WestJet Bargaining Blog

In addition to emails sent directly to you, our dedicated bargaining blog will serve as a secondary source for all official communications related to the upcoming negotiations. Here you will find:

Regular Updates: Following bargaining sessions, we will post summaries of the discussions and progress made.
Important Announcements: Keep an eye out for crucial announcements regarding timelines, membership surveys, and upcoming meetings.
Information Documents: Key documents related to the bargaining process, such as proposals and updates, will be posted here.

Stay tuned for posts below as we approach bargaining.

Bargaining Blog: Stay Up-to-Date

Chris Amaddeo 2025-12-05 Chris Amaddeo 2025-12-05

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

Dear Members,

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

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

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

Article 22 – Ad Hoc Assignments
Article 39 – Training
Article 40 – Charter Operations and Special Purpose Flights
Article 42 – Pay Schedule and Pay Discrepancies
Article 50 – Legal

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

Tone Shift

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

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

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

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

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

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

Upcoming Learning Series Focus: Article 35 – Reserve

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

the broad concept discussions of previous weeks, and
the survey data collected during the summer which covered preliminary priorities in the Reserve Article.

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

Reserve Learning Series

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

Your Questions About the Bargaining Process

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

Where We Are Right Now

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

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

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

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

Next Steps:

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

The next step in the process would be either reaching a tentative agreement, or should we reach an impasse, a notice of dispute would be filed which would trigger the next phase of the process Notice of Dispute/Conciliation.
Neither side has filed a notice of dispute as we are still making progress in negotiations and have a significant number of articles that have not begun negotiations yet.
We continue to bargain in good faith and expect that to be reciprocated by the Company.

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

In Unity,

WestJet Bargaining Committee

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

Chris Amaddeo 2025-11-22 Chris Amaddeo 2025-11-22

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

Dear Members,

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

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

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

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

Reserve Survey

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

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

Article Tracker

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

To access the tracker:

www.wjcomponent.ca/negotiation-tracker

Next Steps

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

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

In Unity,

WestJet Bargaining Committee

Chris Amaddeo 2025-11-11 Chris Amaddeo 2025-11-11

Bargaining Update #6: Conclusion of Week 5 of Negotiations

Dear Members,

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

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

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

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

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

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

In Unity,

WestJet Bargaining Committee

Chris Amaddeo 2025-11-06 Chris Amaddeo 2025-11-06

Bargaining Update #5 - Week 4 at the Table

Dear Members,

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

Limited Changes to Company Proposals

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

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

Disclosure Data

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

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

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

Preliminary Reserve Concept Discussions - Building an Informed Approach

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

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

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

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

Looking Ahead: The Next Phase of Bargaining

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

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

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

In Unity,

WestJet Bargaining Committee

Chris Amaddeo 2025-10-27 Chris Amaddeo 2025-10-27

Message to Membership – Seniority Survey Results & Next Steps

Dear Members,

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

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

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

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

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

Background to Decision Making Tools

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

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

Elections (Choosing Representatives): Elections determine who represents the membership. Elections are governed by the CUPE Local 8125 Bylaws and the CUPE Constitution and are decided by plurality, meaning the candidate with the most votes wins.
Ratification vote (Bylaws / Tentative Agreements / Non-Monetary Amendments to the Agreement): A yes or no decision on a proposed collective agreement or amendments to an existing agreement or bylaw changes. If more participating members vote yes than no, the agreement is accepted, and the result is binding.
Strike vote: A yes or no vote held to determine whether the membership authorizes the Union to call a strike if bargaining reaches an impasse. This vote provides the Union with the legal authority to initiate strike action, but it does not mean a strike will occur automatically.
Motions at Membership Meetings: Motions may be brought forward during Membership Meetings to propose or confirm direction. When a motion is presented, discussed, and voted on, the outcome becomes a formal directive of the Local. These motions follow the Rules of Order outlined in the Local’s Bylaws.

Surveys (Information Gathering)

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

They tell us:
- Where there is alignment,
- Where opinions differ,
- And where more discussion, education, or insight (possibly more surveying) is needed.

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

Mandates in Bargaining (Determining Direction):

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

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

To establish a mandate, we look for:
- Consistency — the same direction showing up more than once
- Stability — not a reaction to short-term frustration or recent events
- Equity — the direction must uphold CUPE principles/Bargaining Policy, particularly avoiding two-tier or uneven outcomes

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

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

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

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

The Complex Issue: Cabin Manager Seniority

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

This issue is inherently complex, because:

It cannot be bargained separately between aircraft types. Treating seniority differently for Cabin Managers on different aircraft would create two-tiered conditions. CUPE does not support two-tiering, and CUPE’s Bargaining Policy prohibits creating inequities within the same classification.
The Overall Priorities Survey from earlier this year showed the membership is almost evenly divided on this issue. This indicates not a lack of importance but a lack of consensus.

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

Continuing the Conversation

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

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

We are committed to:
- Transparent decision-making,
- Fair and principled bargaining,
- And strengthening unity across the entire membership.

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

Questions and Answers

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

CLICK HERE FOR A PDF OF THE Q&A DOCUMENT

What Happens Next

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

How Bargaining Decisions Are Made: Majority, Mandate, and Collective Equity
How priorities are set
Why there are different survey types
How mandates are determined
How the Committee makes decisions
And to address the underlying question: “How do I know the Union is actually representing us?”

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

In Unity,

WestJet Bargaining Committee

Chris Amaddeo 2025-10-24 Chris Amaddeo 2025-10-24

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

Dear Members,

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

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

Article 3 – Management Rights
Article 9 - Strike/Lockout
Article 16 - Non-Bargaining Unit Employees and Inflight Duties
Article 23 – Compassionate Transfers

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

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

Article 22 - Ad Hoc Assignments (E)
Article 29 – Discipline, Suspensions and Terminations (U)
Article 30 - Grievance Procedure (E)
Article 33 – Hostage, Internment, or Death (E)
Article 40 – Charter Operations and Special Purpose Flights (E)
Article 42 – Pay Schedule and Pay Discrepancies (E)
Article 46 – Vacation, Statutory Holidays, and GDOs (U)
Article 50 – Legal (E)

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

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

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

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

In Unity,

WestJet Bargaining Committee

Chris Amaddeo 2025-10-23 Chris Amaddeo 2025-10-23

Seniority Survey Results

Dear Members,

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

Survey Summary:

4,194 surveys distributed
3,193 responses received (76.13% participation)
1,454 open comments submitted

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

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

ABOUT THE SURVEY

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

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

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

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

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

RESULTS:

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

52.08% - Recognize all time at Encore or Swoop retroactively and moving forward for Encore only (as Swoop ceased to exist).
39.56% - Do not recognize time from Encore or Swoop retroactively and moving forward from Encore (as Swoop ceased to exist).
8.30% - I am indifferent.
0.06% - No answer

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

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

8.05% - Use the original date of their first successful completion of initial training (before their employment ended).
89.73% - Use the date of their most recent successful completion of initial training following rehire.
2.22% - I am indifferent

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

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

18.67% - Count service from any WestJet Group department – retroactively and moving forward for all WestJet Group transfers.
76.92% - Do not count previous service from any WestJet Group department.
4.42% - I am indifferent.

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

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

24.9% - I support the Union seeking to negotiate reciprocal seniority, both retroactively and going forward.
64.39% - I do not support the Union seeking to negotiate reciprocal seniority.
10.71% - I am indifferent.

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

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

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

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

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

40.24% - Use the existing Master Seniority List (current practice).
48.70% - Create a separate Cabin Manager list (based on time in CM classification).
11.06% - I am indifferent.

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

Question 7: How should travel privileges be prioritized?

13.72% - Use seniority (most senior person and/or their designates have the highest priority).
84.84% - Keep the current system (check-in time determines priority).
1.44% - I am indifferent.

THANK YOU

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

FINAL NOTE

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

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

In Unity,

WestJet Bargaining Committee

Chris Amaddeo 2025-10-11 Chris Amaddeo 2025-10-11

Seniority Survey Closed - Next Steps

Dear Members,

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

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

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

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

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

In Unity,

WestJet Bargaining Committee

Chris Amaddeo 2025-10-02 Chris Amaddeo 2025-10-02

Seniority Survey - Distribution and Associated Instructions

DISCLAIMER - PLEASE READ

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

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

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

Dear Members,

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

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

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

CLICK HERE FOR A LINK TO THE EXPLAINER DOCUMENT

A few important reminders about the survey:

You must complete the survey in one sitting. Please allocate enough time to read each question carefully. The survey cannot be saved and returned to later.
Your survey link is unique to you. Do not share it with anyone else.
If you experience issues accessing the survey, please use wjcomponent.ca/surveyissues. (See the disclaimer above regarding survey distribution timelines.)
Your responses are confidential and will directly guide our bargaining approach.

Survey Deadline:

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

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

In Unity,

WestJet Bargaining Committee

Chris Amaddeo 2025-10-02 Chris Amaddeo 2025-10-02

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

Dear Members,

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

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

www.wjcomponent.ca/negotiation-tracker

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

Article 4 – Union Recognition
Article 13 – Union Communication
Article 14 – Probation
Article 51 – Publishing of The Agreement

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

Article 3 – Management Rights
Article 9 - Strike/Lockout Protections
Article 16 - Non-Bargaining Unit Work
Article 22 - Ad Hoc Assignments
Article 29 – Discipline, Suspensions and Terminations
Article 30 - Grievance Procedure
Article 40 – Charter Operations and Special Purpose Flights
Article 50 – Legal

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

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

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

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

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

In Unity,

WestJet Bargaining Committee

Chris Amaddeo 2025-09-30 Chris Amaddeo 2025-09-30

Seniority Survey – Pre-survey information

Dear Members,

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

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

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

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

Since then, further complexities have been introduced:

The Flow MOAs for both Encore and Swoop;
The integration of Sunwing and Swoop into WestJet;
The historical and continuation of Flow between airlines; and
Seniority decisions through arbitration.

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

How This Survey Will Be Measured

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

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

What This Survey Covers

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

Flow from Encore and Swoop: Whether time worked as Cabin Crew in these airlines should be recognized on the Mainline seniority list (retroactive and forward-going).
Company Exit and Rehire: How seniority should apply when a member’s employment ends and later returns to flying.
Transfers from Other WestJet Group Departments: Whether and how time worked in other departments should count toward Cabin Crew seniority.
Reciprocity: whether there is interest in having our seniority recognized in other departments and in turn once achieved – have that department recognized on our list.
Cabin Manager Recruitment: The role of seniority in the recruitment and training process for Cabin Managers.
Cabin Manager Classifications: Exploring interest on whether Cabin Manager seniority should remain tied to the current Master Seniority List or move to a separate list specific to the role and seniority based on time served as a CM. This question is a matter of principle – not tied to an aircraft type.
Travel Privileges: Whether seniority should play a role in how standby travel is prioritized
Open Feedback: Space to share additional thoughts, concerns, or perspectives on seniority.

Why Your Input Matters

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

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

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

Looking Ahead: Unity is Our Strength

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

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

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

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

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

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

Next Steps

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

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

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

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

Thank you in advance for your participation and professionalism.

In Unity,

WestJet Bargaining Committee

Chris Amaddeo 2025-09-25 Chris Amaddeo 2025-09-25

Bargaining Update #2: Week 1 Summary Update

Dear Members,

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

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

Article 1 – Preamble
Article 5 – Workplace Violence, Discrimination & Harassment
Article 8 – Amendments to the Agreement

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

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

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

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

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

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

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

In Unity,

WestJet Bargaining Committee

Chris Amaddeo 2025-09-22 Chris Amaddeo 2025-09-22

Bargaining Update #1: First Day at the Table

Dear Members,

Your Bargaining Committee is pleased to report that our first day of bargaining with the Company was a strong success. We began by exchanging opening statements, including a powerful message delivered by our President, Alia Hussain.

CLICK HERE TO READ THE OPENING STATEMENT READ BY ALIA HUSSAIN

From the outset, we made it clear that change is essential and must come now, as our members — the employees of WestJet — are struggling and deserve meaningful improvements in this round of negotiations.

Both parties also agreed on several important protocol items, including a commitment to maintain respect and professionalism throughout the bargaining process. Work is underway to finalize additional dates in November, December, and January to keep negotiations moving forward.

To help keep members informed, we have launched our Negotiations Tracker, available at wjcomponent.ca/negotiation-tracker.

This resource will:

Show which articles are in progress and which have been agreed to in principle.
Be updated as often as possible (generally at the end of a bargaining week), though not always in real time during critical stages of bargaining.
Reflect that any items agreed to in principle may still be adjusted by either the Union or the Company until the full agreement is complete.
Be used as a means to understand the progress being made at the table.

On the first day, the following articles were tabled:

By your Union Committee:
- Article 1 (Preamble)
- Article 5 (Discrimination and Harassment)
- Article 13 (Union Communications)
By the Company:
- Article 51 (Printing of the Agreement)
- Article 8 (Amendments to the Agreement)
- Article 30 (Grievance Procedure)

It is standard practice that negotiations begin with non-monetary issues before moving on to monetary matters. This ensures that language can be agreed to on other articles prior to starting negotiations on bigger articles with financial aspects.

It is important to remember that the negotiated language in all articles carries importance as they all impact our working conditions.

We will continue to provide updates regularly, and it is important that members carefully read email communications to stay informed. Bargaining is a marathon, not a sprint. The continued support, and determination of the Membership will give the Bargaining Committee your collective strength at the Bargaining Table.

Together, we are moving forward with strength and determination to achieve the change our members deserve.

In Unity,

WestJet Bargaining Committee

Chris Amaddeo 2025-09-18 Chris Amaddeo 2025-09-18

Bargaining Learning Series: Step 2 – Notice to Bargain

Dear Members,

As of yesterday, September 16th, your WestJet Mainline Bargaining Committee has officially served WestJet with our Notice to Bargain. This is an exciting and pivotal step in the bargaining process!

You will notice that our email headers have changed from Yellow (Preparations Stage) to Green (Active Negotiations stage). Depending on the nature of the communication during the Bargaining Process you will see the colours change indicating the nature of the communication to keep you informed.

What Does “Notice to Bargain” Mean?

When the Collective Agreement is approaching expiry, the first legal step is called the “Notice to Bargain”. This is when the Union or the Company can serve Notice which formally starts the negotiations process as per the Canada Labour Code. This timeline is outlined in Section 52 of our Collective Agreement.

When does Notice to Bargain get served?
Up to 120 days before the agreement expires, either the Union or the Employer can formally serve notice.

The Union served the Company Notice to Bargain on September 16th immediately following the conclusion of our Town Halls in all Permanent Bases.

When will the Union first meet with the Company?
Once notice is served, both sides are legally required to meet within 20 days and bargain in good faith under the Canada Labour Code. This means honest discussions and genuine efforts to reach a deal.

Our first meeting with the Company will occur on September 22nd with multiple dates agreed to in September and October so far.

Why does it matter?
This is the first step in the bargaining process as governed by the Canada Labour Code. It starts the entire process that leads to either a tentative agreement, mediation or job action.

The Union committed to negotiating in good faith as ultimately the best contracts are reached at the bargaining table.

What order are items negotiated in?
Proposals are discussed in sequence, starting with non-monetary language before moving into monetary items.

Monetary proposals are anything that has a cost associated with them (ex. Per diems, vacation days, and wages).

How long will bargaining take to get a new contract?
The duration of bargaining varies depending on the number of proposals, how complex they are, and the availability of both sides to meet. It’s important to note it is not uncommon for bargaining to continue past the expiry of a collective agreement. The current agreement remains in force until either a tentative deal is reached, or the parties reach an impasse and move to the next legal steps.

Does Our Current Agreement Still Apply After Notice to Bargain?
Yes. All wages, benefits, scheduling rules, compensation, and protections in our current Collective Agreement remain in effect until a new agreement is reached or we enter job action (a strike or lockout). This is because of the “statutory freeze” under the Canada Labour Code, Section 50(1), which states:

“Where notice to bargain collectively has been given, the employer shall not, except with the consent of the trade union, alter the rates of wages or any other term or condition of employment of the employees in the bargaining unit.”

The statutory freeze lasts until: A new agreement is ratified by members; or the Union and Company reach the end of the legal bargaining process and job action (strike/lockout) is possible.

This protection ensures the Company cannot pressure workers by making sudden changes while bargaining is underway.

Visit our Mainline Bargaining for the latest updates as we begin our negotiations for CA2! Next week we will also be launching a Negotiations Tracker so you can see the progress being made towards reaching a tentative agreement.

In Unity,

WestJet Bargaining Committee

Chris Amaddeo 2025-09-02 Chris Amaddeo 2025-09-02

Don’t Miss Out: Bargaining Town Halls Start Next Week

Dear Members,

We are at a pivotal moment in our collective bargaining journey and your participation has never been more important! The upcoming Bargaining Priorities Town Halls are not just another meeting.

Bargaining is not something that happens to you — it happens with you. The proposals we’ve built are rooted in the feedback you provided through the bargaining survey, and now is the time to see the results and understand the direction we are taking to the table. Your engagement and presence give your Bargaining Committee the strength and mandate we need to fight for what matters most.

Registration & Attendance Details

Pre-registration is strongly encouraged so we can reserve enough space for everyone. Please register here: wjcomponent.ca/bargaining-townhalls

Registration will also be available at the door, but pre-registration helps us plan accurately.

If you’re attending while on duty, uniforms are welcome. Otherwise, regular clothes appropriate for work (business casual) are acceptable.

Why attend in person?

See how your input shaped the bargaining proposals
Hear directly from your Bargaining Committee about strategy and priorities
Ask questions in a safe, closed-door environment where you can speak freely
Stand with fellow members and demonstrate our collective power

Why closed meetings?

In bargaining, strategy is everything. To protect our collective interests, there will be no recording or streaming permitted. Information that reaches the Company prematurely could weaken our position at the table. This closed format not only safeguards our strategy it ensures that you can speak freely without concern that your comments will leave the room.

Can’t attend?

We know not everyone can join due to scheduling constraints. A high-level summary of the discussions will be shared afterward. However, the full context, strategy, and discussion only happen in person.

Town Hall Schedule:

September 9 – Edmonton
September 10 – Vancouver
September 11 – Calgary
September 13 – Montreal
September 14 – Toronto
September 15 – Winnipeg

Pre-register now at wjcomponent.ca/bargaining-townhalls

Your input shaped our proposals. Your participation now ensures we go to the table united, informed, and strong. Let’s fill these rooms and show the Company that this membership is engaged and ready.

In Unity,

WestJet Bargaining Committee

Chris Amaddeo 2025-08-27 Chris Amaddeo 2025-08-27

Register Now: Mainline Bargaining Priorities Townhalls

Dear Members,

As we approach the next phase in our collective bargaining journey, we are inviting all WestJet Mainline members to participate in our upcoming Bargaining Priorities Town Halls being held across our permanent bases in September.

These closed membership-only meetings are designed to give you a deeper understanding of the key priorities your union will be bringing to the bargaining table. You’ll also have the opportunity to meet the Bargaining Committee, ask questions, and understand how the Bargaining Committee is approaching negotiations.

Why closed meetings?

In bargaining, strategy is everything. To protect our collective interests, there will be no recording or streaming permitted. Information that reaches the Company prematurely could weaken our bargaining position. This closed format not only safeguards our strategy, it also ensures that you can speak freely without concern of your questions or comments making their way back to the Company.

We will be providing subsequent communications on topics covered after the townhalls to allow members that are unable to attend to understand the key topics. We encourage as many members as possible to join us in person!

Each Town Hall will include:

A 2–3 hour closed-door bargaining discussion
CUPE swag and mobilization activities to get involved in
The chance to connect directly with your Bargaining Committee
A preview of the bargaining agenda and the direction we’re heading

You’re welcome to attend any of the Town Halls, regardless of your home base — and if you’re on layover, we encourage you to join. Bargaining doesn’t happen to you — it happens with you. Your presence, input, and engagement are what gives your Bargaining Committee the power and mandate to fight for what matters most.

Registration is required

Visit wjcomponent.ca/bargaining-townhalls to register.

Town Hall Schedule:

September 9 – Edmonton
September 10 – Vancouver
September 11 – Calgary
September 13 – Montreal
September 14 – Toronto
September 15 – Winnipeg

Your participation matters. It strengthens our collective voice, sharpens our priorities, and ensures that every step we take reflects the real needs and experiences of our members. Let’s show the Company that we’re informed, engaged, and united.

In Unity,

WestJet Bargaining Committee

Chris Amaddeo 2025-08-21 Chris Amaddeo 2025-08-21

CUPE’s No-Concessions Policy at the Bargaining Table

Dear Members,

As we prepare for upcoming rounds of bargaining, we want to reaffirm an important principle that guides our work: there will be no concessions in our negotiations.

CLICK HERE TO READ THE FULL POLICY ON OUR BARGAINING WEBSITE

A concession occurs when a union accepts an employer’s demand for something less than what members already have—whether that’s wages, benefits, or working conditions or any other current contract provision —without receiving something of equal or greater value, or importance, in return. Concessions move us backwards, and CUPE’s National Executive Board has a clear policy that we will not bargain them.

A two-tier provision is always a form of concession. It happens when different groups of employees doing the same work receive different wages, benefits, or working conditions—based on their date of hire. For example, new hires might be offered lower pay, fewer benefits, or weaker pension protections than existing employees. While it may seem like it doesn’t affect current members directly, two-tier systems divide the membership, weaken solidarity, and create long-term downward pressure on everyone’s working conditions. For these reasons, CUPE’s policy is clear: we will not negotiate two-tier agreements.

We must acknowledge that our former Sunwing cabin personnel were ordered by the Canada Industrial Relations Board (CIRB) to remain on the Sunwing collective agreement pay scale. This situation will be brought forward at the bargaining table with the goal of ensuring that all WestJet cabin personnel are on the same wage scale and compensation structure. Importantly, as part of CUPE’s no-concessions policy, it is not the position of the union to negotiate lower total compensation for any group of members. Our bargaining mandate is to raise standards and unify compensation, not to reduce it.

We also want to acknowledge our history as a component. When our first collective agreement was reached, there was no prior CUPE contract in place. While many members felt that agreement contained concessions, technically it was not considered concessionary bargaining, since there was no existing collective agreement to diminish. At that time, we were transitioning from an employee association to a certified union, which is a very different starting point than where we are today.

Now, we are in a stronger position. We have a collective agreement that establishes our rights, protections, and working conditions—and CUPE’s policy ensures that this agreement is the floor, not the ceiling. Bargaining is about moving forward, not backward.

We have already informed the Company of CUPE’s no-concessions and no-two-tier position so they are fully aware of our stance at the bargaining table. Our focus is on improving wages, benefits, and working conditions for all members, not giving them up.

This strong and united position protects not only current members, but also future generations of WestJet cabin crew. If a provision is not good enough for us, it is not good enough for those who will come after us.

We will continue to keep you updated as bargaining progresses. Together, with solidarity and determination, we will ensure that our next agreement builds on what we have—not less.

In Unity,

WestJet Bargaining Committee

Chris Amaddeo 2025-08-08 Chris Amaddeo 2025-08-08

CA1 Unpacked - Volume 1 (Duty RIGs and How Pairing Credit Is Calculated )

RIGs (or Ratio in Guarantee) exist in the world of aviation scheduling to ensure compensation for crew members, especially when their actual flight time is low compared to the time they spend on duty or away from base.

HISTORY:
Prior to the ratification of CA1, WestJet Cabin Personnel’s schedules were based solely on block hours. Deadheads were paid at 50% as they are today, but only to the Cabin Personnel originally scheduled the deadhead.

Adapting duty period minimums, including deadhead value to daily reconciliation, as well as a variety of RIGs have had a tremendous value added to our scheduling world. With that being said, they’re still commonly misunderstood and we hope to change that for us all.

The following information can be found in Article 41-5, Pairing Reconciliation, but let’s explore the terms we use every day when looking at our schedules.

DEFINITIONS: (found in Article 2 of the Collective Agreement)

Duty Period: The total time in a daily period the Cabin Personnel is at work, calculated from the report time to the release time.

Block Hours: The value of the operated flights, scheduled and calculated by the out-event to the in-event of each flight segment.

Credit Hours: The unit of time that Cabin Personnel earns for pay and scheduling purposes includes the multitude of factors that we’re going to cover.

MDPC: The Minimum Duty Period Credit, which is 4 hours.

Here is the current CA language that we will expand on and explain in greater detail, with examples.

41-5 PAIRING RECONCILIATION

41-5.01 A Cabin Personnel will be credited the greater of their originally scheduled Credit Hours of the entire pairing or the Credit Hours actually operated by the Cabin Personnel over the entire pairing. Any increase in pairing Credit pursuant to this provision will be considered monthly scheduling period credit growth.

41-5.02 The original scheduled Credit Hours of the pairing is calculated as the combined total Credit Hours of all the scheduled duty periods in the pairing or one (1) Credit Hour for each four (4) hours of scheduled time away from base (TAFB) in the pairing (“Trip RIG”), whichever is greater.

The original scheduled Credit Hours of each individual duty period will be the greater of:

a) The scheduled Block Hours, plus any Deadhead Credit, in the duty period,

b) The minimum duty period credit (“MDPC”) of four (4) Credit Hours, or;

c) Fifty percent (50%) of the scheduled duty time in the duty period (“Duty RIG”)

41-5.03 The actual operated Credit Hours of the pairing is calculated as the combined total Credit Hours of all the operated duty periods in the pairing or one (1) Credit Hour for each four (4) hours of actual TAFB in the pairing (“Trip RIG”), whichever is greater.

The actual operated Credit Hours of each individual duty period will be the greater of:

a) The actual Block Hours, plus any Deadhead Credit, completed in the duty period,

b) The MDPC of four (4) Credit Hours, or;

c) Fifty percent (50%) of the actual duty time completed in the duty period (“Duty RIG”)

COMMON MISCONCEPTION

Q- “The block time and credit hours of my pairing are the same. Where’s the RIG?”

A - This is a common misconception that all pairings have a RIG or minimum attached to them. What’s important to remember is that the credit hours of a duty period or a pairing will always be the GREATER OF any of these calculations.

IMPORTANT NOTE: Only a “TRIP RIG” will be reflected on Flica specifically, while the MDPC and Duty Rig will not. This information is included in the Final Bid Packages released by the Company for bidding purposes, covered at the end of this document.

MINIMUM DUTY PERIOD CREDIT vs MINIMUM DAILY CREDIT: These are two very distinct concepts; we do not currently have a minimum daily credit, but instead use a minimum duty period credit, meaning that the minimum credit value is only associated with duty periods within a particular pairing. A red-eye duty period as an example might cover two different days, but is reconciled as only one duty period.

DEEPER DIVE

Below we will list real world examples using actual pairings and see where these improvements have and will continue to benefit us.

EXAMPLE ONE:

This pairing has several examples that highlight the application of the topics discussed above, and highlight the benefits to Cabin Personnel:

Day 1: DH YYC – YQR: This daily duty period is now reconciled at the duty period minimum of 4 hours because even though the deadhead was credited at 50% of the flight time, the greater of the 2 possible calculations is the 4-hour MDPC (minimum duty period credit).

Day 2: YQR – YYC / YYC – YYT: In this case, no RIG or minimums are credited as the value of the flying is the greatest possible value.

Day 3: DH YYT – YYZ / YYZ - YHZ: This one is a little harder to catch! The operated leg was only worth 2:10 and the deadhead was credited at 2:20, so why is the day worth 4:35? The duty period for the day is 9:10, and when you divide that by 2 for the “Duty Rig” of 50% of the duty day, it works out to 4:35!

Day 4: YHZ – YYC: No RIGs or minimums as the flying block time is the greatest value

Summary: Looking at the TBLK (Total Block) for the entire pairing, the value is 14:46. Without any RIGs or minimums in the agreement (aka how it used to be), that would be the value of this pairing. However, when we look at the TCRD (Total Credit) value of 21:11, it has summarized the duty period credit values and provided the Cabin Personnel 6:25 worth of credit value they wouldn’t have had before!

EXAMPLE TWO:

This 4-day pairing (with only 3 duty periods) provides some more examples and explanations!

Day 1: YYC –LAX: Because the value of the flight operated falls below the Minimum Duty Period Credit of 4 hours, the value of that day is increased to 4:00.

Days 2 and 4 both exceed the MDPC value of 4 hours.

Summary: When added together, the daily credit values of all the duty periods only total 13:10. So why is this pairing worth 17:55? The TRIP RIG now becomes the greatest possible pairing reconciliation value, as the TAFB/4 ratio equating to 17:55.

Again, using only TBLK (Total Block) times, this pairing would have 5:23 less value towards the value of the pairing.

EXAMPLE THREE:

Lastly, we’ll look at this one-day turn. In this case, there are no minimums or RIGs applied as the value of the flying is the highest possible pairing and duty period value.

As mentioned at the beginning, RIGs and daily minimums are vital to protecting the value of a crew member’s time by ensuring proper credit values are associated with all our pairings. This doesn’t mean that every pairing or duty period has a RIG attached to them! However, RIGs and daily minimums ensure that appropriate value is attached to each pairing and duty period, enhancing our schedules and time at work.

CARRY OVER PAIRINGS

Another common source of confusion is how credit is applied to carry over pairings, specifically when a TRIP rig is present on a specific pairing.

The example above has several important things to take note of. This is a 4-day pairing with only 3 duty periods, with an extended layover in YQR. But most importantly, there is a TRIP rig applied to the entire pairing, as the TAFB/4 calculation yields the highest possible value as it’s more than the sum of the 3 duty periods.

However, this pairing also started in July and finishes in August. For bidding and trading purposes, only the credit values for the duty periods in the preceding month count towards in this case July’s schedules. All remaining credit values, including the TRIP RIG are applied to the following month, in this case August. In this example, 4:00 would be applied to the Cabin Personnel’s July schedule, with the remaining 10:27 applied to August.

BIDDING:

Lastly, to review how these values apply to each pairing, an important graphic is included with each bid package each month.

On here, several important values are highlighted specifically with the purple circles and lines.

Duty periods with a ‘L’ indicate that no RIG or minimum is applied

Duty periods with a ‘M’ indicate that the MDPC is applied

Duty periods with a ‘R’ indicate the Duty Rig is applied

And finally,

A ‘T’ is shown next to the Credit Time value of a pairing if the Trip Rig is applied to the whole pairing, and if it doesn’t a ‘D’ would be placed next to the Credit Time value.

Note: This communication is in English as the language in the Collective Agreement is negotiated in English and applied in English (Article 51-2). If you have questions about the content within, please reach out to your base representative and we will connect you to a French speaking Union representative to provide any clarification and support on these topics. We are committed to and will continue to provide bargaining updates in both official languages.

In Unity,

WestJet Bargaining Committee

Chris Amaddeo 2025-07-31 Chris Amaddeo 2025-07-31

WestJet Bargaining Committee Update – Building Momentum Together

Dear Members,

Your WestJet Mainline Bargaining Committee has been actively engaged in planning, research, and consultation as we prepare for the upcoming round of bargaining. Our recent meetings have focused on reviewing member feedback, analyzing the current Collective Agreement (CA), consulting with industry experts, and developing tools to better inform and engage you—our membership.

Below is our update on the key areas of focus this past month:

CA1 Unpacked – Building a Baseline Together
One of the most consistent pieces of feedback we received from member surveys and member interactions was that many Cabin Personnel find the current collective agreement (CA1) difficult to navigate or fully understand. This challenge is even more pronounced among new hires and those who joined through the Swoop or Sunwing integrations. With that in mind, your Bargaining Committee is launching CA1 Unpacked—a quick-reference learning series designed to give all members a stronger foundation before we head into CA2.

Each edition of CA1 Unpacked will focus on one section or concept within the current collective agreement, broken down into plain language, with real-life examples of how it applies to your work. These will be sent out every two weeks and archived on our website so that members can access them at any time. When timely or urgent topics arise, we’ll release additional editions to ensure members are equipped with clear, accessible information.

This initiative is part of our broader strategic plan to ensure every member has a shared baseline understanding of their rights and entitlements under CA1—so that when it comes time to consider CA2, we’re all able to participate with confidence and clarity.

Seniority Review – Complex but Critical
Seniority plays a central role in how Cabin Personnel experience their work life—whether it's bidding for pairings, vacation, reserve, or career progression opportunities. With the purchase of Sunwing, the integration of Swoop, and the historic and continued movement of Encore/Swoop Cabin Personnel into Mainline, and interdepartmental transfers - our Master Seniority List (MSL) has become increasingly complicated. The Seniority Task force began this work and the Bargaining Committee has been tasked with carrying the work forward as it falls to the scope of the Committee under Article 15.

We’ve begun the process of developing a seniority survey, but this work requires more time than anticipated. The reason is simple: each of the four airlines involved—WestJet, WestJet Encore, Swoop, and Sunwing—has different historical practices and record-keeping systems across all aspects of personnel records. In order to put forward meaningful survey questions, we need a full and accurate understanding of what data exists, how it’s been tracked, and what differences may impact fairness across groups.

We have re-engaged the Company on this issue and are actively reviewing available data sources. Our commitment is to only bring forward survey options that are based in fact, fair treatment, and consistency—not assumptions or incomplete information.

We’ve heard from many members that reviewing the seniority list is a top priority. We agree—but it must be done properly. We also want to remind members that this topic is sensitive. We ask everyone to remain respectful and mindful in conversations, both online and onboard. Discussions must remain professional and are governed by the Company’s Business Code of Conduct.

When the time comes, your participation in the seniority survey will be vital. Unions operate on democratic principles, and strong, informed participation will guide how we move forward. Until then, we remain focused on ensuring that the process is grounded in fact, fairness, and transparency for all Cabin Personnel—no matter how they arrived at WestJet.

Benefits Review – Reflecting Your Priorities
The Bargaining Committee has launched a focused review of our benefits plan, using feedback from the bargaining priorities survey to identify areas members value most—such as mental health support, dental care, and out-of-country coverage. To strengthen our approach, we’ve also engaged external benefits consultants and industry resources to help us assess how our current plan compares to those at other Canadian airlines.

This review is part of our strategic preparation for CA2. By aligning member priorities with industry standards and expert advice, we aim to develop proposals that are both meaningful and achievable. As the work continues, we’ll keep you informed and may follow up with more targeted questions to guide the next steps.

Fall Roadshows – Connecting Before We Bargain
Before we serve notice to bargain, the Mainline Bargaining Committee will be holding a series of in-person roadshows at all permanent bases this fall. These roadshows will give members the chance to connect face-to-face with the Bargaining Committee and gain insight into the path ahead.

At each session, we’ll present:

The major themes and goals for CA2
A summary of how member feedback has been incorporated into our preparation
Timelines and key stages in the bargaining process
Time for member questions, discussion, and engagement

Roadshows are a key part of our democratic process. Collective bargaining is built on the collective will of the membership, and the roadshows are how we ensure that everyone has the chance to be heard, informed, and united before we reach the table.

We encourage every member to attend, bring your questions, and stay involved. Details on dates, times, and locations will be shared in the coming weeks. Much more on this to come before September bids close.

Airline Division Bargaining – Solidarity Across Canada
CUPE Local 8125 is proud to be part of the CUPE Airline Division, a growing network of over 19,500 unionized airline workers across the country. Right now, several airline locals are actively engaged in bargaining or conciliation:

WestJet Encore - CA1 Expires One Year Today (July 31, 2026)
Air Canada Component has completed conciliation and is currently conducting a strike vote.
PASCAN Aviation has filed for conciliation and is in early stages of the process.
Calm Air is expected to issue notice to bargain in the fall.
PAL Airlines is a few months into bargaining process.
Canadian North will also be up for bargaining shortly.
Porter Airlines is undergoing a CIRB review for certification and then it will move directly into bargaining.

We ask our members to show support and solidarity for our union siblings across the industry. What happens at other tables impacts the entire sector, and showing a united front across airlines strengthens our collective voice. Please follow us @WestJetComponent on Instagram and WestJet Component on Facebook.

We will continue to share updates from our partners in the Airline Division and encourage you to stand with them, as they will stand with us.

Looking Ahead
Your Bargaining Committee remains committed to building a strong, informed, and united foundation as we head into CA2. Through continued education, data review, direct member outreach, and industry analysis, we’re preparing to bargain from a place of strength.

There will be more to come—more updates, more opportunities to engage, and more chances to shape the direction of our next agreement.

Stay informed. Stay connected. Stay united.

In Unity,

WestJet Bargaining Committee

Chris Amaddeo 2025-07-11 Chris Amaddeo 2025-07-11

Bargaining Communications – What to Expect and How to Stay Engaged

Dear Members,

As we prepare for our upcoming round of bargaining for CA2, your Bargaining Committee is committed to clear, consistent, and transparent communication throughout the process. We know how important it is to keep you informed and involved.

Our Communications Strategy

We’ll be using a variety of platforms to keep you in the loop:

Email bulletins

Every time we meet - we will update you.

Social media updates

Know your Contract campaign
Other important info - follow us on social media!
- @westjetcomponent on Instagram
- WestJet Component on Facebook
Podcasts: In the Jumpseat – available on Apple Podcasts, Spotify, and YouTube
YouTube: Search “WestJet Component” or Click HERE

Townhalls

Upcoming dates and further information will be shared shortly
- Please note that signing up will be required and will not be recorded to ensure a safe space to ask questions and have open and honest dialogue.

Website (www.wjcomponent.ca)

A tab has been added to the Website to ensure all bargaining related information is housed there. Click this LINK to view the Bargaining Page of the Website

Member Surveys

Throughout the process we will consult with the membership on matters important to them. As the bargaining process is fluid, please remain engaged as there will be surveys as the process unfolds. Ensure you participate and have your voice heard. Use the Comment box(es) to include other issues or related feedback to ensure your voice is heard by the Committee.

Member Engagement & Strike Committee (MESC)

This committee will be briefed on key messaging directly from the Bargaining Committee and Local Executive Committee.
They will also have swag (where/when available) and other engagement activities.

To help you easily identify the stage we’re in, all our email communications will use the following colour-coded headers:

🟡 Yellow – Bargaining preparations and initiative Roll outs (survey, member education, pre-bargaining info)

🟢 Green – Notice to bargain has been issued – we’re officially at the table

🔴 Red – Critical updates requiring your attention (both challenges and key progress)

Bargaining Is About Strategy

One important note: bargaining isn’t just about demands—it’s about strategy. That means not every detail will be shared publicly in real time. Openly disclosing our entire strategy or specific proposals could be used against us by the Employer.

WestJet and Onex are well-resourced, data-driven, and closely monitoring public spaces—including social media. Oversharing weakens our collective power.

We ask all members to keep sensitive discussions internal and trust your elected committee to represent your interests. When your voice is needed, you will be asked directly—through official surveys, town halls, and at times outreach led by MESC.

Understanding Bargaining Timelines

Bargaining timelines in federally regulated workplaces like ours are governed by the Canada Labour Code. By law, a union may only serve Notice to Bargain within 120 days of the expiry of a collective agreement.

While our committee is fully committed to moving forward efficiently and in good faith, this process cannot be rushed. There are two parties at the table, and both must play their part. We will be showing up prepared and focused—with clear proposals and a well-developed mandate built on your feedback.

For context

Your Bargaining Committee was elected on May 28, 2025, and held our first meeting (4 days later) on June 2 and spent a week in Bargaining Training - just 212 days before our agreement expires on December 31, 2025.

Despite a delayed start due to the dissolution of the previous Locals 4070/4055, we are meeting every second week in person. On weeks when we are not meeting in person, we are tasked with research and review of various documents and contracts along with self-directed training and strategic planning.

The commitment is to ensure members do not spend more time than necessary under our current agreement; we are strategically focused and committed to progress.

For further context, Air Canada flight attendants issued notice to bargain over 213 days ago—and have spent over 100 of those days without a valid Contract as of today (July 11, 2025).

To learn more about these timelines, we encourage you to watch our “Bargaining Learning Series” video, on our YouTube channel or website.

Get Involved

The strength of our bargaining position is rooted in you.

Here’s how to get engaged:

Sign up for our email list on the website
Follow us on social media (Instagram/Facebook)
Attend an upcoming town hall (coming soon)
Complete surveys
Tune in to our podcast: "In the Jumpseat" on Apple Podcasts, Spotify, or YouTube
Subscribe on YouTube by searching "WestJet Component"
Volunteer with the Member Engagement & Strike Committee (MESC)

Together, we wear the uniform—but the uniform doesn’t wear us.

This is OUR TURN.

This is OUR VOICE.

This is OUR CONTRACT.

In Unity,

WestJet Bargaining Committee
CUPE Local 8125 – WestJet Component