WestJet workers recently had the chance to vote on whether they wanted scheduling to be based on seniority. The results show that some locations prefer this method and others do not.

Fair enough. Unifor respects the results of any democratic vote, and it would seem that while some locations will switch to a seniority-based system, others will not.

The whole matter, however, raises more questions than it answers.

How, for instance, will this new mix of systems be implemented? What will be the process for determining, confirming and correcting seniority lists? Will there be one national seniority list, or will these be done by location? What happens to a worker’s seniority if they move from one location to another?

And, perhaps most importantly, what say do WestJet workers have in answering any of these questions?

With a union, workers sit down with the company and work out how a policy change such as seniority-based scheduling will work – and a grievance procedure to sort out disputes over how it is actually implemented.

Without a union, you have none of that.

But there are even more questions arising out of this scheduling vote.

For one, why did the company choose to ask workers their opinions about scheduling, but gave you no say when pay periods changed from every two weeks to twice per month?

Both CUPE and ALPA were part of the discussions when WestJet wanted to change the pay periods for flight attendants and pilots, and both unions were able to ensure the implementation went as smoothly as possible for their members.

With a union, workers have a say any time the employer wants to make changes. The local leaders you elect meet with company officials, bringing your concerns and needs to the table.

This is how collective bargaining works, and it only happens with a union. Whenever a new contract is negotiated, you get to vote on it.

Making that happen is fairly straight forward, but takes time. Simply sign a membership card and pay the $5 fee as required by law. Under federal labour law, once more than half the workers have signed a card and paid the fee, Unifor applies to the Canada Industrial Relations Board for a certification. As long as the cards check out and the board decides more than half the workers have signed a card, the union is certified.

This is how it worked with CUPE, ALPA and the dispatchers. It can work for you.

After that, local leadership is elected, a bargaining team is elected and consultations begin with you on your priorities for a first collective agreement. How long that takes depends on how well negotiations go with the company. We won’t be rushed, but we won’t let it drag out, either.

Throughout the process, your working conditions are frozen – meaning the company cannot make changes to pay, benefits or any other aspects of your working life.

Without a union, the employer gets to decide when your opinion matters, and when it doesn’t. With Unifor, your wishes and needs are our primary concern in everything we do.

For more information or to sign a card, please contact one of your organizers.

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
Murray Gore, Unifor
[email protected] | 604-671-9141

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