in full working condition and that you'll be able to respond to Crew Scheduling calls when you are scheduled reserve or on  return to duty (RTD).  
 

While the call out windows are identified in the CA under Article 35-5 WS & 35-3 for WR, Crew Scheduling has the ability to call in advance up to two days between 10:00-20:00 LBT to convert to ASR or to preassign a pairing, which requires your acknowledgement at least four hours prior to the pre assignment report. (35-5.11 for WS, 35-3.10 for WR). Failure to acknowledge within the identified timeframe will result in a no show and your MMG reconciled accordingly. 
 

When you're on reserve duty within your call out window and also waiting to be assigned, you are responsible for responding to Crew Scheduling with answering the call or calling back within 20 minutes at WS and 15 Minutes for WR. (35-5.10 for WS, 35-3.09 for WR) 
 

It does not matter whether you miss responding to crew scheduling within 5 minutes or an hour, failure to respond to crew scheduling within the outlined time of 15 (WR) or 20 (WS) minutes will result in a no show and reconciliation of your MMG will occur. 
 

If we wish to see changes to these processes, it will be the responsibility of each individual member to respond to the bargaining survey when released so that the Bargaining Committee can identify the priorities of the Membership. 

ADCP Update
 

Historic petition to end unpaid work for Flight Attendants lands in the House of Commons 
 

You can watch Taylor introducing the petition in the House of Commons here. 
 

The President of the Airline Division of the Canadian Union of Public Employees (ADCP) weighed in on the issue of WestJet allowing Opposition Leader Pierre Poilievre to use the public address (PA) system on a recent flight.  You can read the article here.

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

General Membership Meeting (GMM) 
November 8, 2023 1100PT/1200MT/1400ET - Sign Up Here
Open only to Members in Good Standing

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**

Updates

Elections:
Elections are fast approaching for November!  Please keep an eye out for a communication near the end of October for more details.  We encourage you to run for a position as for the Local to run positions need to be filled. 
The Union can work only as hard for you when all positions are filled to ensure things run as smooth as possible and at it’s fullest capability. 
If all positions are not filled, the Local cannot run at peak performance and in the end the members does not get the fullest benefit of having a Union.

CUPE Courses:
All members are encouraged to take CUPE courses.  They are free for all members to take and can be found on the CUPE website here (https://cupe.ca/unioneducation) 

Royal Ontario Museum Discount:
Royal Ontario Musuem is giving CUPE 4070 Members 15% off admission.  Use code CUPE4070 when booking tickets at www.rom.com (Click here)

Galley Gossip

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

Galley Gossip: There seem to be a number of our members out there that have been told/heard that the Sunwing CA provides for them to “keep their seniority” in the event of a purchase/buyout. Doubting this, I asked several CCMs I know personally at Sunwing who have told me that their contract has no such provision. I’ve read it and can’t find it in there either.

Answer:  When two unions merge, they try to come to a mutually agreed upon solution. If no solution can be found it can lead to mediation and arbitration.

National Day of Truth and Reconciliation

Today, September 30, we want everyone to stop and acknowledge the National Day of Truth and Reconciliation.   This annual day of commemoration is to honour the children who never returned home and the Survivors of residential schools, along with their families and communities.  The creation of the federal statutory holiday was approved by Parliament, days after the Tk'emlúps te Secwépemc First Nation confirmed the discovery of roughly 200 potential burial sites, likely of children, on the site of a former residential school in Kamloops, B.C. 

Weeks later, the Cowessess First Nation announced a preliminary finding of 751 unmarked graves at a cemetery near the former Marieval Indian Residential School east of Regina. Since then, more than 300 other potential burial sites have been identified, and searches continue at sites across Canada. What are residential schools? 
More than 150,000 First Nations, Métis and Inuit children were forced to attend church-run, government-funded schools between the 1870s and 1997. 

In 1894, the Indian Act was amended to authorize the government to remove an Indigenous child from their family if it was felt they were not being properly cared for or educated and place them in a school. Subsequent amendments to the act in 1920 further reinforced compulsory attendance at the schools.  
Children were removed from their families and culture and forced to learn English, embrace Christianity and adopt the customs of Canada's white majority. 

Many of the children at residential schools were physically, sexually or psychologically abused in a system, described by the Truth and Reconciliation Commission (TRC) in its landmark 2015 report, as cultural genocide, part of a collective, calculated effort to eradicate Indigenous language and culture. 
The National Centre for Truth and Reconciliation, which houses the material collected by the TRC, has identified the names of, or information about, more than 4,100 children who died while attending these schools, most due to malnourishment or disease. 

But former senator Murray Sinclair, who chaired the TRC, has said he believes the death toll could be much higher because of the schools' poor burial records, 6,000 or more. We encourage everyone to wear orange today, in solidarity with Orange Shirt Day, "Every Child Matters."  

The day has been marked in past years as Orange Shirt Day, originally started in 2013. The day honours residential school survivor Phyllis Webstad, who had her orange shirt taken away on the first day of school. 
 
Numerous activities will take place across the country today, please join these if you are available to, showing your support. You can also join the national commemorative gathering, broadcast live from Parliament Hill.  To learn more about National Truth and Reconciliation Day, or to learn what you can do as a union member to support truth and reconciliation, please reach out to the 4070 Committee Against Racism and Discrimination (C.A.R.D. Committee) atcard@cupe4070.ca.  

If you or someone you know is a residential school survivor, and in need of support, please call the Residential School Survivor Support Line: 1-866-925-4419

Sunwing Integration Timeline

Dear Members,

We are writing to address the recent announcement made by the Company regarding the updated timeline for the Sunwing Airlines merger. As a Union, we were initially informed that the merger would take a few years to be completed. However, we have now been informed that significant aspects of the merger are expected to be finalized by October 2024, giving us only 12 months to prepare. This accelerated timeline has raised concerns among all labor groups, as there are several details that require careful consideration from all parties involved.   Furthermore, the Company's track record for successful rollouts leaves much to be desired.  
 

While we acknowledge the Company's management rights to disseminate information as they see fit during this merger, it is important to highlight the lack of clear communication from the Company throughout the process. Our group has been left in the dark regarding critical aspects of the merger, which has resulted in heightened anxiety and stress among our members.  

We understand the importance of transparency and effective communication in ensuring a smooth and successful merger process. Therefore, we urge the Company to provide timely and comprehensive updates, addressing all concerns and providing the necessary information to alleviate the anxiety and stress experienced by our members.  

As your union, we remain committed to advocating for your rights and ensuring that your concerns are addressed throughout this merger. We will continue to engage with the Company to demand improved transparency and communication, flexibility as they communicated, as well as careful consideration of all aspects of this complex merger to protect our Members' interests 

INTERNAL UNION MERGER UPDATE:  

We have patiently awaited the Company's plans for the merger, but while doing so, your Executive has been diligently working on our own strategy.  It is now time for us to update you on our progress and where we stand as a local in relation to this merger

The Executive team has taken proactive steps by convening in person on multiple occasions in Calgary. During these meetings, we evaluated the concerns raised by our membership, including the crucial issue of seniority. Additionally, we have been developing a strategic plan to ensure we are fully prepared to navigate the implications of this merger. 

To further involve our members and ensure their voices are heard, we will establish a member-driven merger committee. The committee's terms of reference and specific responsibilities are currently being finalized, and once completed, we will communicate the details. Elections will be held for this committee.  We encourage all interested members to run for an elected position on this committee and join us in shaping the outcome of this historic merger.  Details to come. 

Rest assured that we will continue to keep you informed of any updates we receive regarding this merger. Our dedication to our members and their interests remains unwavering as we navigate through this transformative process. 

Thank you for your continued support and trust in your Executive team. 

WR Canada Labour Code Sick Leave Amendments MOA

Dear Members,
  

In July CUPE took WestJet (WS) to mediation in relation to the new laws regarding Medical Leave and Personal Leave under the Canada Labour Code and won.  We then wrote a MOA with the Employer and signed it.  You can view that CUPE email communication here.  

Since then we have worked with the Employer on a MOA for WR and have now signed it   

You can view the MOA here. 

The new language comes into effect on October 1, 2023, and the Company has advised the Union that a communication and referenceable material will be released in the coming weeks. 

Your Union is committed to actively and fiercely fighting for your rights not only as bargained in the Collective Agreement, but as legislated in the Canada Labour Code by the Government of Canada. Our position remains the same - compliance with the Canada Labour Code is not optional, it is the law. 

Please ensure to inform the Union of any violations of the Collective Agreement.  

Cancelled Townhall Q&A (Sept 20th)

Dear Members,

We have compiled the questions and provided answers to them below. Should you have any further questions please reach out to your Base Vice President.

Q1: When are we changing to the "real" seniority bidding system? 
 
A:  The policy grievances that were filed in 2022, are still in queue for arbitration and waiting to be heard by an arbitrator. While we wait, we have engaged the company and maintain our position that the system we have is not true seniority and what our membership is in need of. Any language we have surrounding a new PBS Seniority based scheduling system must be clear, concise, and direct. We will not accept language that is vague or gives the company the ability to not fulfill its promise of a true seniority system. 

Q2: When is next per-diem rate adjustment? 
 
A:  The Per Diem rate can be found in your respective Collective Agreement. 

Q3:  With the integration coming up, how will the MSL look? Are they going to be slotted at the bottom of the MSL? 
 
A:  Per the Interim Swoop Integration MOA, those that integrate are added to the bottom of the MSL. One of the many projects the Executive Board has been tasked with is addressing the integration of Swoop and the upcoming merger of Sunwing flight attendants and the impacts on seniority and our membership.  

Q4:  It’s been often observed since ratification where we do not have “adequate or specific language” in our Agreement, and the company has been able to take license to circumvent our intentions. We have CUPE National to guide us, and they are compensated through our dues. How are we going to ensure our next agreement leaves us better protected from non-specific wording that can be used against us? 
 
A:  While the Executives have been tracking areas of improvement identified, it will ultimately be up to our membership to complete the bargaining survey to give the bargaining committee the direction to take. If you haven’t already, we recommend keeping track of what you like and don’t like so it is easier to respond to the survey. Every submission matters. The Executive has heard loud and clear from the membership that vague language will not be acceptable for CA #2. 

Q5:  Will the Union be looking at the clause in our contract regarding modified (ad hoc) duties only being paid at 50%. For people on long term mod duties, this is quite a financial hardship but seems to be a benefit to the employer. 
 
A:  Unpaid Work Won’t Fly. Our compensation along with the other Canadian carriers agree that cabin personnel deserve to be compensated fairly and for their time at work. Any article in our Collective Agreement can be addressed, however with a monetary article such as 41-7, that will have to wait for collective bargaining which will begin for CA #2 in 2025. 

Q6:  Can the Union please make a video tutorial on the basics of Rainmaker. I also brought this question up at a previous Townhall. I don’t think many of us are looking for a super in-depth explanation of every element, but please can someone help me understand how to read this Rainmaker App so I know what my mid-month pay is going to be. Everyone I ask online seems to have little understanding of the App apart from checking to see if 14+ hr duty pay is loaded or how to check our Sick Day balance. Thank you! 
 
A:  The company has guides published on WestNet on how to use Rainmaker. If videos of the program are desired, this ask should be directed to the company who has implemented the use of Rainmaker and would be the subject matter experts. We suggest emailing your DPM with this request. 

Q7:  My Annual (and now separate First Aid) training dates are consistently moved 1 month ahead without my consent. When I try to move the date back to the original month I am told that I can only request to change it within the assigned month. How is it fair that WJ can change the month but CCM’s cannot. For me, it’s about childcare. 
 
A:  We have bargained language around this circumstance in our Collective Agreement that can be found in article 39-3.01. 

39-3.01 Notice will normally be provided to Cabin Personnel sixty (60) Calendar Days in advance of any month’s training events. A Cabin Personnel can request to change their annual/recurrent training dates by submitting the request up to the date of bids closing for the month in which training is scheduled. Approval of such requests will be based on operational requirements. 
 

Requests will be granted based on operational requirements. If you are having childcare issues with annual dates, please reach out to your DPM and inform them of the situation. They have the ability to help accommodate on case by case situations.  

Q8:  I want to know if CUPE will be creating a direct link form for ccms to fill out to send direct feedback about current articles in our agreement they feel need change. There is so much grey area and with negotiations coming up for our next contract we need to be able to compile/organize what needs to change and where people need to see change the most. This would be a easy Microsoft form for CUPE to create that could go directly to our representatives. 
 
A:  Members are welcome to email members of the Executive Board their suggested articles and changes as they track suggestions when received by members. However, it is important to note that the bargaining survey will be what gives the bargaining committee direction on what the local priorities are. Bargaining will begin in 2025. 

Q9:  Any word on Swoop being intergraded in terms of how that will look like seniority wise. Seems only right that they go to the bottom because when the “flowed” from swoop to WJ they lost their seniority. 
 
A:  Discussions on how seniority will look like after the integration of Swoop into WestJet, and Sunwing into WestJet are ongoing. For the mean time, as per the MOA, members will be added to the bottom of the MSL.

Q10:  During the next negotiations can the MSL be revised and corrected as what we voted for in the first place in 2020? 
 
A:  Construction of the MSL has been determined and a decision by the CIRB with complaints has been made. Currently the Executives are working to address the implications of integrating Swoop and Sunwing into WestJet and the impacts on the overall MSL.  Please provide bargaining ideas on the bargaining survey that will be released in 2025.

Q11:  Last July our schedule was delayed because of the company issues and we never got compensated? And this last week again we have a delay in vacation bids because of the company… will we ever be compensated for all those mistakes that do affect our work life? 
 
A:  Policy grievances are a lengthy process as they involve mediation and arbitration. Currently the average timeline is 2 years. Seeking an arbitrator with expertise in the aviation industry is challenging. Resolve for these situations do not always include financial compensation or penalty as resolve in grievances look at making members whole and must be reasonable. Vacation bidding was resolved by having the bids rerun to ensure they were awarded correctly. One thing as a local that we are committed to doing, is getting heard in front of an arbitrator at a much faster rate as currently the backlog from the pandemic has now shifted behind us and dates become more available. With that said, we are filing a grievance due to the breach of the Collective Agreement.

Your Local 4070 Executives:

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

Swoop Base VP, Sherrie Moore
WestJet Encore YYC/YYZ Base VP, Adrian Dayrit
WestJet YEG/YVR Base VP, Chris Brewer
WestJet YYC Base VP, Brandy Whitby
WestJet YYZ Base VP, Bryan Hansraj

Systems Outage - Irregular Operations

Dear Members 

We have learned that the Company is experiencing an outage related to the Sabre system and possibly other systems. As a result, this could potentially lead to extended duty days. Anytime there is an IROP we would like to remind members of the following: 
 

34-11.04 Any duty period extension beyond the maximum listed in 34-11.02 and 34-11.03 above requires the consent of the Cabin Personnel. 
 

The Company MUST gain consent. Individual Crew Members have the right to determine whether they are willing to extend past this point. This is not a matter of fitness for flight, this is a matter of choice, and it is your right under the collective agreement. 
 

If you are not requested and do not wish to proceed – Contact Crew scheduling and advise them, you do not wish to proceed as per the article above.  You may also use the new Crew View messenger feature in the app. 
 

Please contact your Base VP if you believe you have experienced a violation of the above. Please include your pairing details (screenshot acceptable), timeline of events such as notification of delays, changes, crew scheduling calls, etc. 

YourCUPE4070Executive Team
CUPE4070President, Alia Hussain
CUPE4070Vice-President, Tyson Conrod
CUPE4070Secretary-Treasurer, Alex Grigoriev
CUPE4070Recording Secretary, Calvin Gautschi
WestJet YEG/YVR Base VP, Chris Brewer
WestJet YYC Base VP, Brandy Whitby
WestJet YYZ Base VP, Bryan Hansraj
WestJet Encore YYC/YYZ Base VP, Adrian Dayrit
Swoop Base VP, Sherrie Moore

Labour Day 2023

Dear 4070 Members, 

Your Executive wanted to take a moment to express our deepest gratitude to each and every one of you for your tireless dedication and hard work as members of our local Union.  

We also wanted to take this time to reflect on Labour Day about the importance of the Labour movement and how workers like you have shaped our society and our workplace. Your commitment to advocating for fair labour practices, workers' rights, and the betterment of our unique profession is truly commendable. 

Participating in our Union's activities, rallies, town halls, and meetings has not gone unnoticed. Your contributions have made a significant impact, and your passion for improving the lives of Cabin Crew is inspiring.

This past year the CUPE Airline Division launched the #unpaidworkwontfly campaign to launch our own Labour movement to raise awareness and bring change to the archaic and exploitative compensation philosophies practiced in our industry. The turnout we saw at the airports during the #unpaidworkwontfly campaign was inspiring to witness and shows the true power we have as a Union to make change when we as a membership have said - "enough is enough!"  Just as the original Labour Day movement granted shorter work days and weekends for all, our campaign isn’t just for us, it’s for workers all over Canada to join in and tell their employers that working for free wont fly with their employees in 2023. 

“Labour Day is more than a holiday. It is a day to honor the workers and the entire Labour movement that helped shape Canada for the better. This is the movement that made weekends and lunch breaks a reality. It is the movement that created the working class we have today.” 

Today we pause to reflect on our simple message - one would think would not be needed at this stage of history:
 

When a Flight Attendant is at work, performing work-related duties - they should be paid.  

Thank you again for your dedication, hard work, and tireless efforts. It is a privilege to have such dedicated members in our union. Together, we will continue to make a difference and build towards better working conditions. 
 

Did You Know? The origins of Labour Day started in Canada back in 1872. You can read about it here

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 Base VP, Brandy Whitby
WestJet YYZ Base VP, Bryan Hansraj
WestJet Encore YYC/YYZ  Base VP, Adrian Dayrit
Swoop Base VP, Sherrie Moore

Newsletter

Dear Members,

A few updates of significance: 

• Merger Seniority Discussions- The Executive met at the YYC office for two days of in-depth discussion to begin to unravel and map out the road that lies ahead and plan/strategize how we address the merger seniority scenarios we are faced with.   As a result of the complex nature of the scenario we face the Locals Executive Board authorized the following: 

  • The Local has secured and retained external Legal counsel from Calywrey Law firm in Ontario. We are very pleased to share that Michael Church has agreed to join our team and represent the interests of Cabin Crew of Local 4070.

  • Michael Church has an extensive amount of  Aviation experience in mergers/integrations/acquisitions notably that he had involvement in the Air Canada/Canadian merger amongst others.  He is considered to be an expert on these matters and we will be seeking consultation and guidance. 

• IHRs- We cannot stress the importance of documenting concerns from the line.  We have seen positive movement in the realm of Proactive Fatigue reporting whereby pairings were adjusted.  Please continue to report these pairings to the company.  Collective Bargaining is not intended to replace what our members deem to be unsafe working rules.  We each have a responsibility to self evaluate and report fit for duty.  

  • We encourage our CCM to be mindful of time.  IHRs can be qued while inflight - this best practice works to respect rest periods/time away from duty.  

• IHRs are our most under utilized tool.  We are a very large working group- power exists in our commitment to ensure we are reporting appropriately, respectfully and consistently to the Company.  Reporting supports your Union Executive in discussions to promote change in the organization.  Facebook remains an unrecognized reporting tool for both the Employer and the Union.  

Alia Hussain, CUPE 4070 President
 

C.A.R.D. Committee

National Day of Truth and Reconciliation 

As September 30 approaches, we must recognize the significance of the National Day for Truth and Reconciliation. This day is dedicated to honoring the children who never returned home and the Survivors of residential schools, along with their families and communities. It serves as a vital public commemoration to acknowledge the tragic history and ongoing impacts of residential schools, playing a crucial role in the reconciliation process.  We must come together to acknowledge the harm and trauma the residential school system caused to Indigenous People and communities, and that this harm and trauma continues to reverberate today. 

Johnathan Dyer, CUPE 391 Vice President and National Indigenous Council Co-Chair, shared his thoughts on the holiday: 

“September 30 is an opportunity to remember the children who never made it home from the residential schools, whether that was physically or spiritually. During my lifetime we have seen these institutions close their doors for good, people refusing to accept what happened and finally these atrocities coming to light for the wider public. When the first 215 children were revealed to the general public through ground penetration software, I had a co-worker state that they never knew children died in these schools. This is why we need days like September 30 to remind us all of the cost the country currently known as Canada came with, and to remember the children who returned to the ancestors too early.”  

Local 4070 recommits to the ongoing work of truth and reconciliation and stands with Indigenous communities as they continue to grieve the unjust losses within their communities, and the trauma that continues to be felt. 

On September 30, we encourage everyone to wear orange in solidarity with Orange Shirt Day, an Indigenous-led grassroots commemoration raising awareness of the inter-generational impacts of residential schools and promoting the concept that "Every Child Matters." Numerous activities will take place across the country, offering opportunities to commemorate the violent history and legacy of residential schools. Additionally, buildings, including Parliament Hill, will be illuminated in orange from September 30 at 7:00 pm to sunrise on October 1, symbolizing our commitment to honoring the Survivors and their communities. You can also join the national commemorative gathering, broadcast live from Parliament Hill on September 30, 2023. Let's stand together in support of Truth and Reconciliation. 

To order an orange shirt through the official supplier, please visit Orange Shirt Day Archives - Leading Edge Promo.  A portion of proceeds support the Orange Shirt Society. 

To learn more about National Truth and Reconciliation Day, or to learn what you can do as a union member to support truth and reconciliation, please reach out to the 4070 Committee Against Racism and Discrimination at card@cupe4070.ca. 

If you or someone you know is a residential school survivor, and in need of support, please call the Residential School Survivor Support Line: 1-866-925-4419 

Unpaid Work Won't Fly
 

The International Transportation Federation (ITF) was inspired by our Unpaid Work campaign. They are now collecting information from affiliates to see whether the pay structure we have is common around the world with other airlines and if this is an issue ITF should tackle.

WR Merlot
 

WR, before the end of the year, will be transitioning from their Merlot scheduling software system to Crew Trac and Flica.  This is great news and will provide improved functionality to CCMs.  Should you have further questions please reach out to your WR Leader.

WS Per Diem Calculations
 

Per Diem (41-11) is paid on TAFB, which starts at report and ends at release.  Yet for international rates you only start getting these higher rates on the ‘Out Event’ (MCD closed and park brake released) and ending at the ‘In Event’ (park brake set for last time or MCD open.) For example, if your pairing is YYZ-LAX, 24h layover in LAX, LAX-YYZ, report to departure in YYZ (roughly one hour,) and arrival back in YYZ to release (15 minutes) of your TAFB will be issued at the domestic rate and not the higher international rate. 

The Westjet Group calculates Per Diem by taking the previous year’s rounded number, to two decimal places, adds the 2% increase and rounds to the two decimal places again each year.  By doing this the 2022 North American and Standard/Domestic rates are 1 cent lower than if the raw numbers were used to calculate it.   

We brought this forward to the Employer and due to there being no language specifying the method, Management Rights dictate that the Employer has the freedom to decide how it is done, and the Union has no recourse to address the method outside of Bargaining.   

As we approach our next rounds of Bargaining, the Executive has made note to address per diem increase calculations in our bargaining proposal.  

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

Townhall - Informal 
September 20, 2023 1100PT/120MT/1400ET
Sign Up Here (Open to all Members)
Submit Questions Here

General Membership Meeting (GMM) 
November 8, 2023 1100PT/1200MT/1400ET - Sign Up Here
Open only to Members in Good Standing

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: A lot on FAs on probation are worried they’re going to be let go under the probation first, before the merger.

Answer:  The Company has assured the Union there will be no job loss or layoffs as a result of the Merger of Swoop into the WestJet operations.  There are plans to begin hiring in January. 

Your Local 4070 Executives:

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

Swoop Base VP, Sherrie Moore
WestJet Encore YYC/YYZ Base VP, Adrian Dayrit
WestJet YEG/YVR Base VP, Chris Brewer
WestJet YYC Base VP, Brandy Whitby
WestJet YYZ Base VP, Bryan Hansraj

WO Interim Integration MOA

Dear Members, 
 

We would like to inform the Membership that the Employer and Union have reached an Interim Memorandum of Agreement (MOA) to allow for the integration of the Swoop Cabin Personnel into the WS Unit. The intention of this MOA is to lay out the framework for time sensitive elements of this transition. 
 

You can read the full MOA here.  

Please be advised this is an "Interim MOA" - it does not contemplate seniority in terms of the broader discussion that the Local Executive is currently engaged in. We will communicate further as information becomes available. 

Please reach out to your Base VP if you have any questions.

YourCUPE4070 Executive Team
CUPE4070 President, Alia Hussain
CUPE4070 Vice-President, Tyson Conrod
CUPE4070 Secretary-Treasurer, Alex Grigoriev
CUPE4070 Recording Secretary, Calvin Gautschi
WestJet YEG/YVR Base VP, Chris Brewer
WestJet YYC Base VP, Brandy Whitby
WestJet YYZ Base VP, Bryan Hansraj
WestJet Encore YYC/YYZ  Base VP, Adrian Dayrit
Swoop Base VP, Sherrie Moore

Delay of YWG Base Opening

Dear Members, 

The Employer has advised us that they did not receive the minimum required number of CCM vacancy bids required to open the YWG base in October 2023.  As a result, the base opening has been postponed until Q1 2024. 

The Employer has indicated that they will work over the coming months to ensure that they have the required number of CCMs to open the YWG base during the target opening quarter.  This could be via base transfers, flow, or external hiring.  
 
We recognize that this was a long-awaited and positive change to our operations, and we will continue to work with the Employer to advocate for base openings to support the work/life balance of our Members. 

We understand that this news is disappointing and frustrating for many. If you have questions about this announcement, please reach out to your DPM or your Base VP.  
 

Extreme Temperature Campaign

Dear Members,     

The Occupational Health and Safety Committee (OHS) and Executive Team continue to hear your concerns about extreme cabin temperatures. Extreme temperatures pose health and safety risks to all of us and our guests. We appreciate that the Employer is engaged on this topic, however, with little progress on this issue it remains concerning, especially during the record high temperatures we are experiencing this summer. It is the Employer’s responsibility to protect its workforce, and the Union will continue to advocate for this on your behalf.   

In summer 2022 there were 120 reports regarding unsafe cabin temperatures.  In September 2022, the Employer had a working group looking into the root causes and corrective actions. To date, the only resolution communicated is to lower window shades and open the air vents, yet this does not address the larger concerns of extreme cabin temperatures. This project is still in progress and there will hopefully be additional direction from the Employer.  

On August 6th to 12th, the Union will distribute simple keychain thermometers in the bases (YEG, YHM, YVR, YYC, YYZ).  The thermometer will help you to provide data-based information in the IHRs and to make informed decisions. When attached to your luggage, it will be a reminder for oneself and your colleagues to submit IHRs on busy days.   This is not intended to be a precise piece of equipment.  

This will also be a great opportunity to engage with your Union about your rights under the Canada Labour Code, with respect to dangerous work. 

Recommended Actions while on Duty & Proactive Conversations:  

• Discuss during the Crew Briefing (mitigating strategies, is the APU or ground air being used) 

• Discuss effects of extreme cabin temperatures 

• Communicate with each other (CCM to CCM, CCM to Pilot, CCM to Guests, CCM to Airports/Ground Staff) 

• Onboard announcements to lower window shades and open air vents  

Should you experience an Extreme Cabin Temp-anytime the temperature registers below 18° C or above 29° C in the cabin or anytime temperature feels unsafe or unmanageable even within that range:

• Advise the Lead and/or Captain of the concerns

• Submit an IHR

  • The more detailed the better, such as the various stages of cabin temperatures and steps you took, ex. communicating with the Pilots. Please remember to document each occurrence even if it’s a recurrence. 

• Inform the Union, click here.  The more reports that your OHS Committee gets, the more power they have to continue to apply pressure on the Employer to resolve unmanageable circumstances

Please be advised that you have the Right to Refuse dangerous work if all these steps do not lead to a reasonable solution.  Please review the link here for the Right to Refuse dangerous work or Pamphlet here.

Newsletter

Dear Members,

It has been just over a month since I was elected to the role of Vice President/Lead Steward.  It has been a steep learning curve, but I am excited to continue working with the Executive Team, the Stewards, the Committees and the Members.

A sincere thank-you to Charles Brochu for his service to the Local and his dedication to the Members while he held the role. 

A quick update on what has happened in the Local in the last month:

CLC Sick/Personal Time Mediation
On July 5th WS YYC Base VP. Brandy Whitby, and I attended mediation on behalf of the Local about the changes to Sick and Personal Leave provisions in the Canada Labour Code.  (That’s why we were conspicuously absent from the Townhall.)  After the Local filed a Policy Grievance, the Employer requested we waive a Step 2 grievance hearing and proceed to mediation.  We are happy to have participated in a favorable mediation, which now sees our CA Sick and Personal Time Provisions brought up to the Code standards, without conceding any benefits for our Members. 

All sick time will now be front-loaded rather than accrued, with no loss of sick leave entitlements or to the maximum sick bank.  On August 1st, you will see the remainder of your 2023 sick time loaded into your bank, as well as three paid days of personal leave.  Please check to ensure yours is updated.

YWG Base Vacancy Bid
As a YWG commuter for the last 15 years, I’m excited to say the opening of YWG is in sight.  The base vacancy bid is now complete, and we expect the base to open in October of this year.  Due to Member feedback, we were able to get the Employer to extend the vacancy bid deadline until after the release of the Winter 2023 Schedule.  This allowed potential commuters to view the network and make a more informed decision.

E-Learning Audit
Due to Member feedback, we were able to get the Employer to conduct an audit on e-learning pay.  This audit found that over 950 members were underpaid for their 2022 e-learning. However it also found that approximately 150 members were overpaid for this same training.  The Employer will be contacting affected Members via email.

The Employer has agreed to more transparency and consistency of the e-learning process and how it is paid.  This is an important step to ensure that all of our members are being paid accurately as per the CA.

Note: the Employer has now run a second audit and informed the Union that no members are in an overpayment situation. We understand this process has been confusing and frustrating.  If you have any questions or concerns about e-learning or the audit process, please contact your direct Leader and copy your Base VP on the email

WR Flow and YYZ Base
We’ve heard a lot of concerns from our WR members around what flow will look like moving forward.  As per the Flow MOA, the Employer must offer a certain amount of flow spots per quarter, and the Employer has consistently offered spots above this requirement.  An additional WR flow class was added in August.
We will be conducting an election for WR YYZ Base VP in August.  Keep an eye on your emails for nominations. To sign up for CUPE emails click here (share with you Colleagues if they have not signed up).

Steward Chat
Having been a part of the CUPE 4070 Steward group since our certification, I know how dedicated and hard-working our Stewards are.  As Lead Steward, I’m committed to developing our Stewards as much as we can to ensure a long, healthy life for our Local.  On July 18, the Base VPs and I conducted our first Steward chat since my election.  I’m very excited to continue these chats monthly, and to offer the Stewards as many learning and education opportunities we can.  We have a really great team working for our Members!  There will also be Steward elections in August.

WO Integration
Talks with the Employer about integration continue, and we remain committed to communicating with the Members as information becomes available and shareable.  Our Integration Advisory Committee has been elected and will advise the Executive Team as their Unit ceases operation.  Congratulations to Vanessa Settimi, Jay Antflick, and Katie Taylor, and a huge thank you to all who ran!

Grievances
As Vice President, my main role is to oversee the grievance process and chair the Grievance Committee.  As always, grievances are being consistently filed by the Base VPs on behalf of our Members, with just under one hundred having been filed so far in 2023.
If you believe you have an experienced a violation of the CA, your first step is to have an informal conversation with your direct Leader.  Make sure that you copy your Base VP on all communications, and if your Leader is unable to resolve the issue, contact your Base VP to discuss the next steps. 
 
In solidarity,
Tyson Conrod, CUPE 4070 Vice President & Lead Steward

Uniforms Committee Update

We have an update on the Lake's Collection blouse, it is in the process of being wear tested. It will take some time to conduct the wear test and gather feedback from our fellow cabin crew members wearing them online.  Once we conclude this wear test, we will provide an update.

Winter wear puffer jackets are still on pre-order, and we anticipate that the jackets will arrive at Unisync in late August.  Once received, they will be mailed out to Cabin Crew Members' home address. 

If you have any questions or concerns regarding uniforms, please reach out - uniforms@westjet.com and uniforms@cupe4070.ca 

WR & WS Scheduling Dispute Forms

Please continue to submit scheduling disputes via the form on SharePoint. 
These are vital as we continue to engage with the Employer for a new Seniority Scheduling System. 
The form is on the WestJet Inflight SharePoint page.  Log into WestJet SharePoint>Department Sites>Operations>Inflight and scroll down the page to see WR and WS Dispute Forms.

Collective Agreement Familiarization

Please ensure you are familiar with your Collective Agreement.  It is the responsibility of Members to know your working rules.  Knowing your working rules=knowing your rights.  The Union is not able to help you if you do not help yourself.  

WR 38-5 & WS 38-6 Hotel Cancellation Payment- Will begin next year due to cancellation of the ACM policy. 

WR 34-24 & WS 34-27 Drafting: Should drafting occur, please self assess that you are fit for duty and communicate that to Crew Scheduling during the call.  Fit for duty assessment includes alcohol consumption cutoff times, fatigue etc. 

WO 36-2.03, WR & WS 37-2.03 Hotel Transportation: When transportation is not provided within 40 minutes after release time or within 10 minutes of scheduled hotel shuttle time from the hotel Crew Members will be reimbursed for the actual expense of the taxi/rideshare to/from the airport.  A receipt must be submitted. **WO FAs must contact Crew Scheduling first**

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

Townhall - Informal 
TBD Fall of 2023 1100PT/120MT/1400ET

(Open to all Members)
Submit Questions Here

General Membership Meeting (GMM) 
November 8, 2023 1100PT/1200MT/1400ET - Sign Up Here

Open only to Members in Good Standing

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: Hearing about à buy out possibility for top pay FA. ??? Rumours??thank you

Answer: That is currently just a rumour, the Union has not been approached on this subject. 

Galley Gossip: rumour...sunwing f/a's, some of which I know, are under the impression that they will be integrated into our seniority system and keep there present wages which in some cases is higher than ours... thanks

Answer: The Union's first priority is to determine WO's integration.  This will then lay the groundwork for Sunwing's (WG) integration.  Currently anything you hear regarding WG's integration is just rumours.  Only official emails from CUPE 4070 or from the Company should be given any merit.

On behalf of your Local 4070 Executives:

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

Swoop Base VP, Sherrie Moore
WestJet Encore YYC/YYZ Base VP, Adrian Dayrit
WestJet YEG/YVR Base VP, Chris Brewer
WestJet YYC Base VP, Brandy Whitby
WestJet YYZ Base VP, Bryan Hansraj