It is disappointing. It is frustrating. And for many of you, it is becoming predictable.

For years you have been told that profit-share is part of your total compensation. Yet year after year the payout is unreliable or nonexistent. You are expected to treat it as income, but you cannot count on it to pay rent, buy groceries or keep up with rising living costs. A benefit that never arrives is not compensation.

At the same time you are asked to accept more workload, more performance monitoring and more responsibility. The expectations have increased, but the recognition has not. These changes are happening while work is outsourced, hours are reduced and staffing levels continue to shrink. The pressure continues to grow, but your compensation does not.

In the company email you were told that financial pressures and demand shifts are the problem. What was not mentioned is the significant growth and success in other markets that WestJet has highlighted publicly. The story changes depending on the audience. To the public and media, WestJet is growing and expanding. To employees, the story is about sacrifice.

You were told you should share an understanding of the business. Yet decisions about staffing, outsourcing, workload, scheduling and pay are being made without you and only communicated when the outcome is final. Shared understanding requires transparency. What you are being given is messaging. Those are not the same thing.

Inside the Contact Centre the reality is clear.

Increased workload with no additional compensation
More tasks added without consultation
Constant monitoring and pressure tied to KPIs
Reduced stability in schedules and staffing
Outsourcing replacing Canadian jobs
Growing customer expectations without support

• You handle emergencies.
• You rebook disrupted travel.
• You navigate systems and processes that affect safety and operation.
• You de-escalate situations that affect WestJet’s reputation and brand.
• Your work is complex and essential.
• It deserves respect and proper compensation.

Flight benefits do not pay bills
The Owners Performance Award is inconsistent
Profit share is unreliable

You deserve stability. You deserve predictability. You deserve a pay structure that is real and sustainable.

Airport workers organized and today have protections and enforceable rights because they stood together. Contact Centre workers now have the same opportunity. You deserve wages that increase reliably year after year, not based on whether the company decides to release profit share. A unionized workforce means bargaining for guaranteed raises, not hoping the company follows through on promises.

Workers who have joined together at WestJet are already preparing for their next round of bargaining and are eager to negotiate better wages, fair progression and real economic improvements. Not vague incentives. Not conditional payouts. Real raises that are locked into a collective agreement and cannot be quietly removed or delayed.

You deserve better than uncertainty.
You deserve better than delayed explanations.
You deserve more than promises.

You deserve compensation you can rely on and a voice in shaping your future.

In solidarity,

In solidarity,
Unifor Organizing Team