Why We’re Reaching Out Again

We know how much work you have all put in to get us to this point. The conversations, follow ups, and trust you have built truly matter.

Right now, we are asking everyone to reconnect with the people you already reached out to and confirm that they actually completed a card. We are very close to a majority, and every confirmed card right now makes a real difference.

Why Timing Matters

Once a union files an application for certification under the Canada Labour Code, important legal protections begin right away. One of the most important is the Federal Freeze provision.

This is why reaching out again now matters. Being close is not enough if outsourcing or restructuring moves faster than we do.

What the Federal Freeze Means

When a union files for certification, section 24(4) of the Canada Labour Code applies. This section creates a legal freeze on the main terms and conditions of employment while the application is before the Canada Industrial Relations Board.

This means the employer cannot make unilateral changes to wages, hours of work, schedules, job classifications, or working conditions. The purpose of the freeze is to keep the workplace stable and prevent changes that could influence workers while they are deciding their future.

Layoffs, Restructuring, and Outsourcing

Under section 24(4), the employer must maintain the status quo based on normal business practice. They cannot introduce new layoffs, accelerate outsourcing, or restructure work in a way meant to intimidate workers or undermine their choice to unionize.

If significant changes are made during this period, those actions can be challenged before the Board.

When These Protections Apply

These protections apply automatically once the application for certification is filed. Bargaining does not need to have started for them to take effect.

Filing for certification triggers real legal protections that stabilize the workplace while workers begin negotiating their collective agreement and secure enforceable rules, protections, and a real voice on the job.

Why a Collective Agreement Matters

With a union, labour law protections like the Federal Freeze do not just sit on paper. They become something workers can actually enforce.

If the employer breaks the rules, the union can address it through the grievance process. Workers do not have to take on the cost or risk of hiring their own lawyer or going to court. Unifor has a full legal department to handle these issues.

The rules of the workplace are written directly into the collective agreement and are fully enforceable. Any promises made by the company can also be held to account.

In uncertain times, workers need the security of a real collective agreement and a union that has their back.

What About Union Dues

Union dues are 1.35 percent, or $1.35 for every $100 earned. Dues are not paid while workers are on WCB, leave of absence, maternity or parental leave, or sick leave. Union dues are also 100 percent tax deductible.

Most importantly, workers do not start paying dues until after they vote in favour of their first collective agreement.

The Final Push

We are close enough that this is absolutely within reach. But close does not protect jobs if outsourcing moves faster than we do.

Even if it feels uncomfortable or overwhelming, please reach out again. Confirm the card is signed. This final follow up could be what locks in real protection for everyone.

If you want to talk, reach out. Now is the time.
Sign your card here: join.unifor.org/westjet

Billy O'Neill
Unifor National Representative, Organizing
416.605.1443
billy.oneill@unifor.org

Lucy Alessio
Unifor National Coordinator, Organizing
416.998.3189
lucy.alessio@unifor.org

Don’t wait—click here to sign your card today!