Mainline Bargaining Update #17 - Tentative Agreements and Negotiation Specifics

Dear Members,

As we move through negotiations, your Bargaining Committee wants to thank you for the strength, patience, and unity you continue to show. Our unity is not just important; it’s what gives us real power at the table.

The MESC Committee recently closed the first pulse survey, and we wanted to address common themes / questions that have been raised by the membership.  

The theme of “Why don’t we know everything that’s happening?” and “Why hasn’t the Bargaining Committee shared exactly what is being negotiated or what has been agreed to?” Was raised consistently in the Pulse Survey.  

These are fair questions. This is a common feeling and the reality of collective bargaining.

This process is like a game of chess and not a one-time conversation. Every move matters. Timing matters. What the other side knows about your strategy matters.

Even tentatively agreed‑to articles are not final. They’re fluid pieces of the negotiation that can shift as other parts of the contract evolve. A Tentative Agreement simply means both sides are aligned for now, based on the current state of the overall package.

As movement happens in wages, benefits, or other key areas, earlier Tentative Agreements may need to be revisited to keep the agreement balanced and protect our leverage. That flexibility is essential. It allows the Bargaining Committee to adjust language as negotiations change and to secure the strongest possible final deal.

Right now, the Employer is trying to figure us out:

• What do we want most?

• Where will we hold the line?

• Where might we settle?

At the same time, our strength comes from them not knowing those answers clearly.

The moment they know exactly what we need most, or what we’d be willing to accept, they can start shaping their offers around that goal and make work us down from there. History has proven that is how groups end up settling for less than they should.

To be clear, when a Tentative Deal is reached, the Bargaining Committee will present everything that has been changed/negotiated to the Membership. After the newly negotiated language is presented, it will be sent to a referendum vote of the membership for ratification.  

Another common rumour that is heard with a ratification vote is “Never vote yes to the first deal presented.” This sentiment is common in unionized groups, and we always encourage members to vote honestly. It is important to note that if the Bargaining Committee is bringing a deal forward for ratification, it is the best deal the Committee felt they could achieve at the table. Voting NO does not guarantee that more items will be negotiated at the table and could result in outstanding issues going to binding Arbitration.  

When we hold certain details back during bargaining, it is not about keeping members out in the dark. It’s about not giving the Employer an advantage over us.

At the same time, your role in this is just as important. While the Committee continues to bargain based on your feedback and input from the surveys, your solidarity, engagement, and support are what creates pressure. That’s what moves the Employer, not just proposals on paper.

• When they see a united group, they know they must take us seriously.

• When they’re unsure how far we’ll go, it strengthens our position.

• When we stay disciplined together, it increases what we can achieve.

• That’s collective bargaining in action.

We will always share:

• Where things stand (check out the tracker on our website - LINKED HERE)

• When there are developments that need to be shared

• When your input or action is needed

To close, this approach comes down to this:

Protecting our leverage so we can deliver stronger results. At the end of the day, this is not about keeping information quiet or gate keeping from the membership. It is about reaching an agreement worth voting for and the improvements gained from the bargaining process.  

In Unity,

WestJet Bargaining Committee  
Calgary: shane.campbell@wjcomponent.ca
Vancouver/Edmonton: jeanfrancois.laframboise@wjcomponent.ca
Winnipeg/Montreal: cailey.millard@wjcomponent.ca
Toronto: justin.patterson@wjcomponent.ca

Mainline Bargaining Update #16 – Week 17 of Bargaining

Dear Members,

The Bargaining Committee met with the Company in Toronto, with negotiations taking place at the CUPE Ontario Regional Office.

During these meetings, progress was made with three Articles tentatively agreed to:

• Article 22 – Ad Hoc Assignments

• Article 26 – Aircraft and Company Assigned Equipment

• Article 40 – Charter Operations and Special Purpose Flights

These Articles establish foundational provisions and support greater consistency in how our working conditions are applied in these key areas.

Initial Concept Discussion – Article 34 – Scheduling  

This week included an initial, concept-level discussion on Article 34 - one of the most significant sections of the agreement, as it governs how Cabin Personnel are scheduled and how work is distributed across the operation.

While this was not a formal exchange of proposals, it marked an important first step in establishing a baseline understanding of the current scheduling framework that underpins monthly scheduling.

This includes the Company systems, Company assumptions, and operational considerations that directly impact how pairings are built and assigned.

Given the scope and complexity of Article 34, this discussion is only the beginning. Substantive work remains, including detailed engagement on day-of operations and IROP scenarios, which are critical to how the agreement functions in practice.

This discussion provided the Bargaining Committee with a broader, behind-the-scenes understanding of the Company’s scheduling approach, and operational considerations insight.

Key themes from this discussion included:

• WestJet’s network operates on a global basis, with Cabin Personnel from any base eligible to be awarded flying across the network  

• The current credit hour system, including provisions such as RIGs and minimum duty period credit, is incorporated into the Company’s planning processes and pairing construction

• The range of flying within Canada, from regional to transcontinental, as well as international flying to Europe, Asia and South America introduces additional complexity in scheduling considerations all while recognizing the unpredictability of aviation as destinations can change quickly as we have seen recently.

The Bargaining Committee has also requested further information from the Company regarding potential future systems changes, as these may directly impact scheduling and, in turn, the broader bargaining process.

Your Bargaining Committee is acutely aware of the day-to-day impact Article 34 has on our membership. This article goes to the core of how work is assigned, how time is valued, and how your schedule affects your quality of life.

We remain committed to our mandate to negotiate improvements that reflect the priorities of the membership, including rest provisions, scheduling flexibility, duty days, and overall working conditions. This work is critical to ensuring a more balanced, predictable, and sustainable scheduling system moving forward.  

Update on Article Progress

Presently with the Union:  

• Article 17 - Accommodations

• Article 21 - Leaves of Absence

• Article 32 - Health and Safety

• Article 35 - Reserve

• Article 46 - Vacation, Statutory Holidays, and GDOs

Presently with the Company

• Article 6 - Scope

• Article 10 - Deduction of Dues

• Article 11 - Union Flight Release

• Article 12 - Union-Management Relations    

• Article 19 - Travel Privileges and Jump Seat Access

• Article 24 - Filling of Vacancies

• Article 28 - Uniforms

• Article 29 - Discipline, Suspensions and Terminations

• Article 30 - Grievance Procedure

• Article 37 - Hotels and Transportation

• Article 38 - Commuting    

• Article 39 - Training

• Article 45 - Expenses

• Article 47 - Layoff and Recall

Article Tracker:

Several Articles remain currently active, with responses pending from both the Union and the Company.  

CLICK HERE TO VIEW THE ARTICLE TRACKER

We encourage members to review the Article Tracker available on the Local’s website for a detailed overview of progress.

NOTE:  Progress also continues in advancing member priorities through some items that don’t fall within the current article framework of the Collective Agreement. Members will have full access to new articles or LOUs once a tentative agreement is reached, but to maintain confidentiality, these updates will not be included in our weekly communications.

Bargaining Committee Event

As previously communicated, we will be devoting an evening in our next week of bargaining to provide members an opportunity to interact directly with the Committee in an informal setting.

Our events in Vancouver and Toronto were a great success. Thank you to all the members who took the time to attend, and to those who were working but reached out to say they wished they could join us.

We look forward to seeing even more crew members at our upcoming event on April 8th, in Calgary.  

CLICK HERE TO REGISTER TO ATTEND

Upcoming Bargaining Dates:

• April 7 to 10 – Calgary

• April 13 to 16 – Calgary

• Future dates as required are with the Company for May and June.  

You can continue to show the Bargaining Committee your support by:

• Wearing your union pin

• Having an Unpaid Work Won’t Fly luggage tag on your bag

• Following the Local’s social media

• Reaching out directly to the Bargaining Committee to address any concerns

• And encouraging your fellow Cabin Crew Members to read their email updates!

In Unity,

WestJet Bargaining Committee

Calgary: shane.campbell@wjcomponent.ca
Vancouver/Edmonton: jeanfrancois.laframboise@wjcomponent.ca
Toronto: justin.patterson@wjcomponent.ca
Winnipeg/Montreal: cailey.millard@wjcomponent.ca

Mainline Bargaining Update #15 – Week 16 of Bargaining

Dear Members,

The Bargaining Committee met the Company in Vancouver, with negotiations taking place at the CUPE BC Regional Office.

We’re pleased to share that the committee has recently taken significant steps to move the bargaining process forward. Many of the remaining articles that had not yet been passed are now active, reflecting steady progress at the table. With this shift, the responsibility now moves to the Company to review, respond, and engage with the proposals currently on the table.  

Update on Article Progress

The Union passed initial proposals on:

• Article 6 - Scope  

• Article 10 - Deduction of Dues

• Article 37 – Hotels and Transportation  

• Article 47 – Layoff and Recall

In addition, the Union passed responses to:

• Article 11 – Union Flight Release

• Article 17 – Accommodations  

• Article 28 - Uniforms

• LOU-X – Uniform

• Article 45 - Expenses

• Article 26 – Aircraft and Company Assigned Equipment

• Article 39 – Training  

• Article 46 – Vacation, Recognized Holidays, and GDOs  

The Employer passed responses to:  

• Article 17 – Accommodations  

• Article 26 – Aircraft and Company Assigned Equipment

• Article 45 – Expenses  

At the Table:

At this stage in bargaining, the Union tabled four new proposals, including Article 37 Hotels and Transportation, an area where the Company has repeatedly fallen short and continues to fall short in meeting its duty of care to our membership. The Union is seeking significant improvements and stronger language to ensure members’ rights, safety, and time are properly protected and recognized. These proposals reflect the priorities raised by our members and the realities of our work.

We also introduced the Scope article, which is central to this round of bargaining. It defines the work that belongs to Cabin Personnel and protects us against flying being contracted out or reassigned. This is essential to our job security, preserving work opportunities, and maintaining the integrity of our roles in an ever-evolving aviation environment.

In addition, the Union provided responses on eight articles, making for a busy week at the table that required long hours and significant effort from the committee.

Article Tracker:

Several Articles remain currently active, with responses pending from both the Union and the Company.  

At present, we have:

• 23 articles actively in negotiation  

• 15 articles with agreement in principle  

• 14 articles yet to be introduced  

We encourage members to review the Article Tracker available on the Local’s website:

CLICK HERE TO VIEW THE ARTICLE TRACKER

Bargaining Committee Events

As previously communicated, we will be devoting an evening in our next two bargaining weeks to provide members an opportunity to interact directly with the Committee in an informal setting.

Our event in Vancouver was a great success. Thank you to all the members who took the time to attend, and to those who were working but reached out to say they wished they could join us.

We look forward to seeing even more crew members at our upcoming events!

• March 25 – Toronto

• April 8 – Calgary  

CLICK HERE TO REGISTER TO ATTEND

Reserve Survey

The Bargaining Committee is reviewing the recent Reserve Survey results, and a follow-up  communication to members will be released once the analysis is complete.  

Upcoming Bargaining Dates:

• March 23 to 27 – Toronto

• April 7 to 10 – Calgary

• April 13 to 16 – Calgary

Future dates as required will be scheduled with the Employer soon.  

You can continue to show the Bargaining Committee your support by:

• Wearing your union pin

• Having an Unpaid Work Won’t Fly luggage tag on your bag

• Following the Local’s social media

• Reaching out directly to the Bargaining Committee to address any concerns

• And encouraging your fellow Cabin Crew Members to read their email updates!

In Unity,

WestJet Bargaining Committee

Calgary: shane.campbell@wjcomponent.ca
Vancouver/Edmonton: jeanfrancois.laframboise@wjcomponent.ca
Toronto: justin.patterson@wjcomponent.ca
Winnipeg/Montreal: cailey.millard@wjcomponent.ca

Mainline Bargaining Update #14 – Week 15 of Bargaining

Dear Members,

The Bargaining Committee met with the Company in Calgary, with negotiations taking place at the WestJet Campus.  

Update on Article Progress

The Bargaining Committee tabled three more initial proposals covering one existing Article of the Collective Agreement and two new proposals of new additions to the Agreement:

• Article 38 - Commuting

• Article XX – Protection from Abusive, Harassing, or Violent Non- Employee Behaviour

• Article XX – Business Interruptions Due to Force Majeure

Definition of “Force Majeure”: Force majeure is a contractual clause intended to “protect the parties from events outside normal business risk.” The clause may be used to manage the risk of unforeseeable future events that could impact a party’s ability to complete its contractual obligations.

The COVID-19 pandemic other global events impacting our operations reinforce the need for Collective Agreement language that protects us in these instances.

The Bargaining Committee, together with the broader Union Executive, has heard the concerns of our commuter members regarding the cancellation of the ACM policy under CA1. As many members past, present, and future may commute, feedback from both survey data and direct member input made clear that the membership wants protections and language in CA2 that support commuters.  

Finally, as most members are aware, every day we are potentially exposed to abusive, harassing or violent behaviour in our workplace. The goal of this proposal is to protect our members and should they experience an incident, have greater support from the Company.

This week the Company tabled two counter proposals:

• Article 26 – Aircraft and Company Assigned Equipment  

• Article 28 – Uniforms  

Article Tracker:

Several Articles remain currently active, with responses pending from both the Union and the Company.  

At present, we have:

• 23 articles actively in negotiation  

• 15 articles with agreement in principle  

• 17 articles yet to be introduced  

We encourage members to review the Article Tracker available on the Local’s website for a detailed overview of progress.

CLICK HERE TO VIEW THE ARTICLE TRACKER

180 LOPA Transition to 174 Seat Configuration

The Bargaining Committee also had a unique opportunity to view the first new aircraft delivery that was reconfigured from the 180 LOPA to the 174 LOPA. These encouraging steps reinforce how important your engagement is throughout bargaining and beyond.  

Bargaining Committee Events

As previously communicated, we will be devoting an evening in our next three bargaining weeks to provide members an opportunity to interact directly with the Committee in an informal setting. Locations are being finalized and will be communicated in advance of the event.  

• March 18 – Vancouver

• March 25 – Toronto

• April 8 – Calgary  

Reserve Survey

The Reserve Survey and accompanying e-mail have been released. We encourage all members to participate as it provides a more fulsome analysis of the data where we can compare responses from all members, whether they hold reserve or not.  

If you have not received a survey link please reach out here: wjcomponent.ca/survey-issues.  

Note: Please check your junk/spam folder for an email from Sylvain Schetagne with the subject line: Invitation to Participate in a Survey.

Recent Company Communication on YHZ Temporary Base

The Bargaining Committee is aware of the communication sent by the Company regarding a proposed temporary base opportunity in Halifax (YHZ), as well as the follow-up message shared by the Union providing additional context.  

Situations like this can quickly create strong reactions across the membership, and the Company understands that introducing short-term opportunities outside of the bargaining process can create pressure and division within a group. Tactics like this do not come as a surprise to the Bargaining Committee and it is important that we approach moments like this with facts rather than assumptions or emotions and remain focused on the broader goals set by the membership for this round of bargaining.

To date, the Company has not brought a proposal on temporary bases to the bargaining table where these matters can be properly negotiated, and any such proposal would be reviewed carefully through the bargaining process to ensure it reflects the priorities and value of the membership.

Our strength in bargaining comes from unity and a clear focus on the improvements members have asked us to achieve. The Bargaining Committee remains committed to advocating for those priorities and will continue to approach negotiations with a focus on facts, fairness, and securing meaningful gains for the membership as a whole.

Social Media and Bargaining

The Committee would like to remind members that discussions about ongoing bargaining activities on social media, including sharing survey content or bargaining updates, can sometimes affect the bargaining process. To help ensure the most productive environment for negotiations, we encourage members to stay informed and engaged through official union communications and by reaching out directly to the bargaining committee with questions or feedback.

Achieving the strongest possible CA2 will require focused and coordinated efforts from all of us, and we appreciate members’ continued engagement and support throughout the process.

For concerns, suggestions, or general feedback pertaining to bargaining, your local base representatives can be reached at:

• YYC: shane.campbell@wjcomponent.ca

• YVR/YEG: jeanfrancois.laframboise@wjcomponent.ca

• YYZ: justin.patterson@wjcomponent.ca

• YWG/YUL: cailey.millard@wjcomponent.ca  

You can show the Bargaining Committee your support by:

• Wearing your union pin

• Having an Unpaid Work Won’t Fly luggage tag on your bag

• Following the Local’s social media

• Participate in the Reserve Survey

• And encouraging your fellow Cabin Crew Members to read their email updates!

In Unity,

WestJet Bargaining Committee

Alia Hussain - President
Bryan Hansraj - WestJet Unit VP
Jean-Francois Laframboise - YVR/YEG Rep
Shane Campbell - YYC Rep
Justin Patterson - YYZ Rep
Cailey Millard - YWG/YUL Rep
Alex Grigoriev - Local Executive (Alternate)
Cameron Jones - Local Executive (Alternate)

Mainline Bargaining Update #12 – Week 13 - YWG

Dear members,

This past week of bargaining took the Committee and Employer to Winnipeg. This marks the bargaining committee travelling to all permanent bases across the network since commencing bargaining.  

The work continued with the committee continuing to draft initial proposals on Articles not yet tabled, and to work on counter proposals with our outstanding articles while we awaited several responses from the Employer.

As negotiations continue, the Bargaining Committee remains committed to securing an industry-leading contract. Recent discussions, however, show that the Employer is still returning to positions that do not reflect industry progress or the direction clearly set by the membership. Members were clear that change is needed, and we will continue to push for improvements. The articles returned by the Company this week reinforce that there is still a significant amount of work ahead.  

This week we also took time to reflect on the makeup of our membership to ensure our communication remains meaningful and effective. Our group is incredibly diverse, and that diversity shapes the way we show up for one another. From those new to the company, or those approaching their 30-year anniversary, whether you joined as a direct‑entry Cabin Personnel, transferred or flowed from another unit, merged in from Sunwing or Swoop, or arrived through any other path, your presence and contributions matter. Every member is valued.

As difficult conversations continue, it’s through the membership we gain power. Small actions like wearing your union pin, sharing the Local’s social media, or having an Unpaid Work Won’t Fly tag on your luggage sends a message to the Company that we are engaged, united, and will not accept anything less than we deserve.  

RESERVE SURVEY

Soon, we will be releasing our survey on Reserve. The Learning Series on Reserve, published on January 29, will help provide members with context for the questions included in the survey. A comprehensive explainer communication breaking down each individual question will also be released. All Cabin Personnel, not only Reserve Holders, are encouraged to participate.

ARTICLE TRACKER  

The article tracker remains an important transparency tool and provides a clear indication of where progress has or has not occurred. While we cannot share the specific content of signed-off articles, making the tracker public allows members to monitor movement and understand where we are in the process.

• To access the tracker: www.wjcomponent.ca/negotiation-tracker

UPCOMING BARGAINING WEEKS  

Members have raised concerns around future bargaining dates and what the next few months look like. We have confirmed bargaining dates and some locations for March and April 2026.  

• February 23rd to 27th – YYC

• March 2nd to 6th – YYC

• March 16th to 19th – YVR

• March 23rd to 26th – YYZ

• April 7th to 10th – YYC

• April 13th to 17th – Location TBD  

Rumour Busting

The MESC Committee has added a new section on the Mainline Bargaining HQ webpage for providing information and busting commonly shared rumours. We are still in active negotiations with the goal of reaching a deal at the table; however, we know job action is on a lot of members’ minds. Should we reach a point where Job Action is being contemplated, we will advise the membership. The MESC Committee has broken down some of the job action related information for awareness purposes on this webpage and includes information on Strike Pay. More topics will be added to this page as common questions/themes are raised.  

In Unity,

WestJet Bargaining Committee

Alia Hussain - President
Bryan Hansraj - WestJet Unit VP
Jean-Francois Laframboise - YVR/YEG Rep
Shane Campbell - YYC Rep
Justin Patterson - YYZ Rep
Cailey Millard - YWG/YUL Rep
Alex Grigoriev - Local Executive (Alternate)
Cameron Jones - Local Executive (Alternate)

Mainline Bargaining Update #11 – Week 11/12 - YEG and YYC

Dear Members,

Your Mainline Bargaining Committee has concluded the 11th and 12th weeks of in-person negotiations with the Company in Edmonton and Calgary.  

Much of the week in Edmonton brought renewed attention to Article 22 – Ad Hoc Assignments and Article 40 – Charter Operations and Special Purpose Flights. These articles have long contained ambiguities that have contributed to inconsistent levels of transparency and fairness for the membership, particularly around postings, selection criteria, and opportunities for meaningful Union consultation.

The current approach, where informal selection practices and ‘shoulder tapping’ have at times influenced opportunities for Cabin Personnel does not align well with the core principles of seniority. As discussions continue, there is a clear desire to significantly scale back, and where appropriate phase out, these longstanding practices in favour of a more structured, equitable, and transparent framework.  

In addition, we are exploring ways to ensure that all in Article 22- Ad hoc opportunities come with appropriate additional compensation, either through set rates or by providing the Union the opportunity to negotiate such terms. This was identified as a priority by members through previous survey feedback that their time and contributions were not being appropriately compensated.

During our week in Calgary, the committee received a detailed presentation from a CUPE National pension expert as part of our due diligence ahead of continued bargaining. While the WestJet Savings Plan (WSP) remains a valued and preferred option among many of our members and we will fully advocate to retain access to it.  The complexity we face is the current structure of the plan falls outside the scope of our collective agreement. This means the Company retains full control and could alter or discontinue the plan without requiring consultation or consent from the Union.

Considering this, and to ensure we are exploring every avenue to protect all elements of this including strengthen our members’ retirement security, the committee reviewed a range of options. The goal is not to replace the WSP, but to understand whether the features and benefits it provides can be captured more securely through other mechanisms under the collective agreement. This exploration also aligns with our obligations under the CIRB’s direction to reconcile RSP arrangements across both WestJet and Sunwing.

Our commitment is to present informed and practical solutions that reflect what matters most to our members stability, flexibility, and protection for their futures.

Reserve Survey

We have released the Reserve Learning Series for members to review. As stated before, this document isn’t intended to influence member responses to the upcoming survey; we’re looking ensure members have a baseline understanding of our reserve model, as well as variations that exist in the industry.

As a Bargaining Committee, knowing where our members stand on the concepts of variables we can bring to the table is extremely valuable.  

Bargaining Committee Travel

Many members have asked why certain bargaining weeks are scheduled at bases outside of YYC.

The Bargaining Committee consists of individuals who live and/or are based in Vancouver, Calgary, Edmonton, Winnipeg, and Toronto. As a result, most committee members are required to travel regardless of the bargaining location. This can lead to extended periods away from home with limited personal time.

The Employer’s team, however, is based entirely in Calgary, which allows them to maintain a more consistent routine when bargaining occurs there. Holding sessions in other bases helps balance the travel requirements and ensures that the impact of time away from home is shared more evenly on both sides throughout the process.

There has been shared effort to date to minimize these costs by bargaining at net-zero locations, such as Employer buildings and CUPE offices and using Standby travel where possible. This mindset preserves our financial resilience for the latter phase of the process when we expect the process to intensify strain on both sides.  

Bargaining Progress

In recent weeks of in-person bargaining, we’ve continued to exchange proposals, but progress has slowed. The vast majority of articles now sit with the Company, and we are still waiting for responses on several articles.

This past week in Calgary, a good amount of the Executive’s time was redirected to address the fallout from the scheduling software failure.  This is a situation that has only magnified the shortcomings of our current Collective Agreement.  

We hear the frustration from our members loud and clear. Many of you have voiced your concerns that the existing language lacks the strength and clarity needed to truly protect Cabin Personnel.

Your Bargaining Committee shares those concerns. This week’s events have reinforced our resolve to close the gaps in the current agreement and to push for stronger, enforceable language that brings real accountability and security for our members. We are committed to building an agreement that reflects the realities of your work and delivers the protections and respect you deserve.

Article Tracker

The article tracker remains an important transparency tool and provides a clear indication of where progress has or has not occurred. While we cannot share the specific content of signed-off articles, making the tracker public allows members to monitor movement and understand where we are in the process.

To access the tracker: www.wjcomponent.ca/negotiation-tracker

Upcoming Bargaining Dates:

• February 9th – 13th – Winnipeg, MB

• February 23rd – 27th – Calgary, AB

Future bargaining dates have tentatively been agreed to for March and April, with specifics and locations being finalized. Once confirmed, these dates will be shared with the members.  

Member engagement continues to play a critical role. Please continue to follow, like, and share social media posts, and stay updated through your email communications.

In Unity,

WestJet Bargaining Committee

Alia Hussain - President
Bryan Hansraj - WestJet Unit VP
Jean-Francois Laframboise - YVR/YEG Rep
Shane Campbell - YYC Rep
Justin Patterson - YYZ Rep
Cailey Millard - YWG/YUL Rep
Alex Grigoriev - Local Executive (Alternate)
Cameron Jones - Local Executive (Alternate)

Mainline Bargaining Update #10: Week 10 at the Table

Dear Members,

Last week, your Mainline Bargaining Committee concluded the tenth week of in-person negotiations with the Company in Calgary.

With the help of the CUPE National Health and Safety Coordinator and Local OHS Co-Chair, our week focused on Article 32 – Health and Safety. While often overlooked, this Article has implications throughout our Collective Agreement, and every day when we show up to work.

As Cabin Crew, we work in safety-sensitive positions. From turbulence and medical events to fatigue, unruly guests and violence, and emotional strain, our profession demands more than recognition; it demands protection.

That’s why strong Occupational Health & Safety (OHS) language in our Collective Agreement is not just important; it’s foundational. It ensures our rights under the Canada Labour Code remain enforceable. It gives us the tools to report hazards, challenge unsafe practices, and push for meaningful protections.

Enshrining strong health and safety clauses into our Agreement is also a strategic step. It strengthens our position in future negotiations, lays out groundwork for other critical articles, and reinforces the collaborative, yet firm approach your Bargaining Committee continues to uphold.

Securing agreements on basic safety, hazard prevention, and respectful working relationships should be straightforward. Unfortunately, our ongoing discussions with the Employer on these matters have been difficult, however we remain resilient and focused.

Your committee will continue to push forward. To do so effectively, we need your continued engagement and unity. A safer, more respectful workplace is not just a bargaining goal; it’s a shared value we must insist upon together.

As mentioned in our last update(s), we are also nearing the tail end of non-monetary negotiations and have begun early discussions on monetary items.

Reserve Survey

We have completed the draft of the Reserve Survey. This is a vital step in the process and will require input from all members, whether you are currently assigned Reserve or not to share your experiences, insights, and perspectives on how Reserve functions or could function.

Reserve can be approached in several different ways, and there is no single model that automatically meets the needs of every base, seniority group, or lifestyle. This survey is not intended to determine a mandate in one direction or another. Instead, it is designed to gather broad feedback on a range of options and concepts so we can better understand what matters most to members and explore the paths available as we move forward.

Prior to the survey being released, we will be distributing a comprehensive educational document to support members in providing informed feedback. Reserve is a complex topic with many moving parts, and we recognize that members may have different levels of familiarity depending on their base, seniority, and personal experience.

There is also other material that will be shared which is intended to create a shared baseline of understanding. It will outline our current Reserve structure and provide a detailed comparison of other Reserve models that exist both within the WestJet group and among other carriers so members can better evaluate the options and considerations before completing the survey.

We anticipate the release of the Reserve Survey in the coming weeks as it gets programmed, tested, and translated for distribution by CUPE National to the membership.

Jeppesen – New Crew Management System

The Bargaining Committee had the opportunity to see a presentation by the vendor and Employer on Jeppesen. The Employer communicated in October that several of our current crew management platforms, including Flica, will be replaced in fall 2027.

These streamlined process improvements stand to improve the operational flow from an organizational standpoint. Many back-end processes today require a large manual input from operational units such as Crew Scheduling, which often leads to inefficiencies and increases the potential for errors during stressful times, such as IROPs.

Along with optimizing processes for the Employer, this system shows some improvements for Cabin Personnel. While there are still several unknowns about this software’s potential, the Employer continues to be transparent with the Union and Committee through the initial stages of the integration progress.  

It is important that the Bargaining Committee has exposure to the future systems the Company will be implementing during the term of this next collective agreement. These systems will have a direct impact on things like day-to-day scheduling, shift trades, reassignment, open time, and other provisions.  

Pay Progression / Retro Pay

A reminder that all conditions of the Collective Agreement remain in full effect until the ratification of a new one. Any Cabin Personnel who anticipate a wage scale step increase will continue to receive increases in accordance with Article 43-1. For clarity, this applies to all step increases on the current pay scale. We have confirmed this with the Employer.  

A common question from the membership relates to retro pay upon implementation of CA2. This is something that will have to be negotiated at the bargaining table and is situational depending on the context in which it is offered. Discussions on wages have not commenced, and further information will be shared as we progress through bargaining.  

Article Tracker

The article tracker remains an important transparency tool and provides a clear indication of where progress has or has not occurred. While we cannot share the specific content of signed-off articles, making the tracker public allows members to monitor movement and understand where we are in the process.

To access the tracker: www.wjcomponent.ca/negotiation-tracker

Upcoming Bargaining Dates

• January 19th – 23rd – Edmonton, AB

• January 26th – 29th – Calgary, AB

• February 9th – 13th – Winnipeg, MB

• February 23rd – 27th – Calgary, AB

Member engagement continues to play a critical role. Please continue to follow, like, and share social media posts, and stay updated through your email communications.

In Unity,

WestJet Bargaining Committee

Alia Hussain - President
Bryan Hansraj - WestJet Unit VP
Jean-Francois Laframboise - YVR/YEG Rep
Shane Campbell - YYC Rep
Justin Patterson - YYZ Rep
Cailey Millard - YWG/YUL Rep
Alex Grigoriev - Local Executive (Alternate)
Cameron Jones - Local Executive (Alternate)

Mainline Bargaining Update #9: Week 9 at the Table

Dear Members,

Your Mainline Bargaining Committee completed another full week of in-person negotiations with the Company, maintaining momentum as we continue to advance discussions across multiple articles.

Progress was made on several provisions. While some areas are moving forward constructively, others require further discussion to find a path forward. Throughout the week, the committee remained focused on protecting the value of our work, our time, and the flexibility that recognizes our contributions to the organization and supports work-life balance for the membership.

Articles Signed Off

We are pleased to report that the following articles were signed off this week:

• Article 42 – Pay Schedule and Pay Discrepancies

• Article 50 – Legal

The article tracker remains an important transparency tool. While specific language from signed-off articles cannot be shared, the tracker provides members with a clear view of progress and outstanding work.

You can access the tracker here: wjcomponent.ca/negotiation-tracker

Counter Proposals at the Table

This week, there were 12 articles in progress and your bargaining committee presented responses to the following articles:

• Article 22 – Ad Hoc Assignments

• Article 28 – Uniforms

• Article 40 – Charter Operations and Special Purpose Flights

The Employer did not present any new articles or counter proposals during this bargaining week.

In January, the Union anticipates providing responses to Article 46 – Vacation as well as beginning talks about one of the most important functions of the Union which pertains to Job Security.  

Operational Context Informing Bargaining

Last week the airline experienced significant irregular operations following a snowstorm that affected crews across the network. Bargaining pace was maintained, and the committee used this experience to engage with management and reinforce ongoing discussions at the table with real-time operational examples.

 These conversations focused on:

• extended call wait times when attempting to reach OCC,

• operational stability and reliability,

• and how the Company ensures crew members clearly understand when they are available and expected to be reachable.

These issues directly affect workload, fatigue, and day-to-day working conditions, and continue to frame the Union’s bargaining priorities.

Encore Bargaining Update

This week, the WestJet Encore Bargaining Committee was also on campus and has begun its own preparations for negotiations, as Encore serves notice to bargain in March 2026.  

Looking Ahead

Your bargaining committee remains focused, prepared, and committed to securing an agreement that reflects the realities of the operation and the priorities of our cabin crew.  

Member engagement continues to be paramount to the bargaining process. Please stay connected through official communications and social media updates.

The MESC committee will be running the upcoming “divorce parties” across all bases to mark the expiry of CA1. Registration details will be released shortly.  

Dates by base are:

• January 5: Edmonton & Montreal

• January 6: Calgary & Winnipeg

• January 7: Toronto & Vancouver

As this will be the last bargaining update for 2025, the committee wishes everyone a happy holiday season. Stay safe, and we look forward to providing the next update in 2026 when in person negotiations resume the week of January 12–16 in Calgary.

In Unity,

WestJet Bargaining Committee

Alia Hussain - President
Bryan Hansraj - WestJet Unit VP
Jean-Francois Laframboise - YVR/YEG Rep
Shane Campbell - YYC Rep
Justin Patterson - YYZ Rep
Cailey Millard - YWG/YUL Rep
Alex Grigoriev - Local Executive (Alternate)
Cameron Jones - Local Executive (Alternate)

Mainline Bargaining Update #8: Summary of Week 7 and 8 at the Table

Dear Members,

The Mainline Bargaining Committee has just completed its third week in a row of bargaining, and this update covers key updates from the past two weeks of bargaining.

The November 24th week brought us back to Calgary in hopes of continuing our momentum from Montreal at the table with the Employer. As mentioned previously, we’re moving onto articles that either directly or indirectly have financial implications within our agreement, as well as touching on more fundamental aspects of roles as Cabin Personnel.  

The week of December 1st took us to Vancouver where no new proposals were passed from either side; however, progress was made on those articles in open negotiations. This includes pass backs and counter proposals being built on:

• Article 22 – Ad Hoc Assignments

• Article 39 – Training

• Article 40 – Charter Operations and Special Purpose Flights

• Article 42 – Pay Schedule and Pay Discrepancies

• Article 50 – Legal

As always, for live updates and to track the status of each article, please visit the Article Tracker at www.wjcomponent.ca/negotiation-tracker.

Tone Shift

Over these past weeks, your Bargaining Committee continued to advance the articles and proposals built directly on Member feedback and real operational experience. We want to share candidly that the tone has continued to shift at the table. Several of the items that matter deeply to you received limited engagement, and in some cases no meaningful consideration from the Employer.

As Members are not in the room, it’s important for the committee to ensure the membership understand the dynamic: when proposals rooted in your day-to-day realities are met with minimal acknowledgement, it becomes clear how far apart we remain in ensuring Cabin Personnel are treated with the seriousness and respect this profession deserves.

The Bargaining Committee is steadfast in ensuring that the Employer understands that our members lived experience as safety professionals deserve more than surface level engagement. We remain committed to holding that line on behalf of our Profession and the membership.

While we recognize the tone shift at the table and the messaging shared during yesterday’s WestJet Live, which built on information the Company has been shaping over the past year, we want to be clear with the membership: this kind of shift is common when negotiations move from non-monetary to monetary issues.  

The Local Executive Committee will continue to monitor the information presented and engage with the Company to understand its implications. At the same time, your Bargaining Committee remains firmly committed to securing meaningful gains at the table, consistent with the mandate set by our membership.  

The Company continues to undervalue the critical work we do, and while that reality weighs on us, it does nothing to weaken our resolve.  We must continue to stand in unity with one another and support one another as this is where we get our collective strength within the bargaining room. These tactics will not change our position at the table as we have been undervalued and under compensated for the last five years under CA1 and are not willing to do it again for the duration of CA2.  

Upcoming Learning Series Focus:  Article 35 – Reserve

On November 27th, the Employer presented their first proposal for Article 35 Reserve. Your committee now has this important information, which we will combine with:

• the broad concept discussions of previous weeks, and

• the survey data collected during the summer which covered preliminary priorities in the Reserve Article.

This will help us craft a comprehensive and realistic Reserve survey for the membership, one that reflects both operational realities and your lived experiences.  

Reserve Learning Series

Your Committee has already invested time in compiling a detailed Learning Series dedicated to all aspects of Reserve. This will cover detailed exploration of our current reserve structure, alternative models at other carriers, and a detailed breakdown of the impacts of any changes we seek.  

Your Questions About the Bargaining Process

Many members have reached out with questions about where we are in the bargaining timeline and how they can participate. We appreciate these questions as an engaged membership serves to strengthen our position at the table.

Where We Are Right Now

Collective bargaining is a legal process with clearly defined stages and rules. Importantly:

When we filed Notice to Bargain in September, all current working conditions and contractual obligations were frozen until a new agreement is ratified, or we are in a legal job action position.  

This legal freeze continues even after the expiry of the current agreement - unless it is mutually agreed upon by the Union and Employer.

Both the Union and the Employer must continue to uphold all obligations under CA1 during this period.

Next Steps:

We are still in the negotiations stage and will continue to be in this phase as each side continues to negotiate and make progress on finding mutual agreement on each article.  

• The next step in the process would be either reaching a tentative agreement, or should we reach an impasse, a notice of dispute would be filed which would trigger the next phase of the process Notice of Dispute/Conciliation.  

• Neither side has filed a notice of dispute as we are still making progress in negotiations and have a significant number of articles that have not begun negotiations yet.  

• We continue to bargain in good faith and expect that to be reciprocated by the Company.

Below (and on our website) we have shared the Bargaining process graphic that is on our website so members can review this material to know what lies ahead.

In Unity,

WestJet Bargaining Committee

Alia Hussain - President
Bryan Hansraj - WestJet Unit VP
Jean-Francois Laframboise - YVR/YEG Rep
Shane Campbell - YYC Rep
Justin Patterson - YYZ Rep
Cailey Millard - YWG/YUL Rep
Alex Grigoriev - Local Executive (Alternate)
Cameron Jones - Local Executive (Alternate)

Mainline Bargaining Update #7: Summary of Week Six at the Table

Dear Members,

Your Mainline Bargaining Committee has now concluded the sixth week of in-person negotiations with the Company in Montreal.

We continue to see some movement on the articles in progress. While certain articles are progressing, others are seeing minimal movement and may approach a form of impasse. Throughout the process, our position remains consistent: scope matters, the value of our time matters, and the flexibility we currently enjoy matters.

At this stage, there are a number of articles open at the table. Members may notice fewer newly opened articles as we focus on working through those already in discussion to ensure alignment, continuity, and strategy.

We are also nearing the tail end of non-monetary negotiations and have begun early, high-level discussions on monetary themes. As always, we remain solution-focused and committed to working with the Company to establish language that supports the needs of our cabin crew group.

Reserve Survey

We have received several questions regarding the timelines for the reserve survey. The committee and the Company have held initial conceptual discussions on reserve to understand concerns. These conversations have included topics such as scheduling parameters, rest, operational system capabilities or limitations, and how these may influence future contractual language.

The Company has indicated it will be bringing forward the first draft proposal of the reserve article. Once received, your bargaining committee will review it, and that review will inform the design of the membership survey.

Article Tracker

The article tracker remains an important transparency tool and provides a clear indication of where progress has or has not occurred. While we cannot share the specific content of signed-off articles, making the tracker public allows members to monitor movement and understand where we are in the process.

To access the tracker:

• www.wjcomponent.ca/negotiation-tracker

Next Steps

We return to bargaining in Calgary during the week of November 24, followed by a week in Vancouver beginning December 1. We remain optimistic that productive conversation will continue into the coming weeks leading up to the expiry of the agreement.

Member engagement continues to play a critical role. Please continue to follow, like, and share social media posts, and stay updated through your email communications.

In Unity,

WestJet Bargaining Committee

Alia Hussain - President
Bryan Hansraj - WestJet Unit VP
Jean-Francois Laframboise - YVR/YEG Rep
Shane Campbell - YYC Rep
Justin Patterson - YYZ Rep
Cailey Millard - YWG/YUL Rep
Alex Grigoriev - Local Executive (Alternate)
Cameron Jones - Local Executive (Alternate)

Mainline Bargaining Update #6: Conclusion of Week 5 of Negotiations

Dear Members,

Your Mainline Bargaining Committee has now completed week five of negotiations with the Company, and we are preparing to enter week six soon. As bargaining moves into more complex and challenging articles, discussions are becoming more involved. For updates and to track the status of each article, please visit the Article Tracker at: www.wjcomponent.ca/negotiation-tracker

This week, the Company put forward a proposal under Article 25 that left the Committee questioning how well they understand the day-to-day reality of our work. Despite saying they recognize how important flexibility is to Cabin Personnel, the proposal would create new restrictions in how schedules are awarded, trading pairings, dropping pairings and all of this in addition to what we currently have in our CA with no additional proposed compensation.

We recognize the legal requirements associated with flying into and out of Quebec. However, what was proposed goes well beyond that and does not reflect what our membership has made clear.

Your Committee was firm: scheduling flexibility is essential and we will continue to protect it.

Despite these challenges, progress continues. Several other articles were passed this week, and discussions on key items remain active. We have also reached an agreement in principle on Article 33 - Hostage, Internment, or Death. The Committee is continuing to develop proposals and collective agreement language that is reflective of our contributions to the organization and the priorities identified by the membership.

We are heading to Montréal for the next bargaining session during the week of November 16. With clear feedback provided to the Company, we remain focused on achieving meaningful improvements for Cabin Personnel, rather than unnecessary restrictions or barriers to scheduling autonomy.

In Unity,

WestJet Bargaining Committee

Alia Hussain - President
Bryan Hansraj - WestJet Unit VP
Jean-Francois Laframboise - YVR/YEG Rep
Shane Campbell - YYC Rep
Justin Patterson - YYZ Rep
Cailey Millard - YWG/YUL Rep
Alex Grigoriev - Local Executive (Alternate)
Cameron Jones - Local Executive (Alternate)

Mainline Bargaining Update #5 - Week 4 at the Table

Dear Members,

Your Bargaining Committee concluded its fourth week of in-person negotiations with the Company last week. For live updates and to track the status of each article, please visit the Article Tracker at www.wjcomponent.ca/negotiation-tracker.

Limited Changes to Company Proposals

This week saw a noticeable slowdown in momentum at the table.  We believe it’s important for members to be aware that a few of the most recent proposals tabled by the Company included only very limited changes (one word) from the existing language. The Bargaining Committee has expressed its disappointment in this approach, particularly given that the Company has repeatedly shared with our membership that they recognize the need for meaningful improvements.

While we cannot share specific proposal details, we feel it is important to keep members informed in a timely and transparent manner about the overall themes and direction of discussions. We have met with the Company to clearly communicate our concerns and expectations, and we look forward to seeing more substantive and constructive movement when negotiations resume this week in YYC.

Disclosure Data

The Bargaining Committee submitted formal requests for information from the Company earlier in bargaining, and we are now beginning to receive the data necessary to move discussions forward.  

This information is essential for the Bargaining Committee, as it guides how we develop our proposals, respond to those presented by the Company, and understand the broader context that disclosure provides. We were only able to request this information once notice to bargain was issued on September 16th.

For Unions, bargaining is often the only opportunity to access this level of information, which makes timely and complete disclosure not only a matter of good faith but a fundamental obligation under the Canada Labour Code. With the data now being provided, the Committee is actively reviewing and analyzing it to ensure our work is informed, evidence-based, and reflective of the realities our members face.

Preliminary Reserve Concept Discussions - Building an Informed Approach

This past week, the Bargaining Committee met with the Employer for a preliminary concept conversation on Reserve. These preliminary discussions are designed to give both sides an opportunity to explore the topic before formal proposals are exchanged. Together, we reviewed different models, including how other airlines and departments within the Company manage Reserve, as well as system options, limitations, operational constraints, and relevant data that are not typically accessible to the Union outside of bargaining.

The goal of the several discussions ahead is to build an understanding of how Reserve functions, what challenges exist for both sides, and how potential changes could impact our members.  

Once this groundwork is established, proposal writing becomes more precise and effective, as the Bargaining Committee can approach the issue from an informed and evidence-based standpoint.  These meetings further support the need for the Reserve survey so that we can better understand the priorities of the membership.  

We were encouraged to hear the Company acknowledge that rest, among other key issues, remains a shared concern and an area both sides recognize as needing change.

Looking Ahead: The Next Phase of Bargaining

Our next Learning Series document will be released soon, giving members the opportunity to gain deeper insight into the collective bargaining process and what lies ahead.

Your Bargaining Committee is preparing to move into the next stage of negotiations, where discussions will focus on the most substantial and high-impact articles in our agreement. While the articles signed off to date are important, the weeks ahead will see attention shift to the priorities most central to our membership; Wages, Unpaid Work, Scheduling, and Rest Rules.

This next phase will require ongoing member engagement. You can expect your committee to continue seeking your input through surveys and communications on a range of topics that directly affect your work and quality of life.

In Unity,

WestJet Bargaining Committee

Alia Hussain - President
Bryan Hansraj - WestJet Unit VP
Jean-Francois Laframboise - YVR/YEG Rep
Shane Campbell - YYC Rep
Justin Patterson - YYZ Rep
Cailey Millard - YWG/YUL Rep
Alex Grigoriev - Local Executive (Alternate)
Cameron Jones - Local Executive (Alternate)

Message to Membership – Seniority Survey Results & Next Steps

Dear Members,

We want to thank everyone who participated in the Seniority Survey. Seniority is tied to our lived experiences, our careers, our growth, and our identity in this profession. Your engagement reflects just how much you care about fairness and the future of this workgroup.

We also want to acknowledge that over the past several weeks, your Bargaining Committee has been intensely focused inside the bargaining room. When we are engaged in negotiations, communication can understandably slow down. That said, we know how important transparency and trust are, and when concerns are raised or something does not feel clear, it is our responsibility to pause, clarify, and adjust. We hear you, and we appreciate your patience and welcome the honesty.  

On that note, the Committee acknowledges that we misstepped in the communication that accompanied the survey. We did not provide enough context around how the results would be evaluated or how they would fit into the broader bargaining process. Our explanation of the survey methodology was oversimplified. While the survey itself was measured as we described, we did not clearly explain that survey results are only one part of a layered process that also considers stability over time, internal equity, and alignment with CUPE’s bargaining principles.

We are committed to providing that clarity now and through the upcoming Learning Series town halls (details below), recognizing that bargaining is a complex process and transparency matters at every step and to ensure our members can continue to trust the process.

It is also important to reinforce that these items are to be bargained, and not everything raised in bargaining can or will be achieved. Bargaining involves another party, and agreement must be reached on both sides. As we saw in the recent round of bargaining at Air Canada, there are times when certain items remain unresolved at the end of the process. The same may occur here, and we believe it is important to be transparent about that from the outset.

Background to Decision Making Tools

The Seniority Survey was designed to inform bargaining, not to make decisions on its own. To understand how the results are used, it is important to distinguish between the different tools the Local relies on to guide direction. We have heard from members that there are questions about how these processes work and why different approaches apply in different circumstances. Each union has its own governance and decision-making structure, and below we outline the processes used by CUPE and Local 8125, which may differ from those our members may be used to previously in L4055 or L4070.  

Elections, Ratification Votes, Motions at Membership meetings and Strike Votes

• Elections (Choosing Representatives): Elections determine who represents the membership. Elections are governed by the CUPE Local 8125 Bylaws and the CUPE Constitution and are decided by plurality, meaning the candidate with the most votes wins.

• Ratification vote (Bylaws / Tentative Agreements / Non-Monetary Amendments to the Agreement): A yes or no decision on a proposed collective agreement or amendments to an existing agreement or bylaw changes. If more participating members vote yes than no, the agreement is accepted, and the result is binding.

• Strike vote: A yes or no vote held to determine whether the membership authorizes the Union to call a strike if bargaining reaches an impasse. This vote provides the Union with the legal authority to initiate strike action, but it does not mean a strike will occur automatically.

• Motions at Membership Meetings: Motions may be brought forward during Membership Meetings to propose or confirm direction. When a motion is presented, discussed, and voted on, the outcome becomes a formal directive of the Local. These motions follow the Rules of Order outlined in the Local’s Bylaws.

Surveys (Information Gathering)

Surveys are used to understand the range and shape of member perspectives.

• They tell us:

  • Where there is alignment,

  • Where opinions differ,

  • And where more discussion, education, or insight (possibly more surveying) is needed.

A survey result does not automatically become a bargaining position. Instead, it helps the Committee understand whether a clear and stable direction exists. There are different styles of surveys that are all part of the overall guidance for our direction in the room.  

Mandates in Bargaining (Determining Direction):

A bargaining mandate is not the same as a survey result. A survey reflects the views of the members who completed it at a specific point in time. It is an important source of information, but it is not enough on its own to justify moving a bargaining position forward.

A mandate is formed when there is clear, consistent, and stable alignment across the membership. This means we look for patterns that repeat over time and across multiple forms of membership input, rather than relying on one survey result or one moment of sentiment. This approach is standard practice in Canadian labour relations and is grounded in both CUPE policy and responsible bargaining.

• To establish a mandate, we look for:

  • Consistency — the same direction showing up more than once

  • Stability — not a reaction to short-term frustration or recent events

  • Equity — the direction must uphold CUPE principles/Bargaining Policy, particularly avoiding two-tier or uneven outcomes

A mandate is used when the Union speaks or negotiates on behalf of everyone, which is why it must reflect collective support, not simply the largest response in a single survey.

The first survey (Bargaining Priorities Survey) conducted early in the process established the overall hierarchy of issues by asking members to rank bargaining subjects against one another. This has set the foundation for bargaining direction.

Subsequent topic-specific surveys (including the Seniority Survey) will provide deeper insight into how members think about specific issues within those broader priority areas. These surveys help clarify and inform understanding, but they do not override the ranking established by the Priorities Survey which saw a high number of comments regarding seniority and its application.

A mandate therefore emerges when the same direction appears consistently across these layered inputs. The goal of bargaining is to bring forward a Tentative Agreement for the membership to vote on. The Committee facilitates the process, but the final authority always rests with the members. Nothing moves forward unless you vote to accept it.  

The Complex Issue: Cabin Manager Seniority

Responses to the questions regarding Cabin Manager seniority for both the existing 787 structure and for the potential future designated Cabin Manager role on the 737 did not reflect a clear, unified direction.

This issue is inherently complex, because:

• It cannot be bargained separately between aircraft types. Treating seniority differently for Cabin Managers on different aircraft would create two-tiered conditions. CUPE does not support two-tiering, and CUPE’s Bargaining Policy prohibits creating inequities within the same classification.  

• The Overall Priorities Survey from earlier this year showed the membership is almost evenly divided on this issue.  This indicates not a lack of importance but a lack of consensus.

Because of this, the Committee cannot responsibly move forward with a bargaining proposal in this area at this time.

Continuing the Conversation

We strongly encourage members to continue reaching out with questions, concerns, or reflections.

Hearing from you is central to us all learning as we navigate CA2 together.

• We are committed to:

  • Transparent decision-making,

  • Fair and principled bargaining,

  • And strengthening unity across the entire membership.

We will continue to communicate openly, and we will continue to bargain for the benefit of membership as a whole.

Questions and Answers

We have compiled a list of questions and answers based on the feedback we have received which can be found here.

CLICK HERE FOR A PDF OF THE Q&A DOCUMENT

What Happens Next

We heard clearly that members want more clarity about how bargaining decisions are made. In response, the next session in our Learning Series will be:

• How Bargaining Decisions Are Made: Majority, Mandate, and Collective Equity

• How priorities are set

• Why there are different survey types

• How mandates are determined

• How the Committee makes decisions  

• And to address the underlying question: “How do I know the Union is actually representing us?”

More details on these sessions will be sent out in the coming weeks.  

In Unity,

WestJet Bargaining Committee

Alia Hussain - President
Bryan Hansraj - WestJet Unit VP
Jean-Francois Laframboise - YVR/YEG Rep
Shane Campbell - YYC Rep
Justin Patterson - YYZ Rep
Cailey Millard - YWG/YUL Rep
Alex Grigoriev - Local Executive (Alternate)
Cameron Jones - Local Executive (Alternate)

Mainline Bargaining Update #4: Conclusion of Week 3 at the Table

Dear Members,

Your Bargaining Committee has concluded the third week of in-person negotiations with the Company. For live updates and to track the status of each article, please visit the Article Tracker at: www.wjcomponent.ca/negotiation-tracker

We are pleased to share that we reached agreement in principle on 4 additional articles:

• Article 3 – Management Rights  

• Article 9 - Strike/Lockout

• Article 16 - Non-Bargaining Unit Employees and Inflight Duties

• Article 23 – Compassionate Transfers

This brings our total articles with an agreement in principle to 11.  

In addition to the articles we've agreed to in principle, progress has been made on several other components of your Collective Agreement. The items are currently under review by either the Bargaining Committee (U) or the Employer (E) for continued discussion.

• Article 22 - Ad Hoc Assignments (E)  

• Article 29 – Discipline, Suspensions and Terminations (U)

• Article 30 - Grievance Procedure (E)  

• Article 33 – Hostage, Internment, or Death (E)

• Article 40 – Charter Operations and Special Purpose Flights (E)  

• Article 42 – Pay Schedule and Pay Discrepancies (E)

• Article 46 – Vacation, Statutory Holidays, and GDOs (U)

• Article 50 – Legal (E)  

We have shared the results of the seniority survey with you. As mentioned in that communication, we as members will now move forward together and focus our collective efforts on our crucial negotiations.  

This past week the Bargaining Committee met in Toronto, and the next two consecutive weeks are scheduled to be held in Calgary. We have six more bargaining weeks scheduled between now and the end of the year over a variety of bases, with more dates and locations planned for early in the new year.  

If you haven’t already, we ask you to follow, like and share our social media posts on Facebook and Instagram. This increases our visibility and brings attention to what we are fighting for. Ultimately, increasing our reach beyond the bargaining table. This week we also released another episode of our podcast - AVAILABLE HERE.

Thank you for your continued unity. Your strength is what fuels us to push for an agreement that reflects your value and professionalism.

In Unity,

WestJet Bargaining Committee

Alia Hussain - President
Bryan Hansraj - WestJet Unit VP
Jean-Francois Laframboise - YVR/YEG Rep
Shane Campbell - YYC Rep
Justin Patterson - YYZ Rep
Cailey Millard - YWG/YUL Rep
Alex Grigoriev - Local Executive (Alternate)
Cameron Jones - Local Executive (Alternate)

Seniority Survey Results

Dear Members,

The Seniority Survey demonstrated our membership’s engagement and commitment to the bargaining process. We want to sincerely thank every member who took the time to complete the survey.

Survey Summary:

• 4,194 surveys distributed

• 3,193 responses received (76.13% participation)

• 1,454 open comments submitted

This represents our highest survey participation rate to date and reflects our Members’ continued dedication and involvement, which will remain central to our success in the weeks and months ahead as we move through bargaining.  

Many of the concerns reflected in this survey have been raised over the years. Your Local Executive and Bargaining Committee continues to take them seriously as we work to represent the membership interests at the bargaining table.

ABOUT THE SURVEY

As part of our ongoing commitment to transparency, your Bargaining Committee is sharing the results of the Seniority Survey. The goal of this survey was to capture current membership perspectives in today’s environment and not to repeat the work done during the first Collective Agreement survey more than five years ago.

The goal of this survey was to capture principle-based feedback that will help guide the Committee’s positions in bargaining.  

Whenever we share survey results, we carefully balance our commitment to transparency with the need to protect the overall interests of the Membership. We recognize that other Unions may take different approaches to sharing results, but it’s important for our Members to understand that our industry, our demands, and our priorities require a more strategic approach.

We are negotiating in a unique environment with a privately held company operating within the federal sector. This means protecting certain information is necessary to maintain our strength and leverage at the bargaining table.

These results will help shape our bargaining positions and ensure decisions reflect the collective voice of the Membership. When a majority of members (over 50%) indicate a position, it may be considered a mandate for the Committee to bring forward at the bargaining table.

RESULTS:

Question 1: Should time worked as Cabin Crew at Encore or Swoop be recognized on the Mainline Cabin Personnel seniority list, retroactively and going forward?

• 52.08% - Recognize all time at Encore or Swoop retroactively and moving forward for Encore only (as Swoop ceased to exist).  

• 39.56% - Do not recognize time from Encore or Swoop retroactively and moving forward from Encore (as Swoop ceased to exist).

• 8.30% - I am indifferent.

• 0.06% - No answer  

** This response reflects a mandate for change, which will be advanced by your Bargaining Committee during negotiations with the Company.  

Question 2: When a member leaves the Company and later returns, which date should be used to calculate their seniority?

• 8.05% - Use the original date of their first successful completion of initial training (before their employment ended).

• 89.73% - Use the date of their most recent successful completion of initial training following rehire.  

• 2.22% - I am indifferent  

** This response reflects a mandate for change, which will be advanced by your Bargaining Committee during negotiations with the Company.

Question 3: How should previous service in other WestJet Group departments count toward Cabin Personnel seniority?

• 18.67% - Count service from any WestJet Group department – retroactively and moving forward for all WestJet Group transfers.

• 76.92% - Do not count previous service from any WestJet Group department.  

• 4.42% - I am indifferent.  

** This response does not reflect a mandate for change, and as such, the Bargaining Committee will not be advancing this item during negotiations with the Company.

Question 4: Would you support the Union negotiating reciprocal seniority rights between WestJet Mainline Cabin Personnel and other groups within the WestJet Group of Companies, applied both retroactively (for employees who have already transferred) and going forward (for employees who may transfer in the future)?

• 24.9% - I support the Union seeking to negotiate reciprocal seniority, both retroactively and going forward.

• 64.39% - I do not support the Union seeking to negotiate reciprocal seniority.  

• 10.71% - I am indifferent.

** This response does not reflect a mandate for change, and as such, the Bargaining Committee will not be advancing this item during negotiations with the Company.

Question 5: How should seniority factor into Cabin Manager recruitment?

After careful consideration and internal discussion, your Bargaining Committee has decided not to release the results of this question. We thoroughly weighed the pros and cons of doing so and determined that, in the best interest of the overall membership, protecting our bargaining strategy must take priority.

The responses to this question are closely tied to our approach on key strategic issues, including potential discussions around a 737 Cabin Manager program and related recruitment considerations. Maintaining confidentiality at this stage ensures that we enter bargaining from a position of strength and unity.

Question 6: How should seniority for Cabin Manager roles be determined?

• 40.24% - Use the existing Master Seniority List (current practice).

• 48.70% - Create a separate Cabin Manager list (based on time in CM classification).

• 11.06% - I am indifferent.  

**There is not a majority interest from the membership (over 50%) for the committee to move forward with this- the result lacks the decisiveness required to form a mandate and as such, the Bargaining Committee will not be advancing this item during negotiations with the Company.

Question 7: How should travel privileges be prioritized?

• 13.72% - Use seniority (most senior person and/or their designates have the highest priority).

• 84.84% - Keep the current system (check-in time determines priority).

• 1.44% - I am indifferent.

THANK YOU  

Your committee can’t emphasize enough how invaluable your participation is throughout this process. As we move throughout bargaining, your continued engagement and support will be instrumental. Your input will be continually sought through surveys like this one, and we encourage you to follow along for updates via e-mail, our social media platforms (Facebook and Instagram), and to see updates of agreed upon articles via our Article Tracker: www.wjcomponent.ca/negotiation-tracker

FINAL NOTE

We want to remind all members that seniority is a sensitive topic, and discussions surrounding it should always remain respectful and professional. The results of this survey represent a membership mandate, they do not reflect final outcomes. These matters will still need to be formally negotiated with the Company at the bargaining table.

As conversations continue, please remember to follow the Social Media Policy and WestJet’s Code of Business Conduct. Online and in-person discussions should reflect the professionalism and respect that define our membership. We encourage thoughtful dialogue, patience, and unity as we move forward throughout the bargaining journey.

In Unity,

WestJet Bargaining Committee

Alia Hussain - President
Bryan Hansraj - WestJet Unit VP
Jean-Francois Laframboise - YVR/YEG Rep
Shane Campbell - YYC Rep
Justin Patterson - YYZ Rep
Cailey Millard - YWG/YUL Rep
Alex Grigoriev - Local Executive (Alternate)
Cameron Jones - Local Executive (Alternate)

Seniority Survey Closed - Next Steps

Dear Members,

The Seniority Survey is now closed, and the results have been provided to the Bargaining Committee. We want to extend our sincere thanks to everyone who took the time to complete the survey. The rate of participation was significant, and your input is invaluable in shaping our path forward.

We are committed to sharing information with the membership; however, reviewing the survey results, including the many detailed free-text responses, takes time. We appreciate your patience as the Committee carefully reviews and analyzes this feedback.

We also want to remind everyone of the importance of strategy. We fully understand the sensitivity of this topic and the desire to see the results as soon as possible. However, we must take a measured and strategic approach to protect our bargaining position. Additionally, several survey questions touch on areas of the Collective Agreement beyond just Article 15, underscoring the complexity of this review.

We appreciate the professionalism of our working group as we assess the key principles identified by the membership. Once the results have been fully reviewed and an appropriate communication strategy developed, we will provide a further update.

Thank you for your continued patience and professionalism. We remain committed to transparency while balancing the need to safeguard our position at the bargaining table.

In Unity,

WestJet Bargaining Committee

Alia Hussain - President
Bryan Hansraj - WestJet Unit VP
Jean-Francois Laframboise - YVR/YEG Rep
Shane Campbell - YYC Rep
Justin Patterson - YYZ Rep
Cailey Millard - YWG/YUL Rep
Alex Grigoriev - Local Executive (Alternate)
Cameron Jones - Local Executive (Alternate)

Seniority Survey - Distribution and Associated Instructions

DISCLAIMER - PLEASE READ

The seniority survey will be released today. Please be advised that the survey will be sent out by CUPE National in waves as the survey system cannot send all 4,200+ surveys at the same time. We anticipate this process to take approximately 3 hours for all surveys to be released. We appreciate the patience of the membership. Please check your junk and spam folders.

If you do not receive the survey by 6:00 p.m. MST, please reach out to THIS LINK for assistance. Please note that it may take up to 48 hours for a representative to reach out to you after form submission, as there is typically an influx of forms to process. We will work through all forms as quickly as possible.

Important: this form is only for addressing issues with accessing the survey.

Dear Members,

The Seniority Survey will be released today. We acknowledge that seniority is a sensitive topic with many perspectives. It is important that as we navigate these conversations, we remain professional and hold ourselves to a high standard. When the results are released, we must commit to maintaining professionalism and standing united as we continue our fight against unpaid work and for the compensation we deserve.

As a reminder, we are all governed by the WestJet Code of Business Conduct, the CUPE National Equality Statement, and the Union’s Code of Conduct in our interactions with each other both in person and online. While we encourage thoughtful discussion, please keep these guiding principles in mind.

For your reference, we have attached an explainer document. We strongly recommend reviewing it as you complete the survey to ensure you are fully informed.

CLICK HERE FOR A LINK TO THE EXPLAINER DOCUMENT

A few important reminders about the survey:

• You must complete the survey in one sitting. Please allocate enough time to read each question carefully. The survey cannot be saved and returned to later.

• Your survey link is unique to you. Do not share it with anyone else.

• If you experience issues accessing the survey, please use wjcomponent.ca/surveyissues. (See the disclaimer above regarding survey distribution timelines.)

• Your responses are confidential and will directly guide our bargaining approach.

Survey Deadline:

• The Seniority Survey will close on October 9, 2025, at 23:59 MST.

We thank you in advance for your participation and your professionalism as we move forward together.

In Unity,

WestJet Bargaining Committee

Alia Hussain - President
Bryan Hansraj - WestJet Unit VP
Jean-Francois Laframboise - YVR/YEG Rep
Shane Campbell - YYC Rep
Justin Patterson - YYZ Rep
Cailey Millard - YWG/YUL Rep
Alex Grigoriev - Local Executive (Alternate)
Cameron Jones - Local Executive (Alternate)

Mainline Bargaining Update #3: Conclusion of Week 2 at the Table

Dear Members,

Your Bargaining Committee has concluded the second week of negotiations with the Company. The tone at the table continues to be respectful, professional, and focused on constructive dialogue.

For live updates and to track the status of each article, please visit the Article Tracker at:

www.wjcomponent.ca/negotiation-tracker

We are pleased to share that we reached agreement in principle on four articles:

• Article 4 – Union Recognition

• Article 13 – Union Communication

• Article 14 – Probation  

• Article 51 – Publishing of The Agreement

Beyond these tentatively agreed-to articles, we have made substantial progress on several areas of your Collective Agreement. These reside with either the Bargaining Committee or the Employer for further discussion.  

• Article 3 – Management Rights  

• Article 9 - Strike/Lockout Protections  

• Article 16 - Non-Bargaining Unit Work

• Article 22 - Ad Hoc Assignments  

• Article 29 – Discipline, Suspensions and Terminations

• Article 30 - Grievance Procedure

• Article 40 – Charter Operations and Special Purpose Flights

• Article 50 – Legal  

Today, we also welcomed Jacqui McGillivary (WestJet Chief People Officer), and Sam Taylor (WestJet Chief Experience Officer) to the table for introductions and discussion, reinforcing the Company’s recognition of Cabin Personnel the importance of these negotiations.

As bargaining continues, your engagement is critical. Please take a few minutes to fill out the Seniority Survey, as this feedback helps guide our priorities. Staying informed, united, and visible in your support makes our position stronger at the table.

We cannot impress upon the membership enough that although we are entitled to differences of opinion, we must keep communication respectful and professional. Above all, once the survey is closed, we must commit to one another that we will remain united as the only people that benefit from our division will be the Company. We must look to the things that unite us: such as Compensation, addressing unpaid work, health and safety, scheduling parameters, and much, much more.  

Our next scheduled bargaining with the Employer begins October 20. This will kickstart three consecutive weeks of bargaining that will take us to Toronto and Calgary, with the 3rd week’s location yet to be determined. Our goal is to bring the bargaining to each base by the time we reach a tentative agreement.  

If you haven’t already, we ask you to follow, like and share our social media posts on Facebook and Instagram. This increases our visibility and brings attention to what we are fighting for. Ultimately, increasing our reach beyond the bargaining table.

Thank you for your continued unity. Your strength is what fuels us to push for an agreement that reflects your value and professionalism.

In Unity,

WestJet Bargaining Committee

Alia Hussain - President
Bryan Hansraj - WestJet Unit VP
Jean-Francois Laframboise - YVR/YEG Rep
Shane Campbell - YYC Rep
Justin Patterson - YYZ Rep
Cailey Millard - YWG/YUL Rep
Alex Grigoriev - Local Executive (Alternate)
Cameron Jones - Local Executive (Alternate)

Seniority Survey – Pre-survey information

Dear Members,

Seniority is one of the most important and sensitive issues in our workplace. It directly impacts scheduling, vacation bidding, reserve assignment, travel privileges, career progression, and more.

Over the years, our workplace has gone through major changes including mergers, flow arrangements, and department transfers, all of which have made seniority more complex and have affected members in different ways.  

This is a pre-communication regarding the seniority survey. Another email will be sent upon the survey being opened.

When our first collective agreement (CA1) was ratified, it set the foundation for how seniority was applied.

Since then, further complexities have been introduced:

• The Flow MOAs for both Encore and Swoop;

• The integration of Sunwing and Swoop into WestJet;

• The historical and continuation of Flow between airlines; and

• Seniority decisions through arbitration.

As a result of these developments, it is more important than ever that we understand the collective will of the membership.

How This Survey Will Be Measured

For each question, the option with the most votes will be the result. Selecting “Indifferent” means you have no preference. These responses will be recorded but do not count toward either option.

Even if the number of “Indifferent” votes is higher than any of the other options, the result will still be based only on the comparison between the options that indicate a preference.

What This Survey Covers

As shared in the Bargaining Townhalls, the main themes of the survey include:

• Flow from Encore and Swoop: Whether time worked as Cabin Crew in these airlines should be recognized on the Mainline seniority list (retroactive and forward-going).

• Company Exit and Rehire: How seniority should apply when a member’s employment ends and later returns to flying.    

• Transfers from Other WestJet Group Departments: Whether and how time worked in other departments should count toward Cabin Crew seniority.

• Reciprocity: whether there is interest in having our seniority recognized in other departments and in turn once achieved – have that department recognized on our list.

• Cabin Manager Recruitment: The role of seniority in the recruitment and training process for Cabin Managers.

• Cabin Manager Classifications: Exploring interest on whether Cabin Manager seniority should remain tied to the current Master Seniority List or move to a separate list specific to the role and seniority based on time served as a CM.  This question is a matter of principle – not tied to an aircraft type.  

• Travel Privileges: Whether seniority should play a role in how standby travel is prioritized  

• Open Feedback: Space to share additional thoughts, concerns, or perspectives on seniority.

Why Your Input Matters

Under Canadian labour law, the Union cannot override or impose changes to a ratified Collective Agreement. No elected official or Union leader has the authority to “just do it.” That power rests with the membership and even then, because the Collective Agreement is legally binding once ratified, any change must also be agreed to by the Company through bargaining. This survey does not change seniority on its own.

Your responses to this survey will give the Bargaining Committee a mandate on how to approach Seniority in upcoming negotiations. Seniority has consistently been one of the top concerns raised by members, and the high volume of feedback we continue to receive shows how important this issue is.

The Union and its Bargaining Committee are instruments of the membership’s will. Our role is not to impose outcomes, but to carry forward your collective decision to the bargaining table, where changes can be negotiated. This survey ensures your voice is heard and your position shapes the path forward.

Looking Ahead: Unity is Our Strength

Once this decision is made, we must move forward together. Seniority is only one of many difficult issues we will face in bargaining and beyond. Not everyone will agree with the outcome, and some may even consider voting No on a future tentative agreement because of it. But it is important to be clear: a “No” vote will not change the result on seniority. The Bargaining Committee will follow the mandate given by the membership through this survey.

There is a common misconception that the Union is the one deciding how seniority works. That is NOT the case. These rules were not created by Union leaders or imposed by elected officials. They are the product of what you the membership ratified in the Collective Agreement or MOAs. Once ratified, the language becomes legally binding on both the Union membership and the Company and can only be changed through bargaining.

Collective bargaining is driven by the will of the membership — not by past promises, base-specific practices, or individual expectations. This is written directly into our Collective Agreement under Article 8-1.02:

“This Agreement shall supersede all representations including but not limited to, past practices, base-specific practices, previous agreements, side letters of agreement, memoranda of agreement, or similar documents or individual agreements that were executed or applied prior to the effective date of this Agreement, unless such agreements or their terms and conditions are specifically incorporated into this Agreement.”

This means that anything you may have been told, promised, or experienced before CA1 does not override the Collective Agreement. Our foundation is what is written and ratified by you, the membership.

Division only weakens us and strengthens the employer’s hand. Unity is our strength. By making collective decisions even when they are not everyone’s first choice we show that we can stand together as one union, one profession, and one voice. That is how we make gains and move forward.

Next Steps

The Seniority survey will be released shortly. A subsequent email with survey instructions will be sent out upon the survey being sent out.  

When you receive the survey, please take the time to complete the survey thoughtfully. The results will help guide how we approach seniority issues at the bargaining table, with the goal of achieving clarity, fairness, and improvements that reflect the collective will of Cabin Personnel.  

This democratic survey and the questions we are asking are direct asks of the membership. Our common focus continues to be ending unpaid work and compensation that reflects our contributions to the organization.  

Once the survey results are complete, we must commit to one another that our focus must be moving forward as one voice to achieving the best possible outcome for CA2. We recognize the potential divisiveness of seniority, however, let’s not deter our focus and bargaining power from the remainder of our common goals.  

Thank you in advance for your participation and professionalism.

In Unity,

WestJet Bargaining Committee

Alia Hussain - President
Bryan Hansraj - WestJet Unit VP
Jean-Francois Laframboise - YVR/YEG Rep
Shane Campbell - YYC Rep
Justin Patterson - YYZ Rep
Cailey Millard - YWG/YUL Rep
Alex Grigoriev - Local Executive (Alternate)
Cameron Jones - Local Executive (Alternate)

Mainline Bargaining Update #2: Week 1 Summary Update

Dear Members,

Your Bargaining Committee has just concluded the first official week of negotiations with the Company, and we’re encouraged by the strong and productive start. The tone at the table was respectful, focused, and professional from both sides. We are pleased to share that we’ve already made progress at the table.

In just the first week, we reached agreement in principle on three articles:

• Article 1 – Preamble

• Article 5 – Workplace Violence, Discrimination & Harassment

• Article 8 – Amendments to the Agreement

Beyond the agreements in principle, nine additional articles are currently under discussion and remain with either the Bargaining Committee or the Company for review. These include important items like recognition, communication, workplace standards, and grievance processes. While nothing has been finalized on those yet, the conversations have started.

We also want to acknowledge that WestJet President Diederik Pen and CEO Alexis von Hoensbroech took the time to attend on day two and four of negotiations. They expressed their commitment to reaching a deal that works for the Company and WestJet’s Cabin Personnel and recognized the critical role you all play in the success of the company.

Looking ahead, we have three more days of bargaining scheduled for next week, and we’re committed to continuing this momentum.

Your support is central in this process. The Company pays attention to how informed and unified the membership is. By staying engaged, wearing your union pin with pride, and showing support for your Committee, you help strengthen our position at the table.

The Bargaining Committee is only as strong as the members behind it. We feel that strength and it’s what fuels us to keep pushing for an agreement that reflects your value and professionalism.

For live updates and to track the status of each article, please visit the Article Tracker at: wjcomponent.ca/negotiation-tracker

We will continue to keep you informed after each bargaining session. Thank you for your continued support.

In Unity,

WestJet Bargaining Committee

Alia Hussain - President
Bryan Hansraj - WestJet Unit VP
Jean-Francois Laframboise - YVR/YEG Rep
Shane Campbell - YYC Rep
Justin Patterson - YYZ Rep
Cailey Millard - YWG/YUL Rep
Alex Grigoriev - Local Executive (Alternate)
Cameron Jones - Local Executive (Alternate)