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As the year draws to a close, we wanted to take a moment to express our deepest gratitude for the hard work and dedication each of you has shown throughout the past year. Your commitment to our union and the collective goals we share has truly made a significant impact.
Reflecting on 2023, we have achieved numerous milestones and successes together. Whether it was advocating for fair treatment, ensuring safer working conditions, or standing united in times of challenges, your efforts have strengthened our union and improved the lives of all our members.
Last week, the Executive Board gathered for an important session focused on budget planning for the upcoming year. While we must remain vigilant and financially responsible to the members, we were able to strategically allocate resources to support our ongoing initiatives and plan for new endeavors in 2024.
Looking ahead to the new year, we are excited about the possibilities and challenges that lie ahead. Our goals for 2024 include:
1. Continue to prepare for negotiations in 2026: We will continue to listen to our members and document the changes you want to see in your next agreement that reflects the value of our members' hard work.
2. Professional Development Opportunities: We aim to provide enhanced opportunities for professional growth and skill development to empower our members through Unifor Area Schools, opportunities at your local bases or at the Family Education Centre in Port Elgin, Ontario.
3. Community Outreach: Strengthening our ties with the community and advocating for social justice issues that matter to our members and the broader society.
4. Improve communications and membership engagement: We want to hear from you! Our goal this year will be to ensure all members are knowledgeable about what's going on in the union, provide you with regular communications and engage in person with our members. With the creation of various committees across our local, we are encouraging member to get involved!
We want to show solidarity to our union brothers and sisters who are currently in collective bargaining with the Company. We send our support to our AMFA Aircraft Maintenance Engineers and our ALPA Pilots with Encore. They both are facing the same struggles each of our groups has faced in the past when negotiating agreements with the company and we have offered both groups any support we can give to them. This week the AME's filed with the Canadian Industrial Relations Board a charge of Unfair Labour Practices. For more information on both groups bargaining progress you can visit the AME's website here and the Encore Pilots website here.
Lastly, we would like to address your concerns regarding the busy holiday season and the recent communication sent out by the Company regarding the requirement to collect an increased number of bags at the gate. We know how busy your flights can get this time of year. Guests who only travel once or twice a year with us, may not be aware of the carry on baggage allowances which poses challenges to our Gate Agents. In an ideal world, your gates would be staffed with 3 CSAs at this time of year, however we know that some days you are lucky to have 2. The union would like to remind all members, that your safety is number one. We know how hard you all work and push yourselves to obtain OTP. If you are unable to collect enough bags at the gate and the overhead bins bulk out, it is out of your control as long as you have followed the SOP. If your flight takes delays, remember to document, document, document everything that contributed to that delay in your turn tools. If you require support from the union, please reach out to us.
Wishing you and your loved ones a joyous holiday season and a happy new year.
In solidarity,
Unifor Local 531 Executive Board
P.S. As always, we are here for you. If you need any assistance please reach out to your local unit chair at your base. Your unit chairs will attend eligible meetings with you, advocate on your behalf, file grievances, work with local leadership to find solutions, help you understand the Collective Agreement and much more!
YVR Unit Chair - Breanne Laihow @email
YYC Unit Chair - Sherwin Antonio @email
YYZ Unit Chair - Erica Kelly @email
On Monday, December 18th 2023 Unifor is launching a campaign at Pearson Airport to address the working conditions of air transportation workers. The campaign, which states "your travel conditions are our working conditions", addresses 9 issues that we face in our workplaces including fair wages, safe reporting, protection from contracting out, work intensification, high quality training, harassment free environment, fair scheduling, healthy and safe workplaces and a say in technological changes.
Hundreds of Unifor workers will be participating in a day of action at Pearson Airport between 1500-1800 (the busiest time at YYZ) to let the public know we deserve better working conditions. This is an exciting opportunity to come together in solidarity with other Unifor workers and participate in a day of action. For more information on the Air Transportation Workers' Charter of Rights and Freedoms, visit Unifor's website.
If you are able to join us on Monday between 1500-1800 at Pearson airport, reach out to Erica Kelly, Unifor YYZ Unit Chair at @email
Erica will provide you with our meeting place when you reach out to her. If you plan on participating, please do not wear your uniform. If you are coming to or from work and want to join us, the best course of action is to remove any identifying markers such as your scarf and name tag and wear a coat that covers your uniform. Please check in with Erica prior to participating.
Over the next few months, the campaign will be held across the country at other airports including YVR and YYC. Our members deserve better working conditions, the public deserve better travel conditions. Lana Payne, Unifor National's President recently sent a letter to Prime Minister Justin Trudeau, which you can read here. A media advisory has also been issued here.
As we approach the holiday season, we would like to inform you of an important update regarding the scope work language within Collective Agreement during the peak period from December 18 to January 8. We want to assure our members that union scope work remains one of our priorities throughout the rest of the year. Union scope work is vital for several reasons, as it plays a crucial role in protecting the rights, job security, and working conditions of union members. Union scope work is a fundamental aspect of maintaining a fair and equitable work environment for union members and we encourage anyone outside of our bargaining unit to educate themselves on scope work in a unionized workplace. This program is an exception and not the norm.
What This Means
Local and corporate leaders will be present at the airports during this period, participating in various tasks during the holiday peak period.
Scope Work Priority
While this initiative has been well-received by front line airport employees in the past, it is crucial to emphasize that it is not intended to replace front-line members or opportunities for overtime shifts. Scope work remains one of our union's top priorities, and this waiver is a temporary measure during the holiday peak period.
Reporting Issues
We value open communication and encourage all members to report any issues or concerns during this time directly to the union. Your feedback is essential in ensuring that the waiver is implemented effectively and does not compromise the rights and interests of our members.
Voluntary Participation
It is important to note that this program is entirely voluntary. While local and corporate leaders will be present to lend a helping hand, we want to make it clear that we cannot dictate the time or location of their volunteer efforts.
The union remains committed to advocating for the rights and well-being of our members. Our union brothers and sisters with ALPA, CUPE, and AMFA stand with us in solidary and have advised their members not to participate in this initiative and instead to volunteer their time with non-profit organizations.
If you have any questions or concerns, please don't hesitate to reach out to the union. Your engagement and dedication are what make our union strong.
On January 1, 2024 a 2% wage increase will take effect for all members covered by our Collective Agreement. If you have any issues, please reach out to your local Workforce team.
To ensure our members have a clear understanding of your benefits, we would like to provide clarification on the sick time collective agreement language, which is Article 37-Sick Leave.
Current Sick Time Allotment
Full-time employees receive 12 sick days per year.
Part-time and casual employees receive 10 sick days per year.
Usage Guidelines
Sick time is available for members when they themselves are ill and unable to work due to a justified sickness.
Accrual of Sick Days Starting January 1, 2024
Commencing on January 1, 2024, employees will accrue one day of paid sick leave after completing a month of continuous employment with the Company up to a maximum of 12 days per year for full-time employees and 10 days per year for casual and part-time employees.
Carry Over of Sick Days
Employees can carry over any paid sick days to the following year (up to 10 for part-time and casual employees and 12 for full time employees) which contribute to the maximum number of sick days earned in the new calendar year. For example, if a member has 8 leftover sick days from 2023 and carried them over to 2024, these would contribute to the maximum number of sick days that member can have for 2024. Members will never have more than 10 or 12 paid sick leave days in their banks. If a member does not have at least 3 unused paid sick days to carry over to the new calendar year, they will be allotted 3 sick days on January 1st. If this carry over is required, members will not accrue any further sick days until you have completed the number of months of employment (3). Once the requirement is met, you will continue to accrue 1 paid sick leave after completing a month of continuous service up to a maximum of 12 or 10 days a year. In this example, a member would begin to accrue paid sick leave days again beginning in April with that day available to use at the end of the month. If a member were to use all 3 paid sick days within the first month of the calendar year, unpaid sick time can be used until you begin to accrue sick time again in April.
As always, if you have any questions or need further clarification, please do not hesitate to reach out to the union. We are here to support you and ensure that you fully understand and benefit from the collective agreements in place.
Negotiated into your collective agreements is language that will keep our members safe during bad weather at work.
Article 42 - Inclement Weather reads:
As a result of severe weather/natural disaster, the Company may, at its discretion, provide hotel rooms, meal vouchers, and/or transportation to and from an Employee’s home to those Employees required by the Company to maintain the operation.
Please reach out to your local leadership team if you are working at the airport during a winter storm. If you feel you are not able to travel safely to work or home, engage in a conversation with your local leadership team and union representatives. It is always a good idea to keep an overnight bag packed in your car for times like these when it is difficult to get home safely.
A known issue with the correct calculations of members sick time banks was identified to the Company in the summer by the union. Members were reporting that their balances were incorrect by at least 1 additional day that they had not taken. We asked the company to do a full audit of the program and in July it was reported to the union to be solved. Members continued to have issues and recently the company communicated with the union that a fix had occurred in July however the accrual processing in August had cause another issue. On December 12, a full audit and fix was completed and members should now have the correct information reflected in their Kronos sick time balances. By heading to kronos.westjet.com and entering your credentials, you should view your balance and compare it to your attendance calendars and personal records. If you feel your calculations are not correct, please reach out to your workforce team for assistance and copy the union on your email.
The busy holiday season is upon us and verbal and physical abuse unfortunately is not new to our workplace. Reporting any occurrences is a crucial step in holding the Company accountable for ensuring a safe environment for its employees. Documentation of these incidents not only aids in preventing future occurrences but also serves as tangible evidence to establish the frequency and severity of such incidents. It's vital to substantiate claims rather than solely relying on the union's verbal statements, as documented reports offer undeniable proof. These safety reports serve as a tool for the company to acknowledge the problem, implement necessary measures, and protect its staff.
It's essential to understand that any form of harassment, discrimination, or disrespectful behavior should never be tolerated; from both guests or each other. Encouraging and supporting fellow members to report such incidents without fear of retaliation is paramount. A zero-tolerance policy against retaliation is in place to protect and support those who come forward and the union will ensure this is upheld. Reporting is encouraged and met with serious, prompt action and supports the well-being and dignity of every individual in the workplace.
You may submit any reports via SharePoint (link to submitting a safety/incident report can be found on the main page) or safetyreporting.westjet.com
Since our last update, the Bargaining Committees from YVR/YYC and YYZ met with a goal to merge the two collective agreements that mutually benefits all our members. Our proposal has now been provided to the Company and just this week our President, Karen Berry and Unifor National Staff Representative met with WestJet Labour Relations to review the outstanding issues we need to come to an agreement on. The Labour Relations team will take our proposals to the local bases for the leaders' feedback and we will meet again in the New Year.
We want to assure you that we are dedicated to this process and are working diligently to ensure that the final agreement reflects the needs and aspirations of our members. We will keep you updated as progress is made, and we look forward to finalizing this process.
A Women’s Advocate is a specially trained workplace representative who assists women with concerns such as workplace harassment, intimate violence, and abuse. Women are five times more likely to speak to someone they know when they are looking for help. The Women’s Advocate is not a counselor but rather provides support for women accessing community and workplace resources. These workplace representatives are instrumental in creating healthier workplaces and safer communities. One of the best tools the union has to prevent violence against women and workplace harassment is the Women’s Advocate program.
The Role of the Women's Advocate in the workplace is:
- Listen, believe, validate and assist
- Respect confidentiality
- Respect a women's right to make her own decisions
- Promote access to community services
- When necessary help plan for future safety
- Work with Company leadership
- Lobby for child care, housing and funding for women's programs
- Promote women's equality campaigns
- Network with coalition partners
- Speak out and take actions
You are not alone. If you are experiencing harassment, violence or abuse at home or in the workplace, your Women's Advocates are available in your bases. The Women's Advocates have been provided with phones dedicated to the positions they hold which are separate from their own personal phones. The phones and emails are private and confidential and they do not share any confidential information with the union. Please reach out if you need support.
If you are in an emergency situation, please access 9-1-1 (in Canada), for emergency services in your area.
Tracy-Lynne Maclellan in YYC - @email (403) 700-2145
Julie Diels-Neufeld YVR - @email (604) 219-2771
Donnaire Evans YYZ - @email (416) 717-4994
On October 20th and 21st, members from across British Columbia came together to discuss campaigns and to make an impact on important issues that resonate with our community.
Our Recording Secretary, Kara Jahn, was elected as a member of the British Columbia BIWOC Committee and our President, Karen Berry, was elected as a Member at Large on the British Columbia Regional Council. Congratulations to them both!
A highlight of the conference was our collective march through the Vancouver downtown streets to raise awareness for anti-scab legislation. Hundreds of union members joined forces to advocate for fair labor practices and to underscore the importance of protecting workers' rights. Check out the video to see our members marching. Since the conference, we are excited to announce that the legislation has been tabled with the Canadian Government. You can read Unifor's statement here.
During the conference, we recognized the critical importance of equipping our members with essential life-saving skills. A workshop on naloxone administration provided valuable training, ensuring that our union members are prepared to respond effectively in emergencies. By expanding our knowledge and capabilities, we contribute to building safer and more resilient communities.
We proudly participated in the United Way's Period Promise Campaign, emphasizing our dedication to addressing menstrual equity. As part of this initiative, we donated $250 worth of Diva Cups, supporting a cause that resonates with our values of inclusivity and empowerment. Through small yet impactful gestures, we continue to make a positive difference in the lives of those in need.
Lastly, we are thrilled to announce that our President Karen Berry, has been elected as a Member at Large on the BC Regional Council Executive Board. Additionally, our Recording Secretary Kara Jahn has been elected to the Provincial BIWOC (Black, Indigenous, and Workers of Color) Committee. We look forward to the positive impact both of these women will have in advancing the interests of aviation workers within our union and the broader community.
On October 23rd, 24th, and 25th women from all over the province came together for the annual Unifor Women's Conference. The empowering and inspiring Women's Conference was attended by six of our remarkable women from YVR. This event was a celebration of women, women in leadership, feminism, and our collective commitment to breaking down barriers.
The conference featured thought-provoking discussions led by accomplished women in leadership positions, including Melanie Mark who served as an MLA, the Minster of Advanced Education and Skills Training and Minister of Tourism, Arts, Culture and Sport. Melanie was the first First Nations women elected to the Legislative Assembly of British Columbia and the first First Nations woman to serve in the Cabinet of British Columbia. Melanie shared shared her personal journey, highlighting the importance of women taking up leadership roles in various industries. Her stories underscored the significance of diversity in leadership and the positive impact it has on organizations and society as a whole.
A recurring theme throughout the conference was the shared commitment to breaking the glass ceiling. Our attendees actively engaged in conversations about the challenges women face in their professional journeys and strategies to overcome these barriers. The conference served as a platform to foster a sense of solidarity among women, encouraging them to strive for leadership positions and shatter preconceived limitations.
Participants took part in engaging exercises that involved reflecting on the wishes and dreams of our mothers and grandmothers compared to our current generation's idea of feminism. These exercises provided valuable insights into the progress we have made and the work that still lies ahead. It was a powerful reminder of the intergenerational nature of the feminist movement and the collective responsibility to advance the cause..
The insights gained, the connections made, and the collective energy will undoubtedly fuel our ongoing efforts to promote gender equality, diversity, and inclusivity within our union and beyond.