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,
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