This is a difficult time for the airlines industry. COVID-19 is causing an unprecedented level of flight suspensions, which is leading to warnings of mass layoffs and other measures.

All that is adding to the stress we are already feeling as we worry about our health and that of our loved ones.

At times like, these, a union can help alleviate that stress by having strong rules in place that kick into action when the company and the industry are rocked by crisis, such as COVID-19.

At Unifor, we have past experience dealing with crises in the industry that we can draw on to help our members and mitigate the impact on them and their loved ones. Our Air Canada members are doing this right now.

At WestJet, schedules have been rescinded and new ones being brought in that themselves may be rescinded at any time and with little notice. There are rumours upon rumours of mass layoffs. Ed Sims told WestJet staff that shifts could be changed or cancelled with as little as 24 hours’ notice.

Having an unclear process going forward is not fair to WestJet workers and wreaks havoc with work-life balance. It is impossible to know when or if you will be working in the coming days or weeks, or what will happen to you if you are laid off.

All that adds to the incredible level of anxiety we are all feeling at this difficult time.

A better way is possible. With a collective agreement, there are rules and procedures that must be followed whenever a crisis or some other shock forces the employer to take drastic actions such as cancelling flights and reducing staff on the floor. There are limits to last-minute scheduling changes.

We are seeing this right now at Air Canada, which has weathered past crises and come out of them with their staff and their reputation in place, after having worked with their unions to chart the course forward.

Unifor’s relationship with Air Canada has enabled us to explore other options prior to any layoffs being contemplated, and very different than the measures being taken at WestJet, to mitigate the impact of the crisis, including:

• Training options. Normally, training on new procedures or operating systems takes a long time to roll out because staff are needed on the floor. Reduced staffing needs is an opportunity to ramp up training. Work hours become training hours.
• Moving to other work. Not surprisingly, calls from customers are through the roof, call waitlists are growing, so more people are needed to answer calls until the crisis has passed.
• Job sharing. This is when workers agree to reduced hours so fewer workers face layoff.
• Using up banked hours and vacation time.
• Voluntary layoffs or leaves of absence, while retaining benefits and flight privileges

Sometimes, involuntary layoffs become necessary, and there is no shortage of rumours about that happening at WestJet, but without details of who might be laid off, when that might happen, how much the severance might be or if you will ever get your job back.

With a collective agreement, procedures are spelled out for how to handle a lay off in an orderly, predictable and fair manner, including:

• Notice period. Union members are given notice of pending layoffs.
• Seniority rules. Workers are laid off according to seniority. The employer cannot target workers it does not like.
• Recall rights. Once a crisis has passed and the company requires more members to provide service, those laid off have the first right to those jobs and are called back in order of seniority.
• Predictable severance. A collective agreement spells out exactly how much will be paid to workers who choose to sever.

Such measures help members plan, which helps to reduce the anxiety. Nobody wants a layoff, and they will always be stressful, but measures can be taken to mitigate that stress. A collective agreement can help achieve that. Uncertainty creates anxiety. Predictability helps mitigate it.

A crisis in the airlines is not new. It has happened in the past, it is happening now, and will happen again.

Your best option is to have a clear process in place moving forward. Unifor is here now to support you as much as we can and in the near future we look forward to welcoming you as members through certification.
It’s never too late to gain a voice in the workplace.

For more Information on COVID-19 and Your Rights, go to unifor.org/COVID19.

To learn more about how collective bargaining can help you, especially during a time of crisis, please contact one of your organizers.

All calls are confidential.

Ontario
Billy O'Neill, Unifor
[email protected] | 416-605-1443

Quebec
Ada Zampini, Unifor
[email protected] | 514-701-6227

Prairies
Bruce Fafard, Unifor
[email protected] | 587-341-0945

British Columbia
Simon Lau, Unifor
[email protected] | 778-928-9630

Atlantic
Patrick Murray, Unifor
[email protected] | 506-850-7996