WestJet Bargaining Blog

Every official update, proposal, and membership announcement regarding our mainline negotiations is archived below in chronological order. Instead of digging through your email inbox or worrying if you missed a critical notification, use this central repository to instantly track table progress, review federal conciliation timelines, and verify official communications.

Most Recent Communications:

Bargaining Blog: Stay Up-to-Date

Chris Amaddeo 2026-07-12 Chris Amaddeo 2026-07-12

Entering the Cooling-Off Period – What This Means for You

Dear Members,

We are writing to update you on an important next stage in the bargaining process.

The Conciliation phase under the Canada Labour Code has now concluded, and a conciliation report will now be issued. As a result, we have entered a 21-day cooling-off period beginning today, July 12,as required under federal law.

What This Means

The cooling-off period is a defined and time-limited phase in the federal bargaining process. It provides both parties with an opportunity to continue negotiations and reach an agreement before any legal job action can take place.

During this period:

Bargaining may continue at any time if both parties agree to participate, however neither party is obligated to as they were in other phases.
No strike or lockout can legally occur
The process moves into a clear and structured timeline

What This Means for You

There are no immediate changes to your work.

At the same time, this is a point in the process where members should:

Stay informed through official union communications
Begin thinking about what preparedness means for you personally

This is a serious stage, but it is also one where agreements are often reached.

Our Focus

Our focus remains unchanged: Achieve a fair agreement at the bargaining table that reflects our contributions to WestJet Groups success.

We will continue to keep you informed with clear, accurate updates as this process moves forward.

Questions & Answers

What triggered the cooling-off period?

The cooling-off period begins once the federal conciliation officer issues a formal report under the Canada Labour Code indicating that an agreement was not reached during conciliation.

How long does the cooling-off period last?

The cooling-off period is 21 calendar days, as set out in the Canada Labour Code.

Can bargaining still happen during this time?

Yes. The parties can continue to meet and negotiate at any point during the cooling-off period.

Can a strike or lockout happen now?

No. Strike or lockout activity is not legal during the cooling-off period.

What happens when the 21 days are over?

Once the cooling-off period ends:

The employer may legally initiate a lockout
The union may legally initiate strike action, provided all legal requirements are met

What steps need to happen before a strike could occur?

Before any strike action:

A strike vote must be held and passed
The union must provide advance notice (typically 72 hours)

Members will receive clear direction well in advance of any such step.

Does this mean a strike is going to happen?

No. Many agreements are reached during the cooling-off period.

This phase is intended to support resolution, it does not guarantee escalation.

Can the government intervene in this process?

In some cases, the federal government may take action outside the normal bargaining process, including legislation or referrals under the Canada Labour Code.

These are not routine steps, but they are part of the broader federal framework.

What should I be doing right now?

The most important things are:

Wear your Red Campaign lanyards.
Vote yes to authorize your Bargaining Committee to call a strike, if required.
Visit wjcomponent.ca/jobaction if you have questions about the process.
Continuing to work as scheduled.
Wear your Union pin.
Display your Unpaid Work Won't Fly luggage tag.
Participate in upcoming Informational Picket:
- Tuesday, July 14 – YYC
Like, follow, and share the Local's social media.
Stay informed through official Union communications.
Reach out to your Bargaining/MESC Committee members if you have questions or concerns

We will continue to communicate and update you regularly as we move through this phase.

In Unity,

WestJet Mainline Bargaining Committee

YVR / YEG - Jeanfrancois Laframboise jeanfrancois.laframboise@wjcomponent.ca
YYC - Shane Campbell shane.campbell@wjcomponent.ca
YWG / YUL Cailey Millard cailey.millard@wjcomponent.ca
YYZ - Justin Patterson justin.patterson@wjcomponent.ca

Chris Amaddeo 2026-07-08 Chris Amaddeo 2026-07-08

Strike Vote Information - How To Cast Your Ballot

Dear Members,

Voting will soon open for the WestJet Component's strike vote. This bulletin explains what to expect once voting begins and how to successfully cast your ballot.

Voting Period

Voting Opens: July 8 at 9:00am Mountain Time
Voting Closes: July 15 at 9:00am Mountain Time

The voting period will remain open for seven (7) consecutive days to provide members with ample opportunity to participate, regardless of their schedule or location.

Watch Your Email

Once voting opens, eligible members will receive an email directly from Simply Voting.

That email will contain:

A secure link to the voting platform

Your unique voting credentials

Instructions on how to access your ballot

Casting Your Ballot

Once you access the voting platform, you will be presented with the official strike vote question.

The wording of the question will appear exactly as approved by the L8125 WestJet Component Bargaining Committee.

You will be asked:

“Do you authorize the Union to call a strike, if necessary?”

Once you've made your selection, you will be asked to review your ballot before submitting it.

After selecting Submit, your vote will be securely recorded and cannot be changed.

If you do not receive your voting email, please check your Junk or Spam folder. If you experience any further issues accessing the voting platform, believe you should have received voting credentials but have not, or require assistance during the voting period, please click here.

This form will be available after 3:00pm Mountain Time, on July 8. Please note that distribution of your ballot may take a few hours to complete.

Before Voting Opens

We encourage all members to:

Add Simply Voting (vote@simplyvoting.com) to your safe sender list if possible.

Watch your inbox when voting opens.

Vote early rather than waiting until the final day.

Stay Informed

Official strike vote information will be shared through:

WJComponent.ca

WestJet Component Social Media

Member Email Communications

Member Engagement and Strike Committee (MESC)

Thank you for taking the time to participate in this vital democratic process. We encourage every eligible member to cast their ballot and ensure their voice is heard and to pass the message along to all of your Cabin Personnel colleagues!

Your vote matters.

Together, we determine our path forward.

In Unity,

WestJet Bargaining Committee

Chris Amaddeo 2026-07-06 Chris Amaddeo 2026-07-06

Request for a Strike Mandate - A Message from Your Bargaining Committee

Dear Members,

As we continue to work towards reaching a tentative agreement at the bargaining table, the time has come for us to come to you with a request for a strike mandate. We ask that you support our bargaining process by participating in a strike vote.

This is the most important decision you will make during this round of bargaining.

By supporting a strike vote, you will give your Bargaining Committee the ability to remain firm on positions that you have identified as bargaining priorities. If we are unable to reach a tentative agreement at the bargaining table, a strike vote tells the Company and the public that our membership is united, engaged, and prepared to stand behind the work that is being done at the bargaining table. With a strong strike vote, we gain leverage at the bargaining table and if still unable to reach a reasonable agreement, we could proceed with the next series of legislated steps, which could include serving the employer with seventy-two hours strike notice and potentially proceeding with a strike.

Voting will remain open for seven (7) consecutive days, as outlined below and will ensure that members across all schedules, time zones, and pairings have ample opportunity to cast their ballot.

Why Are We Requesting a Strike Mandate?

We are requesting a strike vote because we have reached a point in the bargaining process whereby the parties remain significantly apart on important matters of priority, as identified by you, the membership.

Supporting our request for a strike mandate does not definitively mean that a strike will occur. Rather, it gives our members the opportunity to authorize strike action, should it become necessary to achieve a fair collective agreement.

Throughout this process, our objective has remained unchanged: to negotiate the strongest possible collective agreement on your behalf. A strong strike mandate strengthens our position at the bargaining table.

A strike mandate must be strong in order to truly exhibit that our members support the initiatives we are taking at the table. A weak strike vote is counterproductive and will weaken your union’s bargaining power.

Why Your Vote Matters

Every eligible member has a voice, and every voice deserves to be heard. Your participation is not just important, it is vital

Strike Vote Details

Voting Opens: Wednesday, July 8 - 9:00am Mountain Time
Voting Closes: Wednesday, July 15 - 9:00am Mountain Time
Voting will remain open for seven (7) consecutive days.

What to Expect

This is the first in a series of communications about the strike vote.

Over the coming days, we'll provide:

Voting instructions and a frequently asked questions (FAQ) document
Information on what happens once voting concludes

Official Sources of Information

To ensure you are receiving accurate and up-to-date information, please rely on our official communication channels:

WJComponent.ca – Strike vote information, bargaining updates, timelines, FAQs, and member communications.
WestJet Component Social Media – Official reminders, videos, and campaign updates.
Member Email Communications – Voting notices and important reminders delivered directly to your inbox.
MESC- Member Engagement and Strike Committee.

If you do not receive your voting credentials once voting opens, please click here so we can ensure you're able to participate.

Make Your Voice Heard

This is your union.

This is your collective agreement.

This is your vote.

This is our time.

On behalf of your Bargaining Committee, we ask that every eligible member takes the time to participate and allow your voice to be heard.

Your vote matters.

Together, we determine our path forward.

In Unity,

WestJet Bargaining Committee

Chris Amaddeo 2026-07-02 Chris Amaddeo 2026-07-02

Bargaining Update #28: 8 Days Remaining in Conciliation

Dear Members,

QUICK SUMMARY

The bargaining process has shifted from negotiating individual contract items to a comprehensive package-based approach.
The Company presented its first full monetary package on June 24, and the Union delivered a detailed response on July 3 after several meetings to finalize its position.
Conciliation is scheduled to end July 11unless both parties agree to extend it. If no extension occurs, a 21-day cooling-off period begins on July 12, during which operations continue normally, and no strike or lockout can take place.
Member awareness and engagement are critical as key bargaining deadlines approach. Members are encouraged to stay informed, participate in mobilization activities, and continue supporting bargaining efforts.

This in-person week was shortened due to the Canada Day holiday landing midweek. This allowed the committee to have several online meetings to finalize our response to the Company’s monetary proposal from last week in Edmonton. The Bargaining Committee traveled to Calgary on Thursday to be in person for the balance of the week to finalize and present our robust response to the Company.

This pivotal stage in the bargaining process means member engagement and education is more important than ever. When bargaining began in September of last year until June of this year, both the Company and Union engaged in proposal-based bargaining; this meant individual articles being exchanged (or passed) for negotiations over many months. This strategy saw us achieve substantive but often isolated gains.

Since the Union tabled its first monetary package in April, the Union has contemplated shifting to a package-based approach. With package bargaining, we continue to negotiate outstanding matters as part of a package that will continue to go between the parties with the intention of reaching a tentative agreement.

In addition to core monetary issues, the parties are also discussing approaches to addressing unpaid work. This method allows each package to be evaluated as a complete settlement framework, with the goal of achieving a balanced and comprehensive agreement.

Where We Stand

The last day of conciliation is July 11. This is immediately followed by a 21-day cooling off period starting on July 12th, if either party chooses not to continue conciliation. Neither party is required to bargain during the cooling off period however bargaining may still occur. We will keep the Membership updated should more dates be scheduled.

The Company passed their first full monetary package on June 24. The Union presented a thorough and robust response on Friday, July 3.

Please review the diagram above and be aware of the legislated timeline as this timeline is the basis for bargaining related activities.

Conciliation Dates

For quick reference, the remaining conciliation dates are:

July 6–11 – Calgary
July 11 – Conciliation ends, unless both parties mutually agree to extend the process.

What Comes Next

If an agreement is reached, your Bargaining Committee will bring the tentative agreement forward to the membership for review and ratification.

If an agreement is not reached by the end of conciliation, the process moves into the legally required 21-day cooling-off period under the Canada Labour Code. During this time:

WestJet operations continue as normal.

Bargaining may continue,

No strike, lockout, or other job action can occur.

Member engagement and mobilization activities will increase.

What You Can Do

As bargaining continues, members can support the process by:

Staying informed through official Union communications.
Visiting wjcomponent.ca/job action if you have questions about the process.
Continuing to work as scheduled.
Participating in upcoming mobilization activities and Days of Action.
Reaching out to your Bargaining/MESC Committee if you have questions or concerns.

Our Commitment

Your Bargaining Committee remains committed to keeping members informed with clear, accurate, and timely updates throughout bargaining. If there are developments that require your attention or action, you will hear directly from us with clear guidance.

How You Can Support Your Bargaining Committee

Wear your Union pin.
Display your Unpaid Work Won't Fly luggage tag.
Participate in upcoming Days of Action:
- Sunday, July 12 – YYZ
- Tuesday, July 14 – YYC
Follow and share the Local's social media.
Encourage your fellow Cabin Personnel to stay informed by reading official bargaining updates.

In Unity,

WestJet Mainline Bargaining Committee

Chris Amaddeo 2026-06-26 Chris Amaddeo 2026-06-26

Bargaining Update #27: 15 Days Remaining in Conciliation

Dear Members,

At a Glance

15 days remain in conciliation, unless both parties mutually agree to extend the process.
Compensation remains the primary area of disagreement, including wages, unpaid work, scheduling, and other monetary items.
There are no changes to operations. Members should continue reporting for work as scheduled while staying informed through official Union communications.
Questions about bargaining or job action? Visit wjcomponent.ca/jobaction for answers to frequently asked questions.

Where Things Stand

We now have 15 days remaining in conciliation.

Your Bargaining Committee has continued meeting with the Company throughout the conciliation process. There has been limited movement on a number of proposals, and several significant issues remain unresolved.

The largest gaps continue to be around compensation, including wages, unpaid work, scheduling, and other monetary items. Meetings with the federally appointed conciliators will continue, through July 11 as the parties work to address these outstanding issues, unless mutually agreed to extend.

Your Bargaining Committee remains committed to negotiating an agreement that reflects the value of Cabin Personnel and addresses the priorities identified by the membership.

A summary of the remaining outstanding proposals is available on wjcomponent.ca/negotiation-tracker

Conciliation Dates

For quick reference, the remaining conciliation dates are:

July 2–3 – Calgary
July 6–11 – Calgary
July 11 – Conciliation ends, unless both parties mutually agree to extend the process.

Your Priorities at the Table

We continue to hear from members about what matters most during negotiations.

As a reminder, your Bargaining Committee is guided by the bargaining surveys completed by the membership. Those survey results continue to drive the priorities at the bargaining table and inform the decisions being made throughout negotiations. While we value the ongoing feedback we receive from members, our bargaining mandate comes directly from the priorities identified through the various surveys.

Job Action Information

To help answer the questions we've been hearing from members, the Member Engagement and Strike Committee has launched: wjcomponent.ca/jobaction

This new resource explains the bargaining process, strike votes, the cooling-off period, potential job action, and answers many of the most frequently asked questions. We encourage members to visit the site regularly, as additional information will be added as bargaining progresses.

What Comes Next

If an agreement is reached, your Bargaining Committee will bring the tentative agreement forward to the membership for review and ratification.

If an agreement is not reached by the end of conciliation, the process moves into the legally required 21-day cooling-off period under the Canada Labour Code. During this time:

WestJet operations continue as normal.
Bargaining may continue, but is not required.
No strike, lockout, or other job action can occur.
Member engagement and mobilization activities will increase.

There are still several legal steps that must occur before any potential labour action could take place.

What You Can Do

As bargaining continues, members can support the process by:

Staying informed through official Union communications.
Visiting wjcomponent.ca/jobaction if you have questions about the process.
Continuing to work as scheduled.
Participating in upcoming mobilization activities and Days of Action.
Reaching out to your Bargaining/MESC Committee if you have questions or concerns.

Our Commitment

How You Can Support Your Bargaining Committee

Wear your Union pin.
Display your Unpaid Work Won't Fly luggage tag.
Participate in upcoming Days of Action:
- Sunday, July 12 – YYZ
- Tuesday, July 14 – YYC
Follow and share the Local's social media.
Encourage your fellow Cabin Personnel to stay informed by reading official bargaining updates.

In Unity,

WestJet Mainline Bargaining Committee

Chris Amaddeo 2026-06-20 Chris Amaddeo 2026-06-20

Mainline Bargaining Update #26: Week Five of Conciliation

Dear Members,

QUICK SUMMARY

Company Articles Passed: 8
Union Articles Passed: 7
Three total LOUs passed
All monetary items currently with the Employer
The Union is awaiting a full agreement and monetary package

Our bargaining sessions in Calgary this week resulted in a significant number of article passes exchanged by both parties. As has been the case in recent weeks, the majority of outstanding items now remain with the Company. Your bargaining committee responded to all passes within 24 to 48 hours, unless an item was intentionally held for future discussions tied to monetary matters. We remain committed to reaching an agreement at the table and to using the available time and conciliation process as efficiently as possible. Our preparedness and the speed of our responses reflect that commitment.

All monetary articles continue to sit with the Employer. The committee tabled our full monetary package on April 14, along with several additional proposals that carry indirect but meaningful monetary implications. Without clarity on the budgetary value the Company has assigned to this contract, the committee is left waiting for these essential discussions to resume.

For some time, the Bargaining Committee has requested that the Company provide a comprehensive “package” to work with. The reason we continue to press for a full package is straightforward: we need to understand the total value the Company has placed on the entire collective agreement. Only when we can see the complete picture including both the Company’s priorities and the overall monetary framework, can we begin reallocating value based on the priorities identified by the membership, not just those of the Employer.

Package‑style bargaining groups multiple issues together for discussion, rather than addressing articles one by one as we have been doing to this point. This approach allows both parties to consider trade‑offs across several issues at once, potentially evolving something in one area while gaining in another, to work toward an overall agreement that is balanced, transparent, and aligned with the direction members have clearly set.

Company passes:

Article 15 – Seniority (with a LOU)
Article 20 – Sick and Personal Leave
Article 32 – Health and Safety
Article 34 – Scheduling
Article 35 – Reserve
Article 36 – Deadheading
Article 37 – Hotels and Transportation
Article 47 – Layoff and Recall

Union Passes:

Article 12 – Union Management Relations
Article 15 – Seniority (and LOU)
Article 19 – Travel Privileges and Jump Seat Access
Article 28 – Uniforms (and LOU)
Article 32 – Health and Safety (including a LOU)
Article 37 – Hotels and Transportation
Article 47 – Layoff and Recall

LOUs continue to be a critical tool in bargaining because they allow us to secure concrete improvements on items that don’t necessarily fit into existing collective agreement articles. They capture gains the moment we agree to them, protecting them in writing, and ensuring no opportunity for progress is lost. When we use LOUs strategically, we strengthen our collective position and lock in every possible benefit for flight attendants. Letters of understanding are just as legally enforceable as traditional collective agreement articles.

Upcoming Conciliation Dates

June 22nd to 26th – Edmonton
June 29th to July 3rd – Location TBD
July 6th to 11th – Location TBD
July 11- Conciliation Period Ends unless both parties agree to extend.

How You Can Support Your Bargaining Committee:

Wear your union pin;
Display your Unpaid Work Won’t Fly luggage tag;
Participate in upcoming Union Day of Action events
- Sunday, July 12 – YYZ
- Tuesday, July 14 – YYC
Follow and share the Local’s social media;
Reach out directly to the Committee with questions or concerns;
Encourage fellow Cabin Personnel to read their updates.

Article Tracker:

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

CLICK HERE TO VIEW THE ARTICLE TRACKER

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.

In the Jumpseat Podcast:

The Local has also released the most recent episode of our Podcast. This episode covers important information regarding Notice of Dispute, Conciliation, and looks to answer Members’ most commonly asked questions around the negotiations process. Members are encouraged to listen on the following Podcast Platforms:

Your unity and visible support for the bargaining process at this stage continues to be essential.

In Unity,

WestJet Mainline Bargaining Committee

Chris Amaddeo 2026-06-11 Chris Amaddeo 2026-06-11

Mainline Bargaining Update #25: Week Four of Conciliation

Dear Members,

We are writing to provide an update following the fourth week of conciliation.

QUICK SUMMARY

5 passes each from the Company and the Union
1 Letter of Understanding (LOU) signed off
Conciliation deadline is July 11th, unless mutually agreed upon by both parties
Upcoming bargaining dates and locations

This week brought us back to Edmonton for another round of negotiations with the Company. While the latter half of the week saw our CUPE National Representatives away for mandatory training, your bargaining committee continued to use the time productively. We took this opportunity to regroup, analyze the Company’s most recent positions, and refine overall strategy for the important discussions ahead as we near the end of conciliation.

As we head into Calgary next week, our focus will shift back to the monetary articles of the Collective Agreement. These items represent the most significant priorities identified by our membership, and we are preparing to enter these conversations with clarity, unity, and determination.

At this stage, the majority of outstanding articles continue to remain with the Company. Notably, the largest portion of unresolved items between both parties involves monetary proposals. With only a few weeks of conciliation remaining, your committee remains steadfast in pushing forward on the issues that matter most to you; industry leading compensation, meaningful rest and work rule improvements, and protections that reflect the value of your work.

ER passes

Article 28 – Uniforms
Article 35 – Reserve
Article 47 – Layoff and Recall
2 LOUs

Union passes

Article 32 – Health and Safety
Article 35 – Reserve
Article 36 – Deadheading
Article 47 – Layoff and Recall
LOU X

Signed off: 1 Letter of Understanding (LOU)

A Letter of Understanding (LOU) is a negotiated agreement between the Union and the Employer that forms part of the parties' collective bargaining framework. LOUs are used to clarify, supplement, establish, or modify rights and obligations under the Collective Agreement.

Upon execution by both parties, an LOU becomes a binding and enforceable agreement. Its provisions carry the same force and effect as any other negotiated term and are subject to the same compliance and enforcement mechanisms available under the Collective Agreement

Upcoming Conciliation Dates:

June 15th to 19th – Calgary
June 22nd to 26th – Location TBD
June 29th to July 3rd – Location TBD
July 6th to 10th – Location TBD
July 11- Conciliation Period Ends unless both parties agree to extend

Article Tracker:

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

CLICK HERE TO VIEW THE ARTICLE TRACKER

How You Can Support Your Bargaining Committee:

Wear your union pin;
Display your Unpaid Work Won’t Fly luggage tag;
Participate in upcoming Union Day of Action events;
- Sunday, July 12 – YYZ
- Tuesday, July 14 – YYC
Follow and share the Local’s social media;
Reach out directly to the Committee with questions or concerns;
Encourage fellow Cabin Personnel to read their updates.

In the Jumpseat Podcast:

Your unity and visible support for the bargaining process at this stage continues to be essential.

In Unity,

WestJet Mainline Bargaining Committee

Chris Amaddeo 2026-06-08 Chris Amaddeo 2026-06-08

Mainline Bargaining Update #24: Week Three of Conciliation

Dear Members,

We are writing to provide an update following the third week of conciliation.

Quick Summary:

Bargaining Committee passed Article 34 back to the Company
Foundational conversations around Rates of Pay and Pay Administration with our national researcher
4 Union passes / 6 Company Passes

Our conciliation for the week of June 1st to 5th took us to Winnipeg. This gave us the opportunity to pass back Article 34 – Scheduling and Article 35 - Reserve, and to sign off on Article 39 – Training, which has been in negotiations since late October.

Fundamental conversations with our national researcher around how to approach not only our rates of pay, but how and when that wage is triggered, occupied a substantial portion of the week. These items are of such importance that the committee felt it essential to devote substantive time to narrow down our approach as we move further into the conciliation process.

In addition to these discussions, the committee continued reviewing outstanding articles to ensure our positions remain consistent, well supported, and reflective of the priorities members have identified throughout this round of bargaining. While no new agreements were finalized beyond Article 39, the time spent clarifying strategy and confirming our direction was necessary to maintain a focused approach as conciliation progresses. The committee is committed to advancing the issues our members have raised and we will continue to update you as developments occur.

This week saw the following articles exchanged by both sides:

Employer passes

Article 19 – Travel Privileges and Jumpseat Access
Article 36 – Deadheading
Article 39 – Training
Article 47 – Layoff and Recall
2 additional LOUs

Union passes

Article 34 – Scheduling
Article 35 – Reserve
Article 37 – Hotels and Transportation
Article 39 – Training

Sign offs

Article 39 – Training
One additional LOU

Upcoming Conciliation Dates:

June 8th to 12th – Edmonton
June 15th to 19th – Calgary
June 22nd to 26th – Location TBD
June 29th to July 3rd – Location TBD
July 6th to 10th – Location TBD

Article Tracker:

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

CLICK HERE TO VIEW THE ARTICLE TRACKER

How You Can Support Your Bargaining Committee:

Wear your union pin;
Display your Unpaid Work Won’t Fly luggage tag;
Follow and share the Local’s social media;
Reach out directly to the Committee with questions or concerns;
Encourage fellow Cabin Personnel to read their updates.

In the Jumpseat Podcast:

Your unity and visible support for the bargaining process at this stage continues to be essential.

In Unity,

WestJet Mainline Bargaining Committee

Chris Amaddeo 2026-05-30 Chris Amaddeo 2026-05-30

Mainline Bargaining Update #23: Week Two of Conciliation

Dear Members,

We are writing to provide an update following the second week of conciliation.

Quick Summary:

This week we focused heavily on Article 34 – Scheduling, targeting improved rest, stronger protections, and maintaining flexibility
Upcoming sessions will shift focus to pay and pay administration, including unpaid work, pay triggers, and compensation improvements
Unpaid work remains a central issue, reinforced by industry probe findings and the company’s insufficient response. Probe results are directly guiding bargaining strategy to secure recognition and pay for all time worked
Responses: Company 4, Union 2
Conciliation continues through June and early July

This week concluded our second week of conciliation. Substantial effort this past week was focused on an article at the very core of our work: Article 34 – Scheduling. Member priorities around this article are clear. Improving rest parameters, enshrining scheduling protections, and building on our industry-leading flexibility are fundamental moving forward.

Next week, the conciliation process continues in Winnipeg, where, supported by our CUPE National Researcher, we will be turning our attention to pay and pay administration. This phase is expected to be substantial, as it encompasses the core issues that have consistently affected members’ day-to-day working conditions. Our primary focus will be on addressing unpaid work, reassessing the current pay‑trigger structure, and advancing toward compensation that reflects industry‑leading standards.

A renewed and sharpened emphasis on unpaid work has become essential. The findings of the Probe on Unpaid Work in the Airline Sector highlighted systemic concerns that require meaningful corrective action. The company’s response to the probe was notably insufficient, underscoring the need for a more rigorous and solutions oriented approach at the bargaining table. As a result, the probe’s outcomes are directly informing our strategy and reinforcing our commitment to securing recognition and compensation for all time worked.

Members can access the initial results of the probe here.

Responses

Company:

Article 12 – Union Management Relations
Article 35 – Reserve
Article 37 – Hotels and Transportation
Article 39 – Training

Union:

Article 12 – Union Management Relations
Article 39 – Training

Upcoming Conciliation Dates:

June 1st to 5th – Winnipeg
June 8th to 12th – Edmonton
June 15th to 19th – Calgary
June 22nd to 26th – Location TBD
June 29th to July 3rd – Location TBD
July 6th to 10th – Location TBD

How You Can Support Your Bargaining Committee:

Wear your union pin;
Display your Unpaid Work Won’t Fly luggage tag;
Follow and share the Local’s social media;
Reach out directly to the Committee with questions or concerns;
Encourage fellow Cabin Personnel to read their updates.

In the Jumpseat Podcast:

Your unity and visible support for the bargaining process at this stage continues to be essential.

In Unity,

WestJet Mainline Bargaining Committee

Chris Amaddeo 2026-05-25 Chris Amaddeo 2026-05-25

Mainline Bargaining Update #22: Week One of Conciliation

Dear Members,

We are writing to provide an update following the first week of conciliation.

Quick Summary:

Due to significant changes in the economic and aviation landscape since 2020, our proposals submitted to date reflected the need to update our collective agreement
At this stage, the Committee has had strategic discussions regarding non-monetary proposals that may have to wait until future rounds of bargaining
Focus remains on the top five priorities identified by the membership
Responses: Company 7, Union 5
Signed off: 4 + 2 LOU

This round of bargaining began with a significant number of proposals being tabled. In many ways, bargaining CA2 represents a near full re-write of our Collective Agreement. That was intentional.

Our first Collective Agreement was negotiated during the COVID-19 pandemic, during one of the most volatile and uncertain periods the aviation industry has ever experienced. At that time, the focus across the industry was stability, survival, and establishing a first agreement. We have also since experienced two integrations with Swoop and Sunwing members, and many other historical moments at WestJet that impact our working and living conditions.

Today, we are bargaining in a completely different environment.

The aviation industry has recovered; operations have stabilized since COVID-19 and the expectations placed on Cabin Crew continue to grow. Although today we face new challenges within the global political community. The working conditions, operational pressures, and cost of living facing our members today are significantly different than they were during our first negotiations. This round of bargaining is about ensuring our Collective Agreement reflects the reality of today’s industry and properly recognizes the value, professionalism, and contributions of our membership.

With the significant number of proposals initially tabled, the Bargaining Committee has had to make strategic decisions as discussions have progressed. In some non-monetary areas, we have made the decision to walk away from certain proposals that we believe may be better positioned for future rounds of bargaining. This is a normal part of the bargaining process, particularly in a round where the Union has put forward an ambitious and comprehensive package.

However, we want to be very clear: we are still actively fighting for your top priorities.

Many of the proposals we brought forward were based on achieving industry-standard language and, in most cases, language above industry standard. While not every proposal will move forward in this round, the core priorities identified by the membership remain at the forefront of every discussion at the table.

Our top bargaining priorities continue to be:

Significant wage increases and triggers
Improvements to scheduling, rest provisions, capturing unpaid work, time off, and reserve;
Better allowances, including meal allowances and improved hotel standards;
Enhanced benefits and health coverage; and
Greater flexibility and improved working options.

During the first week of conciliation, the Committee continued to work through both Union and Company proposals. The Company also provided two additional Letters of Understanding. The Bargaining Committee is reviewing these carefully and assessing them against the priorities identified by the membership, the current Collective Agreement, and the broader impact on our members across the operation.

Conciliation is an important stage in the bargaining process. It brings a federally appointed conciliator, in our case, two, into the discussions to assist the parties in narrowing issues and determining whether a negotiated agreement is possible. While this process can create momentum, it does not mean that the Union will accept proposals that do not meet the needs of the membership.

Our focus remains on achieving meaningful improvements. Negotiations continue to be challenging, and there is still a significant amount of work ahead. Your Bargaining Committee remains committed, focused, and determined to secure improvements that reflect the work you do every day and the conditions you are facing across the network.

Your continued support, engagement, and solidarity remain central to our momentum as we move through this process together.

Responses

Company:

Article 11 - Union Flight Release
Article 12 - Union-Management Relations
Article 17 - Accommodation
Article 25 - Language Qualifications
Article 29 - Discipline, Suspensions and Terminations
Article 36 - Deadheading
Article 46 - Vacation, Statutory Holidays and GDOs

Union:

Article 11 - Union Flight Release
Article 17 - Accommodation
Article 29 - Discipline, Suspensions and Terminations
Article 36 - Deadheading
Article 38 - Commuting

Articles Agreed to in Principle:

Article 11 - Union Flight Release
Article 17 - Accommodation
Article 29 - Discipline, Suspensions and Terminations
Article 30 - Grievance Procedure
2 additional LOUs

How You Can Support Your Bargaining Committee:

Wear your union pin;
Display your Unpaid Work Won’t Fly luggage tag;
Follow and share the Local’s social media;
Reach out directly to the Committee with questions or concerns;
Encourage fellow Cabin Personnel to read their updates.

In the Jumpseat Podcast:

Your unity and visible support for the bargaining process at this stage continues to be essential.

In Unity,

WestJet Mainline Bargaining Committee

YVR / YEG - Jeanfrancois Laframboise jeanfrancois.laframboise@wjcomponent.ca

YYC - Shane Campbell shane.campbell@wjcomponent.ca

YWG / YUL Cailey Millard cailey.millard@wjcomponent.ca

YYZ - Justin Patterson justin.patterson@wjcomponent.ca

Chris Amaddeo 2026-05-12 Chris Amaddeo 2026-05-12

Mainline Bargaining Update #21 - Conciliators Assigned

Dear Members,

We are writing to provide a brief update regarding the bargaining process. We have now received confirmation of our conciliator assignment from the Government through the Federal Mediation and Conciliation Service (FMCS).

The assigned Conciliation Officers are:

Michelle D. Glubrecht
Kimberley Cunha-Bellem

With the assignment of conciliators, this officially begins the required 60-day conciliation period under the Canada Labour Code, unless mutually extended by both the Company and the Union.

Conciliation is intended to support both parties in working toward a negotiated agreement and to assist in moving discussions forward at the bargaining table. Throughout this process, it remains important that we continue to demonstrate strong member support, solidarity, and unity as we push for meaningful improvements in our contract.

We remain committed to advocating for the priorities identified by the membership and are hopeful to see more meaningful progress from the Company during this next stage of negotiations.

We will continue to provide updates as the process moves forward.

In Unity,

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

Chris Amaddeo 2026-05-11 Chris Amaddeo 2026-05-11

Mainline Bargaining Update #20 - Week 20 of Negotiations

Dear Members,

We have adjusted our communication style this week to summarize the update in a few bullet points, with a more substantial update below.

Quick Summary:

As monetary items and major issues like scheduling and reserve have begun, the Committee stresses that delays are unacceptable, and members are demanding an industry leading agreement that reflects their value.
We expect that Conciliation Officer(s) will be appointed this week in accordance with the applicable legislation and are optimistic that they will support both parties in reaching agreement on outstanding matters
We are in the process of determining dates and location(s) for conciliation with the Employer and will have more information on this once the Conciliation Officer(s) are appointed.
Upcoming Airport and Informal Pub Night engagement events in YEG, YYC and YVR (details below).
A brief explanation below on Letters of Understanding and Letters of Commitment.
- Initial Proposals: Company 3
- Responses Given/Received: Company 7, Union 9

Last week, in preparation for conciliation, the Committee worked diligently to ensure that we responded to as many proposals as possible. With the exception of a couple of proposals that the employer tabled during the week, we were successful. While we continue to feel that the Union has carried the majority of momentum during the bargaining process thus far, we were pleased to receive responses from the employer on Article 34-Scheduling and Article 41-Pay Administration. We feel that filing for conciliation may have generated momentum that we have long been asking for and hope that it continues as we actively move into the conciliation process.

We received a pass on Article 29-Discipline, Suspensions and Terminations, which last crossed the table from us on November 25th. While we saw marginal improvements, we were both disappointed that it took them such an extended period to respond and failed to address key components of the Union’s position on this matter.

As we move into conciliation and get into monetary discussions and other ‘big ticket’ items such as scheduling and reserve, we will continue to take the position that expeditious dialogue must occur in order to reach a tentative agreement that reflects the value of our membership and the integral role we play in the Company’s overall success.

As previously communicated, we expect to have a conciliator(s) appointed tomorrow and with their support, look forward to working towards reaching a tentative agreement through the process.

Once conciliation dates are established, we will provide an update on upcoming dates and locations.

Some key highlights from the past week include:

Initial Proposals

The Company proposed a new article, along with two additional Letters of Understanding (LOUs).

Responses

Company:

Article 17 – Accommodation
Article 29 - Discipline, Suspensions, and Terminations
Article 41 – Pay Administration
Article 34 – Scheduling (response to Union concept proposal)

Union:

Article 7 – Cabin Personnel Classifications
Article 11 – Union Flight Release
Article 17 – Accommodation
Article 21 – Leaves of Absences
Article 24 – Filling of Vacancies
Article 29 – Discipline, Suspensions, and Terminations
Article 35 – Reserve
Article 39 – Training
Article 46 – Vacation, Statutory Holidays, and GDOs

Letters of Understanding (LOUs) and Letters of Commitment (LOC)

Letters of Understanding (LOUs) are agreements that are extensions of a collective agreement. Once signed by both parties, a LOU is legally binding and carries the same weight as any other provision of the collective agreement.

Throughout the bargaining process, we have secured, or are actively negotiating several LOUs. The committee believes these arrangements, which fall outside our current contract framework, will provide substantial value to our members.

A LOC is a written promise from the employer to take certain actions in the future. Unlike an LOU, it may not always be legally enforceable in the same way as contract language, but it still creates relational pressure. Examples of this may include when new systems are potentially introduced and the full scope of functionality may not be known.

Member Engagement

In conjunction with our MESC Committee, dates and locations have been set up for both airport engagement as well as informal pub night opportunities. More details are available on our social media!

Our previous events of this nature have been extremely successful, and we look forward to seeing as many members as possible. When possible, the Informal Pub Nights will have at least one Bargaining Committee member present however, given the fluid timelines with conciliation, this will not always be plausible.

Upcoming Bargaining Dates

While we intend to maximize participate during conciliation, dates and locations have not yet been confirmed. Once such confirmations are made, we will provide you with an update. We encourage you to review the negotiations tracker on the Union’s website to remain apprised of how matters continue to progress.

We are unable to share future bargaining dates, as once the conciliator is appointed, both the location and dates are subject to change. Once we have confirmed dates and locations, we will happily share this with our members.

Members are encouraged to check the latest negotiations tracker on the website and will notice that there are zero articles remaining in the “Not Yet Started” section.

How You Can Support Your Bargaining Committee:

Wear your union pin;
Display your Unpaid Work Won’t Fly luggage tag;
Follow and share the Local’s social media;
Reach out directly to the Committee with questions or concerns;
Encourage fellow Cabin Personnel to read their updates.

Your unity and visible support for the bargaining process at this stage is essential.

The Official Communication channels of the Union are the following:

Website: wjcomponent.ca
Instagram: @WestJetComponent
Facebook: WestJet Component
Email Sign Up: wjcomponent.ca/email-signup

In Unity,

WestJet Mainline 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)

Chris Amaddeo 2026-04-27 Chris Amaddeo 2026-04-27

Mainline Bargaining Update #19 - Notice of Dispute Issued

Dear Members,

As of April 27th, at 10:00am MT your WestJet Mainline Bargaining Committee filed a Notice of Dispute and a Request for Conciliation assistance from the Canadian Industrial Relations Board.

This is the next step of the federal bargaining process under the Canada Labour Code. It means that we are moving into a structured and time-bound phase with the goal of making progress at the table by seeking the assistance of a neutral third party.

The Bargaining Committee has made a measured decision to proceed to this next phase.

This reflects our obligation to act responsibly on behalf of the membership as discussions to date have not yet resulted in company proposals that adequately address our key priorities.

What This Means

We are entering the next formal stage of negotiations under the Canada Labour Code.
A Federal Conciliation officer will be appointed within 14 days to assist the parties in coming closer together to reach a deal at the table.
As per the Canada Labour Code, conciliation lasts 60 days and can be extended upon mutual agreement of both Parties.

What It Means for You

Right now, your role is to be engaged and unified. Our fight is for better wages, working conditions, and compensation that reflects our value as Cabin Personnel.
Our strength at the table has always come from our Membership and the priorities you’ve set. As we move into the next phase, that same unity and engagement will be central to moving this forward.
Our focus remains getting gains at the Bargaining Table. Our commitment is to remain there and negotiate an outcome that we deserve.

FAQ - Notice of Dispute / Conciliation – Frequently Asked Questions

1. What is a Notice of Dispute?

A Notice of Dispute is a formal step in the federal bargaining process. It signals that the parties have not yet reached an agreement and are moving into conciliation with the assistance of a government-appointed third-party neutral Conciliator. The goal of this process is to bring both Parties (the Union and the Company) closer to getting a deal.

2. Does this mean bargaining has broken down?

No. Bargaining continues during this phase. Conciliation is designed to help the parties reach an agreement with the support of a neutral third party.

3. What happens after a Notice of Dispute is filed?

A conciliation officer is appointed within 14 days.
Bargaining continues with both parties to attempt to reach a deal at the table for a minimum of 60 days and can be extended by mutual agreement of both Parties. If this were to occur the Union would advise all members.
If no Tentative Agreement is reached, the process can move to a “21-day cooling-off period.” If this were to occur the Union would advise all members.

4. What is the 21-day cooling-off period?

This is a legally required period after conciliation ends. During this time, no strike or lockout can occur. Negotiations can continue, if the Parties mutually agree to meet.

5. Could a strike or lockout happen?

Job action (strike or lockout) is only possible after multiple steps are completed, including conciliation, a cooling-off period, and a strike vote.

6. What should I be doing right now?

Right now, the most important things are:

Stay informed through union communications and wear your Union Pin.
Ask questions to your Bargaining and MESC Committee Representatives.
Begin thinking about personal preparedness as we move through this process.
Sharing official Union material is the safest way to engage on social media. Avoid creating or posting your own content.
Continue providing exemplary service to our guests.

7. Will we be told what to do if the situation changes?

Yes. You will receive clear guidance in advance of any potential next steps. We will not leave you guessing.

8. Where can I get updates?

All official updates will come directly from your Union through established communication channels. Be cautious of rumours or unofficial sources including news outlets. Make sure you are following the accounts below and sign up for updates so you can access information quickly.

The Official Communication channels of the Union are the following:

Website: wjcomponent.ca
Instagram: @WestJetComponent
Facebook: WestJet Component
Email Sign Up: wjcomponent.ca/email-signup

In Unity, (Be Ready)

Chris Amaddeo 2026-04-21 Chris Amaddeo 2026-04-21

Mainline Bargaining Update #18 - Seven Months at the Table - Where We Are

Dear Members,

The Bargaining Committee wants to provide a direct update on where we are in negotiations and give our membership insight into the challenges that we are facing at the table.

We have been at the bargaining table for more than seven months meeting on average three weeks each month. Your Bargaining Committee has continually worked to ensure that meaningful proposals guided by your feedback through surveys and our collective lived experience remain at the forefront of driving change for CA2.

We have seen slow progress from the Company with the balance of outstanding articles heavily in the Company’s court. When we do receive a pass back from the Company, we have found that there is a fractional change that falls well short of the membership’s expectations for this next Collective Agreement.

We have repeatedly communicated to the Company that the current approach to bargaining is not working for us and that a different path forward is required. We continue to push for solutions that address our concerns.

Your Bargaining Committee has been meeting with the Company in Calgary over the past two weeks to continue negotiations. This week, the Union presented its initial monetary package, outlining the full compensation framework of the Collective Agreement, including the long-anticipated wages proposal.

Key Articles in the Monetary Package:

Article 18 – Benefits
Article 41 – Pay Administration
Article 43 – Rates of Pay
Article 44 – WestJet Savings Plan, Profit Share and OPA
Article XX – Pension
Article 52 – Duration of Agreement

It is not lost on the Bargaining Committee the significance of this step in the process. These Articles speak directly to how our work is valued, not only in wages, but in long‑term financial security, benefits, and the overall economic structure of our employment. Our membership has been waiting 5+ long years in a cost-of-living crisis for meaningful improvements to the compensation that reflects our contributions to this organization.

The Committee shared this sentiment clearly. WestJet can no longer profit from the discounted labour of its Cabin Personnel. The practice of low wages and unpaid work cannot continue, and our proposals are a direct reflection of this.

We know there may be concerns around the loss of WSP to gain a pension plan; however, the Bargaining Committee has heard the feedback from the membership that flexibility and choice in this area is paramount, and our proposal is reflective of this.

The Bargaining Committee has received the Company’s latest proposal for a narrow-body Cabin Manager role. While we already have a Cabin Manager position, this proposal creates a version of the role that is quite different in its core duties. From what we’ve seen so far, it appears to be structured in a way that works for the Company but raises concerns for us. This type of change could have broader impacts on bidding, reserve, and overall earnings, so we are taking a careful approach to ensure it works for Cabin Personnel.

Members are encouraged to check the latest negotiations tracker on the website and will notice that there are zero articles remaining in the “Not Yet Started” section.

CLICK HERE TO VIEW THE NEGOTIATIONS TRACKER

Some key highlights from the past two weeks include:

Initial Proposals

Company:

LOU-X Narrow-body Cabin Manager Integration

Union:

Article 2 – Definitions
Article 15 - Seniority
Article 34 - Scheduling (concept discussions)
Article 36 – Deadheading
Union Monetary Package

Articles Signed Off

Two Articles reached tentative agreement during these weeks:

Article 10 – Deduction of Dues
Article 45 – Expenses

Seniority is a foundational element of our profession, and we recognize that any discussions surrounding it can be deeply personal and, at times, contentious. Your Bargaining Committee approaches this topic with full awareness of its importance to every flight attendant, regardless of where they fall on the seniority list.

Our commitment is to navigate these conversations with transparency, respect, and a focus on fairness. Above all, our goal is to secure a contract that strengthens our collective future and delivers meaningful improvements for all members.

As indicated above, we continue to see several articles sitting with the Company as your Bargaining Committee continues to work through articles and provide responses in a reasonable time. As of now, there are approximately 9 articles with the Union and 19 articles with the Company.

Path Forward and Next Steps:

Your Bargaining Committee entered the monetary phase with a firm mandate: secure improvements that reflect the realities of the job today and our contributions to the organization’s success. We know the pressures you face, the sacrifices you make, and ensure the safety of thousands of guests every day.

Cabin Personnel at WestJet deserve an agreement that recognizes that commitment.

The monetary package we put forward is ambitious because our compensation has fallen behind the industry, and we remain among some of the lowest paid. The proposals reflect the value of the work you do, are informed by industry standards, and are shaped by the priorities you’ve told us matter most.

Upcoming Bargaining Dates:

May 4th – 8th – Calgary
May 19th – 22nd – Calgary
May 25th – 29th – Calgary

How You Can Support Your Bargaining Committee:

Wear your union pin;
Display your Unpaid Work Won’t Fly luggage tag;
Follow the Local’s social media;
Reach out directly to the Committee with questions or concerns;
Encourage fellow Cabin Personnel to read their updates.

Your unity and visible support for the bargaining process at this stage is essential.

IMPORTANT NOTE:

We want to be direct: Bargaining is only going to get more difficult, and this is where outcomes are decided. We have already seen a drop in social media engagement, and that matters more than people may realize.

Our strength at the table comes directly from visible support from the membership. That means staying engaged, interacting with posts, and showing up by wearing your pin. When participation drops, it weakens our position and makes it harder to push for the improvements we all want.

The Bargaining Committee does not do this work alone. We are all responsible for doing our part.

Together, we are building the foundation for a stronger, fairer, and more sustainable future for all WestJet Cabin Personnel.

In Unity,

Chris Amaddeo 2026-04-10 Chris Amaddeo 2026-04-10

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

Chris Amaddeo 2026-03-30 Chris Amaddeo 2026-03-30

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

Chris Amaddeo 2026-03-23 Chris Amaddeo 2026-03-23

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

Chris Amaddeo 2026-03-06 Chris Amaddeo 2026-03-06

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

Chris Amaddeo 2026-02-17 Chris Amaddeo 2026-02-17

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

Chris Amaddeo 2026-01-29 Chris Amaddeo 2026-01-29

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

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