Several weeks ago, Unifor organizers and WestJetters, who are elected Unifor representatives from YYC and YVR, were in Toronto to talk to their colleagues about the union advantage. It has become inherently clear that WestJetters in YYZ are eager to join the discussions at the bargaining table.
During these conversations, many topics came up about Toronto agents wanting to improve working terms and conditions. The biggest challenge for many has been WestJet's continuous and ongoing changes as it moved away from its employee-owned model to profits at all costs. There was a longing for the days when Customer Service Agents were treated with respect and one of the keys to the airline's success.
- Happy Agents who are not overworked and stressed out give good customer service.
- Happy Guests buy more tickets, improving the company's long-term viability and stock price.
- Financial success is a great environment to hire great employees and treat them right.
In the past, the employer had done a better job of treating workers with respect while still improving its long-term financial success. More recent changes under the direction of Onex have watched loyal WestJetters outsourced to the lowest provider. These past few weeks, we can see how this decision has harmed the company with frustrated passengers and overworked agents who faced the brunt of the anger from the travelling public.
With a seat at the table, as members of Unifor workers can help set clear priorities to improve working conditions. With YYC and YVR currently negotiating their first collective agreement, we will see a shift in the balance of power, and when YYZ and YEG join with them, this will help that much more.
Here is a list of concerns raised in Toronto as reasons this power has shifted so much towards the employer.
- Reduction of staffing levels making it hard to spend any time on service
- Outsourcing of our GSA's who used to do so much more than push wheelchairs
- Reduction of personal benefits for PT agents
- No pay raise for senior agents since 2017
- Rewarding 'numbers based' leadership rather than 'people focused' leaders
- No substantive feedback is given when agents aren't successful in applications
- AEA stood by while bases across the country were wiped off the WS map
- AEA with no independent Legal council, no independent funding and no real training are offered as our representation to the company by the company
- Degraded schedules, working at 0400 and off at 0200 with no premium pay
- Work-Life Balance seems not to be valued as it used to be. All hard work, no hard play
- Training reduced to online videos where many drop out feeling unprepared for the job
- So few new agents trained on gates that managers and anyone trained are turning flights alone
- Low starting wage leads many new agents to quit before they even begin
What holds you back from signing a card?
- Dues, 1.35%. The cost of being independent of the company and having external support. 100% Tax-deductible. You won't pay a single dollar until we ratify our first agreement with WestJet
- Through its hiring practices, WestJet hired many of you because of your Non-Union Ideals. YYC and YVR WestJetters were hired for the same reasons. Those bases made the tough choice to gain protection with Unifor rather than trust AEA further. Unifor is building a brand new Local with its bylaws and structure from the ground up. This new collective agreement is being negotiated without YYZ's input. Wouldn't you rather be part of these conversations to ensure the items you want to be addressed are part of the conversation?
- Fear of reprisals if I sign. Your signature is confidential, and reprisals are illegal. Your employer will never know who signs a membership card
- I have never trusted those pushing for a union. Aren't they just being paid to get my signature? The people you may talk to promoting Unifor are often WestJetters like you and are not paid for your signature, and Unifor does not pay for support. This myth is used to devalue those working hard to make a change in the workplace
- Doesn't a union protect agents who are not doing their job? A collective agreement would cover everyone, and it ensures processes are in place to ensure agents are prepared with the tools for success. A fair process is essential to ensure we all have accountability
- Change is not easy. AEA has had many years to show what it can do. It is time to make a change and see what else can be achieved with professional representation and supports from Unifor. Ask any pilot, FA or agent in YYC and YVR if they would take back their signed card, and the answer would be a resounding "no way." Many who didn't sign a union card wish that they had sooner to say they supported this necessary change from the beginning
- Won't WestJet give YYZ and YEG whatever YYC and YVR bargain? Could we get it without paying dues? There is no promise WestJet will provide any or all of the agreement to other WestJetters not part of the collective agreement. The deal would be stronger and better if all the remaining CSA's were also in agreement. Still, if management makes promises that you will get what YYC and YVR negotiate to keep you from signing a union card, that would be grounds for an unfair labour practice complaint
- Unifor needs to "step it up" to win over our base. Both YVR and YYC were organized from within by the teams at those bases. Unifor provides a path, but the base itself has to see the benefits and organize from within. YVR and YYC are rooting for both YEG and YYZ. We would love to see you join us, but it's up to you. We are here to support you along the way
- Unifor won't say precisely what they will give us if we sign. We can not predict what bargaining priorities you will set for yourselves at the bargaining table, and we can only promise a process to make collective change. You don't join a union based on a list of specific items, and you decide you need a union based on the bargaining process and the idea that the company can't be both your employer and your advocate
What can Unifor give that AEA can't?
- A legally binding contract with WestJet
- A process to bargain protection against outsourcing and work ownership
- A process to bargain improvements to wages and benefits, terms of work
- Ability to appeal (grieve) management decisions to someone other than the same management. A possible path to arbitration if needed
- You will gain a source of support and representation independent of any employer influence
- An agreement that reduces favouritism and sets out priorities for processes in the workplace
- Union leaders can call out the injustices that they may see without fear
- Expanded support from the Unifor National level. (Women's advocate, LGBTQ advocate, Racial Justices Advocate, Legal, Education, Pensions and Benefits Departments and more)
It's time to take your seat at the table and benefit from professional representation at Unifor.
If you haven't talked to your coworkers at YYZ and YEG, let them know they can sign a Unifor Membership card today. It is time for them to join you at the bargaining table; they can do this at join.unifor.org/federalcard
Together, We Fly
Local 531 Bargaining Committee
As always, if you need support in the workplace or have any questions for us, here's how you can reach us:
YVR
Karen Berry
705.828.7795
[email protected]
Mark Enns
778.552.2344
[email protected]
Breanne Laihow
778.887.6156
[email protected]
YYC
Sherwin Antonio
403.660.7154
[email protected]
Sandeep Samrai
403.608.9392
[email protected]
Jamie Mote
403.606.0464
[email protected]
Lindsay Landry
403.850.4748
[email protected]
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