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We last sent you a communication on June 27th, after the company identified a very impactful issue with the June 26th-August 21st summer schedule mostly affecting our largest member group, Customer Service Agents. We understand the frustration and inconvenience caused by these mistakes, and we want to assure you that the union has been working diligently in collaboration with the Company (specifically Alex Mitchell and Brooklyn Hill) to rectify the situation.
In addressing the scheduling errors, Sherwin and I have been attending daily scheduling meetings since June 30th, with both Alex and Brooklyn. We have insisted on immediate corrective measures to rectify the errors and to prevent similar issues from recurring in the future, while ensuring the Collective Agreement is upheld. The company has acknowledged their mistakes and expressed their commitment to making necessary adjustments in line with the Collective Agreement.
Moving forward, we must focus on plans to mitigate the impact of the scheduling mistakes. This involves adjusting start and end times of shifts, adding additional hours to existing shifts, scheduling shifts on days off (a last resort), posting overtime and shift extensions. As Alex mentioned in his communication on June 30th, a full review of the 8 week schedule occurred. Sherwin, myself, Alex and Brooklyn all explored alternative solutions including re-bidding the entire schedule however we all felt that this would be too disruptive to employees lives and are relying on the above solutions instead.
It is disheartening to hear accusations suggesting that the union is in the back pocket of the company. We want to emphasize that nothing could be further from the truth. Our primary objective, as stated in our Collective Agreement, is to protect the rights and interests of our union members. Our responsibility is to ensure that our members are treated.
Rest assured that we are actively monitoring the situation and will remain in daily communication with Alex and Brooklyn to ensure compliance. We will not compromise on this fundamental principle. At today's meeting, Sherwin and I requested copies of the schedule changes that have occurred as well as the seniority lists that have been used to ensure the CBA has been adhered to. I am confident that the work our members, the Workforce Team, has performed is compliant. However, if we find errors were made, we will hold the company accountable to rectify the issues. No one wants to be in this situation; all we can do now is to move forward and put a corrective action plan in place and make sure this never happens again. As much as we may wish to turn back time and undo the errors, the reality is that we cannot change what has already occurred. Instead, we must channel our efforts into finding the best way to move forward given the circumstances.
Below you will find the language in our Collective Agreement concerning Schedule Changes. You will find it in Article 9- Scheduling. Understanding these provisions will empower you to advocate for fair treatment and ensure that your rights are respected. If you feel that this has not been followed, please reach out to Sherwin and copy myself on your email. We will investigate your concerns to ensure the CBA has been followed.
9-7 Schedule Changes
9-7.01 The start time and/or end time of an Employee’s shift may be altered by the Company to accommodate an operational requirement by a maximum of three (3) hours, provided the Company gives at least forty-eight (48) hours’ notice to the Employee of the change prior to the earlier of the shift’s modified, or original start time. Such adjustments will be made in inverse order of seniority where multiple Employees have the same start time and/or end time. This notice may be reduced with mutual agreement between the Employee and the Company. Such notice will be provided in person or via phone call. At the Base Chairperson’s request, a list of these schedule changes will be provided.
9-7.02 The Company may request an Employee to work additional hours by beginning their shift early, ending their shift later, or working on a previously scheduled Day Off, with less than the notice required in Article 9 – Scheduling 9-7 Schedule Changes. Should the Employee agree to work, they will be paid overtime rates for the additional hours.
9-7.03 An Employee may be required to work on a previously rostered Day Off if the Company provides at least seventy-two (72) hours’ notice of the schedule change prior to the commencement of the new shift. Reasonable requests where the Employee is unable to work due to, but not limited to, reasons pertaining to the following will be taken into consideration:
a) Carrying out responsibilities related to the health or care of any of the Employee or Employee’s family members;
b) Carrying out responsibilities related to the education of any of the Employee’s family members who are under eighteen (18) years of age; and
c) Addressing any urgent matter concerning themselves or the Employee’s family members.
9-7.04 The Company may, in those shift change notice exemption situations described in Section 173.1(2) of the Canada Labour Code, require the least senior Qualified Employee either on shift or off duty to begin their shift early, end their shift later, or work on a previously scheduled Day Off, with less than the notice required in Article 9 – Scheduling 9-7 Schedule Changes. Should the Employee be required to work, they will be paid overtime rates for the additional hours.
9-7.05 The Company will not add a shift to an Employee’s schedule on any Days Off immediately before or after an awarded or assigned vacation block, unless mutually agreed between the Company and the Employee.
In addition to the language in 9-7.03, if you find yourself in a position where you have received notice of a schedule change but have made alternative plans, particularly on your regular scheduled day off that have a financial impact on you, please contact the union immediately.
We encourage you to take your time, do not rush through tasks, take your breaks and follow proper process and procedures to ensure you are safe and healthy going home. Sending a plane on time is not more important than your physical and mental health.
Once again, we would like to remind all our members that your workforce and DDC teams are union members as well. While it may be tempting to blame these teams for the challenges YYC is facing regarding scheduling, it is important to recognize that they operate within the constraints and directives set by WestJet’s leadership. They play a critical role in the implementation but the ultimate responsibility for planning and decision-making lies within the higher levels of the company. It is the expectation of the union that your fellow coworkers be treated kindly with respect.
Please do not hesitate to contact us if you have any questions, concerns, or require further assistance.
In solidarity,
Karen Berry, President
Unifor Local 531
(705) 828-7795
Sherwin Antonio, YYC Unit Chair
Unifor Local 531
(403) 660-7154