WestJet Bargaining Blog

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

Bargaining Blog: Stay Up-to-Date

Most Recent Communications:

Chris Amaddeo 2026-08-02 Chris Amaddeo 2026-08-02

We are on STRIKE

Dear members,

As of August 2, 2026 at 00:00 MT, we have been unable to reach a tentative agreement with WestJet. As a result, WestJet Mainline members are officially on strike.

From this moment forward, all members are expected to follow the Union's strike directives.

Official website with more information: wjcomponent.ca/jobaction

Members Away From Base

If you are currently away from your base mid-pairing, you will follow the provisions outlined in the Operational Wind Down Agreement.

Members away from base mid-pairing must also complete the following forms:

Members Not Currently Working

If you are not on a pairing, you are expected to sign up for a picket shift. Picket lines are commencing at all permanent bases and select domiciles. Locations, schedules, and sign-up information are available on our website.

Communication with the Company

During an active strike, you are not required to answer or engage with Company representatives or Crew Scheduling, except where communication is required under the Operational Wind Down Agreement.

Strike Status

Our strike remains in effect until you receive explicit communication from your Union that the strike has ended. Do not rely on media reports, social media, or Company communications regarding the status of the strike.

Thank you for your solidarity, professionalism, and commitment as we stand together in support of achieving a fair collective agreement.

Standby for further instructions.

In Unity,

Your WestJet Mainline Bargaining Committee

Chris Amaddeo 2026-08-01 Chris Amaddeo 2026-08-01

Bargaining Update #35: Waiting in the Bargaining Room

Dear members,

Your Bargaining Committee feels it’s integral to be transparent about our experience with the Company in the last 24 hours.

We have been in the bargaining room since 8:30am MT, as agreed. It is now nearly 5:00pm MT.

Last night at 5:58pm MT, your Bargaining Committee provided the Company with a comprehensive pass reflecting the changes necessary to meaningfully resolve this dispute.

The Company has since unofficially responded with an offer (not in writing) that once again fails to meaningfully address the proposals we have put forward or the issues, we have identified as necessary to reach a settlement.

We are now only a few hours from the strike deadline. Your Bargaining Committee is standing strong and will be at the table waiting for the Company to bring a deal to the table.

Standby for further instructions.

In Unity,

Your WestJet Mainline Bargaining Committee

Chris Amaddeo 2026-08-01 Chris Amaddeo 2026-08-01

Bargaining Update #34: August 1 Update

Dear members,

The Company provided your Bargaining Committee with another comprehensive proposal yesterday morning, to which we have since responded to. In contrast to what was communicated by the Company, their offer did not meet the asks and priorities identified by our members.

As we stand on the eve of a potential strike, it is natural to feel a mix of uncertainty, concern, and hope. Through it all, remember that we are not alone. The coming days may require patience, perseverance, and sacrifice, but they will also provide an opportunity to demonstrate the unity that continues to define us. Let us continue to treat one another with respect and remain united in our commitment to achieving a fair and equitable outcome.

Yesterday evening, Patty Hajdu, Minister of Jobs and Families, met with representatives of your Bargaining Committee, CUPE National, and the Company. The purpose of that discussion was to receive an update on the current state of negotiations, understand where progress has been made, and discuss the key issues that continue to prevent the parties from reaching a negotiated collective agreement. We also reasserted that we would expect the government not to intervene in the bargaining process.

As bargaining has become increasingly focused on resolving the remaining outstanding issues, our priority must remain on the work taking place inside the bargaining room. For that reason, we will no longer be providing live updates through the bargaining website, and members should read their email and look for updates on our website and social media.

Our energy and attention over the course of bargaining have been to bargain at the table, not in public. We remain committed to our principled approach and discipline with the goal of reaching an agreement our members rightfully deserve.

We recognize that members are eager for updates, and we appreciate your patience. We will continue to communicate when there are meaningful developments to report. Until then, your Bargaining Committee remains fully engaged at the table and committed to exhausting every opportunity to secure a fair collective agreement for Cabin Personnel.

What You Can Do and How You Can Support Your Bargaining Committee

Wear your Red Campaign lanyards
Visit wjcomponent.ca/jobaction if you have questions about the process
Continuing to work as scheduled
Wear your Union pin
Display your Unpaid Work Won't Fly luggage tag
Like, follow, and share the Local's social media
Stay informed through official Union communications
Reach out to your Bargaining/MESC Committee members if you have questions or concerns.

Standby for further instructions.

In Unity,

Your WestJet Mainline Bargaining Committee

Chris Amaddeo 2026-07-31 Chris Amaddeo 2026-07-31

Bargaining Update #33: Response to Company Communications

Dear members,

Many of you have now seen the Company's message announcing that it has started parking aircraft across the network.

Let us be clear: while progress has been made at the bargaining table, we remain far apart on the issues that matter most to Cabin Personnel.

What is deeply disappointing about the Company's communication is that it attempts to shift responsibility for these events onto your Bargaining Committee. That narrative is simply not supported by what has occurred at the bargaining table.

From the outset of bargaining, your Bargaining Committee has consistently sought additional bargaining dates, longer days at the table, and meaningful engagement on the issues that matter most to Cabin Crew. Time and again, substantive Union proposals have remained before the Company awaiting meaningful responses. We have remained ready to bargain. We remain ready today.

Let's also be clear about another important fact. The decision to park aircraft, cancel flights, and disrupt the travel plans of thousands of Canadians is a decision made by WestJet's leadership. Those are management choices.

The Company is prepared to absorb the substantial costs associated with reducing its operation while continuing to tell Cabin Crew that meaningful investments in the people who make this airline successful cannot be made. Rather than directing its resources toward reaching a fair collective agreement, it has chosen a different path.

Members should understand that distinction.

This round of bargaining has never been about seeking something unreasonable. It has been about correcting the shortcomings of a collective agreement negotiated during the extraordinary circumstances of the COVID-19 pandemic, an agreement that remained in place for five years while Cabin Crew experienced rising costs, increasing operational demands, and a compensation system that continues to leave significant portions of our work unpaid.

From the beginning of bargaining, our priorities have been clear, consistent, and transparent:

Wage rates that recognize the value of the profession and our position in market
Meaningful wage triggers that work to eliminate unpaid work.
Modernizing working conditions to reflect the reality of today's operation, where duty days have grown longer, schedules have become more demanding, and operational pressures continue to increase.

These are not minor issues. They are the foundation of this round of bargaining and the reason we are still at the table.

The Company has described its proposal as “transformative”. An agreement is only transformative if it meaningfully addresses the issues that brought the parties to bargaining. While movement has been made, the outstanding issues that matter most to Cabin Crew remain unresolved. That is why we remain a considerable distance from reaching an agreement.

Our Bargaining Committee remains fully engaged in negotiations. We have never sought disruption for the sake of disruption. Our objective has always been, and continues to be, reaching a fair negotiated collective agreement at the bargaining table.

We know this uncertainty is difficult. We also know the professionalism, resilience, and solidarity that Cabin Personnel have demonstrated throughout this process. Continue to support one another, remain focused on official Union communications, and know that every decision we make is guided by one objective: securing an agreement that properly recognizes the work you perform every single day.

Thank you for your continued trust and support.

Standby for further instructions.

In Unity,

Your WestJet Mainline Bargaining Committee

Chris Amaddeo 2026-07-30 Chris Amaddeo 2026-07-30

Understanding Strike Notice: What It Means Once One Is Issued

Dear Members,

As bargaining continues, we want members to understand what it means now that your Bargaining Committee has issued a Strike Notice.

A Strike Notice is a serious legal step, but it is not the same as commencing a strike. Issuing notice would place the Union in a position to begin lawful strike action on the date identified in the notice, provided all requirements of the Canada Labour Code have been satisfied.

WestJet Component 8125 has issued a Strike Notice that would commence a legal Strike at 00:01 MT on August 2nd.

What is a Strike Notice?

Section 87.2 of the Canada Labour Code requires a Union to provide the Employer and the Minister of Labour with at least 72 hours’ written notice before commencing a strike. The notice must identify the date on which the strike will occur.

The Employer is subject to a similar requirement before it may commence a Lockout.

Issuing a Strike Notice would not mean that members immediately stop working. Unless and until strike action actually begins, members must continue reporting for work and following all lawful instructions, unless the Union advises otherwise.

Does issuing strike notice guarantee there will be a strike?

No.

A Strike Notice would create the legal ability to commence strike action on the date identified in the notice (August 2nd). It would not prevent the parties from continuing to negotiate or reaching a settlement before that date.

A Tentative Agreement could still be reached during the notice period. The Union could also determine that strike action should not begin if circumstances at the bargaining table materially change.

However, a Strike Notice should not be viewed as symbolic. It is formal notice that the Union is prepared to commence strike action if a fair settlement is not reached.

Can bargaining continue after a Strike Notice is issued?

Yes.

The obligation to bargain collectively does not end because a Strike Notice has been issued. Bargaining, mediation, and the exchange of proposals may continue throughout the notice period.

The objective remains to reach a fair negotiated settlement. Issuing strike notice would increase pressure at the bargaining table, but it would not replace bargaining.

Can the strike date be changed?

The date cannot simply be moved unilaterally while relying on the original notice.

Under section 87.2(3), if no strike begins on the date identified in the notice, the Union must generally provide a new notice of at least 72 hours before commencing strike action on a later date.

The exception is where the Union and the Employer agree otherwise in writing.

In practical terms, this means that the Union would not be legally required to strike merely because notice was issued. However, if the strike did not commence on the stated date, a new notice would normally be required before strike action could begin later.

What other legal requirements must be met?

A Strike Notice is only one part of the legal process.

Section 89 of the Canada Labour Code provides that a lawful strike cannot be declared or authorized unless the statutory requirements have been met.

These include:

notice to bargain having been given;
the parties having bargained but failed to reach or revise a collective agreement;
the conciliation process having occurred;
the 21-day cooling-off period having expired;
any required maintenance-of-activities process having been completed;
a valid strike vote having been conducted; and
the required strike notice having been provided.

Under section 87.3, a strike vote must generally have been held within the previous 60 days. The Union and the Employer may agree in writing to extend that period.

What could happen after notice is issued?

Several outcomes would remain possible.

A Tentative Agreement is reached
The Union and the Employer may reach a Tentative Agreement before strike action begins.
If that occurs, the Bargaining Committee will communicate what has been agreed to, whether any planned strike action has been suspended or withdrawn, and the process for member ratification.Members should not assume that any announcement, rumor or Employer communication changes their reporting obligations. Clear direction will come directly from the Union.
Bargaining continues
The parties may continue negotiating throughout the notice period.
If the strike does not commence on the date stated in the notice, the Union would generally need to issue a new 72-hour notice before beginning strike action later, unless the parties have agreed otherwise in writing.
The Union commences strike action
If a settlement is not reached, the Union may commence lawful strike action on the date identified in the notice. Members would receive clear instructions from the Union regarding when the strike begins and what is expected of them.
The Employer issues lockout notice
The Employer may also issue at least 72 hours’ notice of a lockout once the legal requirements under the Canada Labour Code have been satisfied.
A lockout is initiated by the Employer.
A strike is initiated by employees through their Union.

If a strike begins, does bargaining end?

No.

Bargaining can continue during a strike or lockout. The parties may continue meeting, exchange proposals, and working with mediators while economic pressure is being applied.

A strike is not the end of negotiations. It is part of the legal bargaining process and is intended to create pressure toward a settlement.

What should members do now?

Continue reporting for work and performing your duties as scheduled up until the Strike Deadline of August 2nd unless the Union gives you different instructions.

Continue monitoring official Union communications and ensure your contact information is current.

Do not rely on rumours, unofficial social-media posts, or speculation about when a strike might begin, whether strike action will proceed, or whether a settlement has been reached. Members should rely only on Official Union Communications for updates and instructions.

Our focus

No decision to issue strike notice should ever be treated lightly.

If the Bargaining Committee determines that notice is necessary, it will be because we believe that step is required to advance members’ priorities and secure a fair collective agreement.

Our objective remains a negotiated settlement. At the same time, meaningful bargaining requires both parties to understand that the Union is prepared to exercise the legal mandate members have provided if a fair agreement cannot be reached.

You will receive clear instructions directly from your Union before any change to your work obligations occurs.

In solidarity,

Your WestJet Mainline Bargaining Committee

Chris Amaddeo 2026-07-30 Chris Amaddeo 2026-07-30

Lockout Notice Issued

Dear Members,

This evening, your Bargaining Committee issued 72-hour strike notice after determining that, despite progress at the bargaining table, the parties remained too far apart to reach a tentative agreement that could be brought forward to the membership.

Shortly thereafter, the Company issued its own 72-hour lockout notice.

Bargaining is continuing, and your Bargaining Committee will remain at the table and continue working around the clock to bridge the remaining gaps. A tentative agreement can still be reached at any time before either notice takes effect.

We will continue to keep you informed as negotiations progress. Until then, please rely only on official communications from CUPE Local 8125 for bargaining updates and direction.

In solidarity,

Your WestJet Mainline Bargaining Committee

Click Here for the Lockout Notice

Chris Amaddeo 2026-07-30 Chris Amaddeo 2026-07-30

Strike Notice Issued

Dear Members,

Tonight, the WestJet Mainline Bargaining Committee formally issued strike notice.

While progress was made during bargaining today, the parties remain too far apart on several key issues to reach a tentative agreement that your Bargaining Committee could responsibly recommend to the membership.

As a result, strike notice has been issued in accordance with the Canada Labour Code. This is a significant step in the bargaining process, but it does not bring negotiations to an end. Bargaining will continue, and both parties remain committed to reaching an agreement at the table.

Your Bargaining Committee remains fully committed to negotiating a fair collective agreement that meaningfully recognizes the work, responsibilities, and professionalism of Cabin Crew. We will continue working around the clock to bridge the remaining gaps and secure an agreement that can be confidently brought forward for your consideration.

We know members are looking for certainty, and we remain focused on achieving that outcome through continued negotiations. Should there be any significant developments, you will hear directly from your Union.

In solidarity,

Your WestJet Mainline Bargaining Committee

Click Here for the Strike Notice

Chris Amaddeo 2026-07-29 Chris Amaddeo 2026-07-29

Bargaining Update #32: Conclusion of The Cooling-Off Period

Dear members,

As we approach the end of the cooling-off period on August 1st, we want to provide members with an update on the status of bargaining. Your Bargaining Committee continues to work diligently on your behalf to achieve a Tentative Agreement at the table. While there are still several outstanding articles to resolve, gains are being made through ongoing discussions, as the committee continues to reinforce the key priorities that are important to our membership.

MONETARY EXCHANGES

The Company presented its most recent monetary proposal on Monday, July 27. This marked the second comprehensive package in response to the Union's previous pass on July 3. This continued to miss the mark to address our members' highest priorities but provided the framework for the Bargaining Committee to reevaluate and subsequently respond yesterday in a little over 24 hours.

Members may remember our "This is My Why" postcard drive from last fall, allowing members to write a short message expressing why CA2 is so important to them. These hundreds of cards were delivered to the Company to drive home the resounding messages straight from members to directly to not only the Company's bargaining team, but directly to our Robert Antoniuk, Vice-President - Inflight, Diederik Pen, President and Chief Operating Officer, and Jacqui McGillivray, Executive Vice President and Chief People Officer.

These impactful messages speak volumes above the voices of just the committee at the bargaining table. Thank you to all those who participated in allowing us to use this powerful tool at this critical juncture of this process.

COMMUNICATION/DIRECTION FROM THE LOCAL

As we move closer to the possibility of a strike notice being issued, it is important that all members pay close attention to official Union communications. During recent labour disputes across Canada, one of the most common challenges has been confusion about where members should obtain information and direction.

Throughout this process, your only source of official direction will be your Union. While the Company, media, social media, and other sources may share information or speculation, members should rely exclusively on official communications issued by CUPE Local 8125 through email, our website, and our official social media channels.

Receiving timely, accurate information from a single trusted source will help ensure that all members act consistently, remain informed, and protect both themselves and our collective position.

OUR COMMITMENT

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

In Unity,

Your WestJet Mainline Bargaining Committee

Chris Amaddeo 2026-07-28 Chris Amaddeo 2026-07-28

Bargaining Update #31: Wind Down Agreement Reached

Dear Mainline Members,

Over the past several days, we have heard from many of you with questions and concerns about what could happen if you are away from your home base should a legal strike or lockout occur.

We also recognize that the Company has introduced flexible booking options for guests and advised that flight cancellations could begin as early as later this week. We know these announcements have created additional uncertainty for both our members and the travelling public.

Throughout this process, we have remained mindful of the impact any labour disruption may have on our guests. Cabin Crew care deeply about the people they serve, and we know many Canadians have recognized that our objective has never been to create disruption, but to secure a fair collective agreement. That commitment to professionalism and to treating guests with respect has earned significant public support throughout this campaign.

At the same time, our resolve has not changed. We remain fully prepared to exercise our legal rights if that becomes necessary, while continuing to work toward a negotiated agreement that avoids unnecessary disruption for everyone.

Our Bargaining Committee remains fully focused on reaching a tentative agreement at the bargaining table. A negotiated settlement remains our priority and continues to be the best outcome for our members.

At the same time, responsible preparation means planning for every possible outcome. As part of that preparation, we are pleased to advise that the Union and the Company have now signed an Operational Wind-Down Agreement.

CLICK HERE TO READ THE SIGNED WIND DOWN AGREEMENT

A copy of this agreement will also be made available on the Cabin Crew Device.

Why is this agreement important?

Following significant advocacy by the Union, this agreement establishes the process for winding down flight operations should a legal strike or lockout occur. It is important to understand that this agreement is not intended to continue normal Company operations during a labour dispute.

Rather, its purpose is to ensure an orderly and safe wind-down of the operation by returning aircraft, guests, and crew to Canadian airports before operations are suspended. It also provides a framework for managing irregular operations that may arise in the hours leading up to the commencement of legal job action, including situations where Cabin Crew are already away from their home base.

This agreement was not automatic. Throughout these discussions, the Union pressed the Company to establish clear protections for Cabin Crew who may find themselves away from base. We believe the Company has an ongoing duty of care under the Canada Labour Code and felt it was important to secure a written agreement that provides greater certainty for members.

This agreement is particularly important for Cabin Crew. Unlike the pilot group, Cabin Crew do not have jumpseat access and would not have access to interline travel benefits during a labour dispute. In practical terms, aircraft could be repositioned by pilots while Cabin Crew remain away from their home base, potentially leaving members stranded in various locations across the network for an undetermined period with few practical options to return home.

For that reason, your Bargaining Committee negotiated a clear process to protect members should a legal strike or lockout occur. This was not about assisting the Company's operational plans. It was about ensuring that our members are treated fairly and are not left to navigate an uncertain and potentially unsafe situation on their own.

Throughout this round of bargaining, we have been clear that our objective is to reach a fair collective agreement, not to create disruption for its own sake. That approach has earned the support of the travelling public and demonstrates to Canadians and to government that we are acting responsibly while exercising our legal rights. If a labour dispute becomes necessary, we will exercise those rights with resolve, but we will do so in a manner that protects our members and reflects the professionalism Cabin Crew demonstrate every day

What does the agreement provide?

If a legal strike or lockout occurs:

Cabin Crew who are operating a flight when job action begins will complete that flight to its scheduled destination. Please refer to the flowchart below for a complete list of scenarios that Cabin Crew may encounter.
Members who are mid-pairing may be required to operate or deadhead additional flights solely for the purpose of winding down the operation by returning aircraft, crew, and guests to Canadian airports of scheduled Company operation.
If the Company cannot immediately return a member to their base, members will either:
- receive hotel accommodation in their last destination city for up to seven (7) days (or until the labour dispute ends, whichever occurs first); or
- be provided Company-operated transportation to another Canadian city, subject to seat availability.
The applicable provisions of the Collective Agreement, including compensation and scheduling, continue to apply while members are completing the operational wind-down.
Members remaining in hotel accommodation under this agreement will continue to receive contractual per diem for up to seven (7) days or until the labour dispute concludes, whichever occurs first.

CLICK HERE TO SEE THE FLOW CHART EXPLAINING THE WIND DOWN AGREEMENT

While this agreement provides important protections, it does not replace the support your Union will provide. We know that being away from home during a labour dispute has been one of the membership's biggest concerns. Union representatives will remain available throughout any labour dispute to answer questions, provide assistance, and support members who find themselves away from base.

The Company was not prepared to agree to any further commitments regarding members who may remain away from their home base beyond the provisions contained in this agreement. As a result, if additional assistance is required, the Union, together with CUPE National, will work to help members identify appropriate solutions based on the circumstances at the time.

That said, it is important that members understand there are practical limits to what can be arranged during a labour dispute. If you are travelling internationally or are scheduled to be away from your home base as a potential labour disruption approaches, we strongly encourage you to govern yourselves accordingly and consider the potential implications when making personal decisions. While your Union will continue to advocate for and support members throughout any labour dispute, individual planning and preparation will also be essential.

Continue to Be Prepared

Although this agreement provides additional certainty, members should continue preparing for the possibility of operational disruptions.

We encourage members who are working in the coming days to:

Pack additional clothing suitable for different climates in case you remain away from base longer than expected or are in a different layover city than scheduled.
Bring adequate toiletries and personal items.
Ensure you have sufficient prescription medications and other medical necessities.
Have access to emergency cash and/or available credit.
Carry not only your physical passport, but copies (physical or electronic) of your passport and other important travel documents.
Consider ensuring you have access to an international phone plan or another reliable means of communication while travelling.
Be prepared for pairing cancellations, flight cancellations, schedule changes, and possible reassignments before any labour dispute begins.
Members on reserve should also be prepared for the possibility of reserve extensions.
Consider alternative transportation to and from the airport, as we cannot confirm whether Company-issued parking privileges will remain available during a labour dispute.
Commuting members should remember that any Company transportation may be to their assigned base, not necessarily domicile.
Remove personal belongings from Company property and avoid relying exclusively on Company systems such as your CCD or crew rooms, as access may be restricted during a labour dispute.

Looking Out for One Another

One of the most encouraging developments throughout this process has been seeing members step forward to support one another. We have received countless offers from members willing to open their homes to colleagues who may find themselves stranded away from base.

That spirit of solidarity reflects the very best of our profession. As Cabin Crew, adapting to changing circumstances is something we do every day. Your resilience, professionalism, and commitment to one another will continue to serve us well should we face these challenging circumstances together.

Our hope remains that this agreement is never needed. Our focus continues to be on achieving a fair tentative agreement at the bargaining table. When additional information becomes available, we will continue to communicate openly and ensure members have the information they need every step of the way.

In Unity,

WestJet Mainline Bargaining Committee

Chris Amaddeo 2026-07-25 Chris Amaddeo 2026-07-25

Bargaining Update #30: Progress, Preparation, and Next Steps

Dear Members,

As negotiations continue through the cooling off period, your Bargaining Committee remains fully engaged at the bargaining table, focused on reaching a fair collective agreement that reflects the priorities you identified.

Since the last time we reported reaching Tentative Agreements on July 9, the parties have continued exchanging proposals across many collective agreement articles. Much of this work has involved resolving complex issues that require careful discussion and refinement. The parties concluded today's bargaining session by reaching Tentative Agreement on several additional articles.

Each Tentative Agreement narrows the outstanding issues and allows both parties to focus their efforts on the remaining priorities.

Both parties have also agreed to continue bargaining throughout the weekend, ensuring every opportunity is used to reach a comprehensive Tentative Agreement.

Articles signed off:

Article 28 – Uniforms (with an attached LOU)
Article 32 – Health and Safety
Article 35 – Reserve
Article 37 – Hotels and Transportation
Article 38 – Commuting

These fundamental articles of our agreement position us well as we move through the remaining articles of our agreement.

Repatriation Concerns

The possibility of being away from home base on a pairing in the event of job action remains a significant issue for the Union.

The Bargaining Committee and the Union Executive continue to work with the Company to address these scenarios and develop clear processes for how they would be managed, should they become necessary. These discussions remain ongoing. Additional information will be provided to members as soon as the information becomes available.

While our priority remains reaching a negotiated agreement at the bargaining table, we also have a responsibility to prepare for every potential outcome. That includes ensuring members have the information, guidance, and resources they need to make informed decisions should job action occur.

We recognize the uncertainty this creates for members. We appreciate your continued patience and unity as this work continues.

Our Commitment

We encourage all members to regularly visit the Job Action Headquarters section of the Union website, where key bargaining updates, strike resources, frequently asked questions, and other important information will continue to be posted as it becomes available.

Please also encourage other members to stay informed by following the Union's official communications and social media channels during this critical stage of negotiations.

In Unity,

WestJet Mainline Bargaining Committee

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

Chris Amaddeo 2026-07-23 Chris Amaddeo 2026-07-23

Bargaining Update: Negotiations Continue

Dear Members,

Since returning to the bargaining table on Monday, July 20, 2026, your WestJet Mainline Bargaining Committee has been bargaining with the Company every day and will continue to do so until further notice. Our days have been spent in negotiations with the Company, meeting with the federal mediation team, engaging with government representatives, and working through proposals both at and away from the bargaining table.

Every day is focused on one objective: reaching a Tentative Agreement that reflects the priorities you identified throughout this round of bargaining.

As part of this process, the WestJet Mainline Bargaining Committee and Company also met this morning to discuss a potential wind-down protocol. These discussions are a normal and responsible part of the collective bargaining process at this stage and ensure that both parties are prepared for every possible outcome while negotiations continue. Preparing for those possibilities does not change our commitment to reaching a negotiated settlement at the bargaining table.

One of our priorities throughout these discussions has been minimizing the impact on our guests and our members. As Flight Attendants, we are the face of WestJet, and we recognize the importance of ensuring that, wherever possible, guests are cared for as we navigate this dispute. The Company has begun communicating directly with guests regarding flexible cancellation options before the Union provides further details to members.

Once a wind-down agreement has been finalized, we will update our website and communicate the details to the membership as quickly as possible. We know many members have questions about what would happen if a strike were to occur, and we are committed to providing clear and timely information as soon as an agreement has been reached.

We appreciate your patience as we continue negotiating our second Collective Agreement while simultaneously preparing for every possible outcome, including a wind-down of operations and, hopefully, a stand-down should a Tentative Agreement be reached.

If you have strike-related questions, we ask that you first visit the Job Action Headquarters section of our website, where we continue to add information and resources as they become available. If you cannot find the answer to your question, please email strike@wjcomponent.ca, or complete the form. Your questions help us identify areas where members need additional information, allowing us to update our website, FAQs, and future communications to better support everyone throughout this process.

If your questions relate to operational matters or issues that fall within Company management rights, we encourage you to first raise them with your Development Performance Manager. As these discussions continue, it is important that the Company also hears directly from employees about the issues affecting them. Those conversations help inform the operational wind down negotiations taking place alongside bargaining.

Thank you for your continued professionalism and patience. Your WestJet Mainline Bargaining Committee remains fully committed to securing an agreement that reflects the value of the work you perform every day.

In Unity,

WestJet Mainline Bargaining Committee

Chris Amaddeo 2026-07-19 Chris Amaddeo 2026-07-19

Bargaining Update - Special Mediator Appointed

Dear Members,

As members are aware, we entered the 21-day cooling-off period on July 12. During this period, bargaining continues and your Bargaining Committee remains focused on securing the improvements that you have made clear are necessary.

On July 15, Patty Hajdu, P.C., M.P., Minister of Jobs and Families exercised her authority under subsection 105(1) of the Canada Labour Code to appoint Peter Simpson, Director General of the Federal Mediation and Conciliation Service (FMCS), as an additional Special Mediator to our negotiations.

Mr. Simpson will join the existing federal mediation team of Kimberley Cunha Bellem and Michelle D. Glubrecht, who were appointed initially during conciliation to assist the parties throughout the bargaining process.

What is a Special Mediator?

Subsection 105(1) of the Canada Labour Code allows the Minister to appoint a Special Mediator to assist the parties during collective bargaining. In this role, Mr. Simpson will work alongside the existing federal mediators to facilitate discussions, explore potential solutions, and support the collective bargaining process as negotiations continue.

The appointment of a Special Mediator is one of several tools available under the Canada Labour Code and forms part of the federal collective bargaining framework.

Your Bargaining Committee will continue to meet, bargain, and advance the priorities established by the membership. Our focus remains on achieving a collective agreement that recognizes the value of the work you perform every day.

We also recognize that developments like this often generate questions and speculation. As bargaining progresses, we encourage members to rely on official communications from CUPE 8125 for updates. Should there be any meaningful developments, you will hear them directly from us.

As always, we remain committed to keeping members informed throughout every stage of this process.

In Unity,

Your WestJet Mainline Bargaining Committee.

Chris Amaddeo 2026-07-15 Chris Amaddeo 2026-07-15

Strike Vote Results

Dear Members,

Thank you.

The strike vote has now concluded. We want to sincerely thank every member who took the time to participate in this historical vote. Your engagement demonstrates the strength of our membership and the commitment our members have to shaping the future of our profession.

Strike Vote Results

Member Turnout: 97.3%

99.4% (YES) voted to grant your Bargaining Committee a strike mandate.

0.6% (NO) were opposed.

This strong mandate sends a clear message that WestJet Flight Attendants stand united behind the priorities we've been fighting for throughout bargaining. This vote has set the record for the highest turnout ever for our union.

What Happens Next?

A strike mandate does not mean strike action will begin immediately.

Our priority remains exactly where it has always been negotiating the strongest possible collective agreement one that reflects the priorities of our membership, recognizes the professionalism and value of WestJet Flight Attendants, and strengthens our profession for the future.

This mandate provides your Bargaining Committee with an important legal tool should it become necessary, while we continue working toward a negotiated agreement.

Stay Informed

As bargaining continues, we'll keep members informed every step of the way. Please stay tuned to all member emails, the wjcomponent.ca website as well as through our Facebook and Instagram accounts.

This vote was about more than authorizing a strike mandate; it was a demonstration of the unity, professionalism, and resolve of WestJet Flight Attendants.

This, combined with the monumental turnout for our informational pickets in Calgary, Toronto and Winnipeg saw a total of over 600 flight attendants standing in unity at this critical phase of the bargaining process.

Thank you again for the confidence you have placed in your Bargaining Committee. Armed with this strong mandate, we will continue advocating for the priorities you've identified and working to achieve the collective agreement our members deserve.

Every member has a voice.

Every vote matters.

Together, your participation will help determine our strength moving forward.

“Standby for further Instructions”

In Unity,

Your WestJet Mainline Bargaining Committee.

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

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

Dear Members,

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

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

What This Means

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

During this period:

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

What This Means for You

There are no immediate changes to your work.

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

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

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

Our Focus

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

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

Questions & Answers

What triggered the cooling-off period?

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

How long does the cooling-off period last?

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

Can bargaining still happen during this time?

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

Can a strike or lockout happen now?

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

What happens when the 21 days are over?

Once the cooling-off period ends:

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

What steps need to happen before a strike could occur?

Before any strike action:

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

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

Does this mean a strike is going to happen?

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

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

Can the government intervene in this process?

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

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

What should I be doing right now?

The most important things are:

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

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

In Unity,

WestJet Mainline Bargaining Committee

Chris Amaddeo 2026-07-09 Chris Amaddeo 2026-07-09

Bargaining Update #29: Completion of Conciliation and the Beginning of the Cooling Off Period

HIGHLIGHTS

Bargaining progress continues, but significant gaps remain
Negotiations are moving from conciliation to mediation
Union priorities remain unchanged
Several articles have been finalized
Strike vote is underway
Bargaining and mediation will continue through the cooling-off period

Dear Members,

Our final week of the conciliation period in Calgary has left us with mixed results. While not on the officially signed off list below, we were able to complete the majority of the work on two of the most substantial articles of our Collective Agreement, there still remain substantial gaps on many others.

Our package-based approach reflects our commitment to exploring every available avenue to achieve meaningful gains at the bargaining table. We continue to be creative, strategic, and solution-focused in our efforts, ensuring no opportunity is overlooked as we work toward securing the strongest possible collective agreement for our members.

Throughout the conciliation process, the Bargaining Committee has remained fully committed to and available for continued negotiations. Our focus continues to be on reaching a fair collective agreement through meaningful discussions that address the priorities of our members.

With conciliation now concluded, we anticipate hearing from the Federal Mediation and Conciliation Service (FMCS) regarding the appointment of mediators to assist the parties during the statutory cooling-off period. Should mediators be assigned, they will continue to support discussions between the parties in an effort to help resolve outstanding issues and facilitate a negotiated settlement.

Our Bargaining Committee remains ready to meet at any time and is committed to making every reasonable effort to achieve a fair collective agreement at the bargaining table.

Our over-arching priorities have not changed. We are seeking to achieve an industry-leading Collective Agreement that recognizes our value, respects our time, and one that aims to combat a decades-old payment structure that has eroded our overall worth.

Articles Signed Off:

Article 12 – Union Management Relations
Article 47 – Layoff and Recall

We have also agreed to two additional Letters of Understanding (LOUs) that relate directly to articles listed above. We cannot understate the value of LOUs achieved through the bargaining process, as they capture gains for members either immediately or throughout the life of the agreement

Job Action Information

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

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

Strike Vote

This past Wednesday, your Bargaining Committee approached all members to support us at the table with a strike vote. A strong strike mandate is a critical tool for the committee at this stage, as it shows our members’ resolve in achieving a fair contract.

This is a pivotal moment in our Local’s history. We will show the Company that our unity is our greatest strength.

Members who have not received their ballot can click here to ensure that their voice is heard. Please note: response to the form can take up to 48 hours. The Strike vote closes at 9:00am MT on 15 July!

What Comes Next

Once we have received confirmed future dates with the Employer, we will share them with the membership.

Our Commitment

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

What You Can Do and How You Can Support Your Bargaining Committee

Wear your Red Campaign lanyards.
Vote yes to authorize your Bargaining Committee to call a strike, if required.
Visit wjcomponent.ca/jobaction if you have questions about the process.
Continuing to work as scheduled.
Wear your Union pin.
Display your Unpaid Work Won't Fly luggage tag.
Participate in upcoming Informational Pickets:
- Sunday, July 12 – YYZ
- Tuesday, July 14 – YYC
Like, follow, and share the Local's social media.
Stay informed through official Union communications.
Reach out to your Bargaining/MESC Committee members if you have questions or concerns.

In Unity,

WestJet Mainline Bargaining Committee

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

Strike Vote Information - How To Cast Your Ballot

Dear Members,

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

Voting Period

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

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

Watch Your Email

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

That email will contain:

A secure link to the voting platform

Your unique voting credentials

Instructions on how to access your ballot

Casting Your Ballot

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

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

You will be asked:

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

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

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

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

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

Before Voting Opens

We encourage all members to:

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

Watch your inbox when voting opens.

Vote early rather than waiting until the final day.

Stay Informed

Official strike vote information will be shared through:

WJComponent.ca

WestJet Component Social Media

Member Email Communications

Member Engagement and Strike Committee (MESC)

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

Your vote matters.

Together, we determine our path forward.

In Unity,

WestJet Bargaining Committee

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

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

Dear Members,

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

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

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

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

Why Are We Requesting a Strike Mandate?

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

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

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

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

Why Your Vote Matters

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

Strike Vote Details

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

What to Expect

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

Over the coming days, we'll provide:

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

Official Sources of Information

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

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

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

Make Your Voice Heard

This is your union.

This is your collective agreement.

This is your vote.

This is our time.

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

Your vote matters.

Together, we determine our path forward.

In Unity,

WestJet Bargaining Committee

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

Bargaining Update #28: 8 Days Remaining in Conciliation

Dear Members,

QUICK SUMMARY

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

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

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

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

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

Where We Stand

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

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

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

Conciliation Dates

For quick reference, the remaining conciliation dates are:

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

What Comes Next

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

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

WestJet operations continue as normal.

Bargaining may continue,

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

Member engagement and mobilization activities will increase.

What You Can Do

As bargaining continues, members can support the process by:

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

Our Commitment

How You Can Support Your Bargaining Committee

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

In Unity,

WestJet Mainline Bargaining Committee

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

Bargaining Update #27: 15 Days Remaining in Conciliation

Dear Members,

At a Glance

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

Where Things Stand

We now have 15 days remaining in conciliation.

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

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

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

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

Conciliation Dates

For quick reference, the remaining conciliation dates are:

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

Your Priorities at the Table

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

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

Job Action Information

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

What Comes Next

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

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

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

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

What You Can Do

As bargaining continues, members can support the process by:

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

Our Commitment

How You Can Support Your Bargaining Committee

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

In Unity,

WestJet Mainline Bargaining Committee

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

Mainline Bargaining Update #26: Week Five of Conciliation

Dear Members,

QUICK SUMMARY

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

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

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

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

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

Company passes:

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

Union Passes:

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

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

Upcoming Conciliation Dates

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

How You Can Support Your Bargaining Committee:

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

Article Tracker:

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

CLICK HERE TO VIEW THE ARTICLE TRACKER

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

In the Jumpseat Podcast:

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

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

In Unity,

WestJet Mainline Bargaining Committee