WestJet’s 100-day review and new strategic direction. Does it include you?
Last week, Onex WestJet management met to discuss changes at the airline. In their own words, the new strategic direction will focus on “a return to winning in the West and leisure and sun markets, as the leading low-cost carrier.” Along with this new strategic direction comes a new set of Onex WestJet managers who will be sure to move the airline further from the culture that built the airline.
It is unclear what this will mean for non-union WestJetters who do not have a collective agreement or a union to look out for their best interest. Unionized WestJetters in Calgary and Vancouver will have language in their collective agreement covering job ownership and have additional protection under the Federal Freeze provision with the Canada Labour Board until they ratify their first collective agreement.
Changes in Edmonton and Toronto
The employer also referenced that they would have SWOOP airports and WestJet airports rather than have both companies operate out of the same airports. Is this the end of WestJet flights in Edmonton? Unifor has often raised this concern in Edmonton as Onex WestJet added routes or moved current routes over to the Ultra-Low-Cost Carrier (ULLC) model at SWOOP. SWOOP operates with lower-paid third-party ground handling employees in effect competing with WestJetters for jobs.
In the most recent Special Edition of Boarding Call, Colleen Tynan, Vice-President, Airports, suggests that WestJet will still have a significant presence at YYZ. However, they will be shifting how these markets are served with significant change occurring before summer 2023. Language such as this gives no real answers to workers.
These plans also fail to answer how their acquisition of Sunwing Airlines will affect current employees as WestJet focuses on building its leisure and sun market. In their own words, the company will be “more intentional about removing costs and complexity from our day-to-day work”.
The AEA cannot protect jobs
Not having a real union and not getting all the facts leaves workers with a sense of uncertainty. The language used by Colleen, “these decisions will help solidify the future of our airline,” feels very similar to the language used when Onex WestJet axed all tier 2 and tier 3 bases as well as TAC and GSA WestJetters across the country. In its latest update, the AEA did not address job security for WestJetters in their communication to workers in Edmonton and Toronto. With the AEA, workers have no real protection. The AEA will try to tell you that you do not need a real union. The truth is that the AEA has no real strength or voice in the workplace, and cannot hold the employer to account if it does not act fairly or tries to change your working conditions arbitrarily. The AEA has no legal process or mechanism to hold the employer accountable.
Secure your Future with Unifor
With a union, labour laws including the Federal Freeze provision become part of your collective agreement. That means, through your union, that you can address any violations of the law, including filing a grievance over the issue if need be. There is no need for workers to take on the cost and risk of a lawsuit or to hire their own lawyers. Unifor has an entire legal department to handle such things.
The rules of your workplace are set out in the collective agreement itself, and are fully grievable. Any promises made by the company can also be enforced through the union.
In uncertain times, workers need to have the security of a Collective Agreement to ensure they have the protections of a real union. Once a majority of WestJetters in Toronto or Edmonton sign their Unifor Membership cards, we will file an application with the Canada Labour Board for certification to represent workers. Once an application has been filed, workers are protected by the Federal Freeze Provision.
What is the freeze provision?
When we talk about the freeze provision, we are referencing Section 24(4) of the Canadian Labour Code (CLC). This is a piece of legislation that covers workers once a union has applied for a certification vote until a collective agreement is reached.
The freeze provision ensures that workers’ terms and conditions cannot be altered by an employer during this period without your consent.
What are union dues?
Union dues are 1.35%, or $1.35 for every $100.00 you earn. You do not pay dues when you are off on WSIB, leave of absence, maternity or parental leave, or sick leave. Union dues are 100% tax deductible.
You do not begin paying dues until after you vote in favour of your first collective agreement. WestJetters in Calgary and Vancouver have been receiving all of the services from Unifor, to enforce the Federal Freeze provision, and Unifor representation in the workplace while they negotiate their first collective agreement without paying any union dues. Once they negotiate a collective agreement with terms and conditions they are happy with they will then start to pay dues.
Unifor and WestJet, Stronger Together
You can help gain a voice in the workplace by filling out the online membership card. Please also share this email with co-workers and encourage them to join.
Sign your card today: join.unifor.org/WestJet
Want to connect with fellow WestJetters on the front line in YVR and YYC to answer any questions you may have? Email them at;
[email protected]
If you have any questions, please contact your local organizer:
[email protected]
[email protected]
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