Every worker has the legal right to support or not support a union free from intimidation or interference.
Unifor has formally notified WestJet to remind management at YEG of workers’ rights and to ensure the company is aware of its obligations under the Canada Labour Code not to interfere with a lawful organizing campaign. Workers must be able to make their decision freely and without pressure from any direction.
If you experience pressure, intimidation, or interference related to your personal decision about union representation, document it and reach out. Workers are protected under federal law.
How does joining the union work?
First, a genuine thank you.
The conversations happening across YEG have been thoughtful, respectful, and focused on facts. Support continues to grow each day and we are now very close to the finish line.
We are working toward a clear majority so Edmonton workers can officially join thousands of WestJet workers across the country who already have union representation.
Here is how the process works.
Workers sign confidential membership cards.
Once a clear majority is reached, an application is filed with the Canada Industrial Relations Board.
The Board verifies support and confirms the bargaining unit.
From there, Edmonton joins the existing WestJet union structure and has a direct voice in bargaining.
Every card matters. A few more supporters will ensure YEG has a strong and united voice at the table.
QUESTIONS AND ANSWERS
How much are union dues?
Union dues in Unifor are 1.35 percent of earnings.
They are not a flat monthly fee.
Dues only begin after you are covered by a collective agreement.
Official dues information is here:
https://join.unifor.org/uniondues
How does the union defend workers’ rights?
A union’s role is to defend and protect workers through fair representation and enforceable rights.
The union ensures fairness, accountability, and due process in every workplace situation.
Many workers at YEG have seen firsthand that the AEA does not have the legal authority or structure to defend workers when serious workplace issues arise. Time and again, when members have faced discipline, investigations, or difficult management decisions, the AEA has not been able to push back, challenge decisions, or formally represent workers through an enforceable process. That is not a criticism of individuals. It reflects the reality that an internal association without legal standing cannot require the company to change course or defend members through a binding process.
Workers deserve real representation with real legal standing.
This includes:
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Representation and support in meetings with management
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Clear investigation and discipline procedures
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Progressive discipline rather than arbitrary termination
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The right to file grievances when rules are not followed
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Access to independent arbitration if disputes cannot be resolved
A negotiated process ensures the cost of a mistake is not automatically losing your job. Workers have the opportunity to correct behaviour, respond to concerns, and move forward under fair and consistent rules.
Real representation means having a union with the legal authority to stand up for workers, challenge unfair decisions, and ensure no one is left to face difficult workplace situations alone.
Will unionization stop cross training or working in multiple roles?
No. This is one of the biggest pieces of misinformation circulating.
If you are qualified and trained in a role, you can continue to work in that role.
If you are cross trained and hold multiple qualifications, you can continue picking up shifts in those roles.
Examples:
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A dedicated CSA who becomes a dedicated GSL still holds CSA qualifications and can pick up CSA shifts
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A dedicated CSA who becomes DDC still holds CSA qualifications
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Employees can hold two relief positions and pick up shifts across all qualified roles
Unionization does not remove skills or qualifications. It protects fairness in how work is assigned.
Can union members still take relief or temporary management roles like ZM, GSM, HDM?
Yes.
These opportunities are governed by negotiated language already in place at unionized WestJet bases.
Employees can take:
Workers maintain the right to return to their union position and these opportunities must be posted and filled fairly.
It is important to understand that WestJet determines management roles, not the union.
The collective agreement ensures transparency and fairness in how those opportunities are offered.
WestJet has refused to utilize GSL's in a relief capacity for GSM at unionized bases.
There is talk that GSL roles cannot exist in the union. Is that true?
No. That is not true.
Guest Service Leads exist within the union structure at other WestJet bases.
In fact, the current Unifor District Chairperson representing WestJet workers in Calgary is a Guest Service Lead.
Leadership roles and union representation are not in conflict. They exist together today.
Does the collective agreement include worker input into scheduling?
Yes.
The Unifor collective agreement includes language establishing an Employee Scheduling Committee made up of union representatives and the company.
This committee exists to:
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Review scheduling practices
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Raise and resolve scheduling concerns
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Discuss improvements to shift design and coverage
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Ensure transparency and fairness in scheduling
Instead of scheduling being determined unilaterally, workers have structured input and an ongoing forum to address issues and improve how schedules are built and implemented.
Having Edmonton included means YEG workers would also have representation and a voice in these scheduling discussions that directly impact day to day work life.
Does the union contract protect jobs from contracting out?
Yes.
The Unifor collective agreement covering WestJet airport workers includes no contracting out language at unionized bases such as Calgary, Vancouver, and Toronto.
This provides important protection to ensure bargaining unit work is not simply outsourced or replaced without negotiation and accountability.
Having Edmonton included strengthens those protections across the network and helps ensure this work stays with WestJet employees.
Why is it important for Edmonton to have a seat at the bargaining table?
Decisions about wages, scheduling, premiums, and working conditions are negotiated.
Right now, those standards are negotiated by workers in Calgary, Vancouver, and Toronto. They are often applied to Edmonton later when it suits the company.
Having Edmonton at the table means:
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YEG workers help negotiate the next agreement
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Local realities and concerns are heard directly
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Improvements reflect Edmonton as well as other bases
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Standards rise together across the system
When Edmonton joins, thousands of airport workers across YYC, YVR, YYZ, and YEG will be united in bargaining together. More than 800 Contact Centre workers in Calgary are also moving toward joining. This builds real bargaining power that improves wages, protections, and working conditions for everyone.
Final word
Workers have the legal right to make their own decision free from pressure.
Unifor will continue to provide clear, factual information and ensure those rights are respected.
We are close. Very close.
A few more supporters will ensure Edmonton workers have a clear majority and a strong voice at the bargaining table.
If you have questions, ask directly.
You deserve facts, transparency, and a real say in your future.
