WestJet Bargaining Committee

Bargaining CA2: Your Voice, Our Strength

Welcome to the central hub for all information regarding the upcoming collective bargaining negotiations for your next agreement with WestJet Mainline. We are committed to keeping you informed every step of the way as we work towards securing a fair and equitable contract that reflects the hard work and dedication of our WestJet Component (CUPE 8125) members.

This page will be your go-to resource for updates, important documents, and opportunities to engage in the bargaining process. We believe in transparency and member involvement, and we encourage you to check back regularly for the latest news.

Get Involved

Your participation is crucial! As we move closer to and through negotiations, there will be opportunities for you to get involved and show your support. Stay tuned to this page and the bargaining blog for information on how you can contribute to achieving a strong collective agreement.

We are stronger together. Stay informed, stay engaged, and stand with your Bargaining Committee.

CUPE National Bargaining Policy
Negotiations Tracker

THE WESTJET MAINLINE COLLECTIVE AGREEMENT HAS BEEN EXPIRED FOR:

UNDERSTANDING THE BARGAINING PROCESS

We are currently in the CONCILIATION stage of bargaining.
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1. Preparations & Notice

Your committee reviews member surveys to build core demands. Once Notice to Bargain is served, a "Statutory Freeze" locks your contract terms so the company cannot make unilateral changes.

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2. Negotiations

Face-to-face table talks where proposals pass back and forth. If progress stalls on key priorities like scheduling or compensation, the process moves to the legal dispute framework.

3. Conciliation

Government assigned conciliation officers steps in to help bring the Union and Company closer to a deal This phase has a strict 60-day mandate unless it is mutually agreed to be extended. No strike or lockout action can legally take place during this window.

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4. 21-Day Cooling-Off

A 3-week buffer period after conciliation ends. It is a final window under the Canada Labour Code once conciliation has ended. Note: the Company and Union can continue to negotiate if mutually agreed during this period. Members continue to fly under normal terms here.

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5. Job Action

At any point the Union can ask the membership for a job action vote. The result is valid for 60 days. The Union must give 72-hours' notice prior to Job Action and this can be issued in the last 72-hours of the Cooling Off Period. This is a procedural tool to show collective strength and apply pressure to the company.

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6. Ratification Vote

The ultimate destination is a strong Tentative Agreement. The membership reviews the full package and votes. If the majority votes 'Yes', the new collective agreement officially takes effect. If the membership votes no, we may end up back at the table or in Arbitration (pending various circumstances). 

Bargaining Timeline

A timeline to help members visualize the legal bargaining process under the Canada Labour Code.

Current Status: Conciliation

The Union remains committed to reaching a fair deal at the table. Reaching a legal strike position is a procedural step and does not mean a strike or lockout will automatically occur.

Notice: All dates are projections based on current filings and are subject to change.

Last Updated: May 14, 2026
Click Here to View Full Bargaining History & Projections

Early 2025

Preparations Began

The Union began internal preparations for this round of bargaining to establish key priorities for the WestJet Mainline crew. Key milestones included:

  • April 2025: Bargaining Preparation Town Halls were held to share general information about the bargaining process.
  • May 2025: Democratic elections were held to form the Bargaining Committee.
  • June 2025: The Bargaining Priorities Survey was conducted to finalize our core demands. Further surveys were released specific to Seniority and Reserve.

September 16, 2025

Notice to Bargain Issued & Statutory Freeze Begins

CUPE Local 8125 officially served the employer with a notice to bargain. Under the Canada Labour Code, this filing triggers a Statutory Freeze, ensuring that no terms or conditions of employment can be changed by the employer without Union consent while negotiations are underway.

September 22, 2025

Negotiations Commenced

Direct negotiations between the Union and WestJet Mainline officially began, focusing on core membership demands including fair pay for all time worked.

December 31, 2025

Collective Agreement Expiry

The previous collective agreement officially reached its expiration date. However, due to the ongoing Statutory Freeze, all rights, wages, and working conditions remain in full force and effect. This protection continues until the parties reach a new agreement or a legal strike/lockout position is attained.

April 27, 2026

Notice of Dispute Filed

Following a lack of progress on core issues, the Union filed a Notice of Dispute (Conciliation) with the Federal Minister of Labour to move the process into the next legal phase.

May 12, 2026

Conciliation Officers Appointed

The Federal Minister of Labour has appointed Michelle D. Glubrecht and Kimberley Cunha-Bellem as Conciliation Officers. This appointment officially begins the initial 60-day conciliation period under the Canada Labour Code.

~July 11, 2026*

Conciliation Ends

The 60-day conciliation mandate concludes. If a tentative agreement is not reached by this date, a mandatory 21-day "cooling-off" period begins before any legal job action can occur.

*Potential for Extension: While this is the statutory end date, the Union and Employer may mutually agree to extend the conciliation period. Any such extension would move the subsequent cooling-off period and legal strike/lockout dates back accordingly.

~Late July/Early August*

Earliest Legal Window for Job Action

If no agreement is reached by the end of the mandatory cooling-off period, this is when a legal strike or lockout position becomes possible** under the Canada Labour Code. However, this is not a deadline.

Our priority remains reaching a fair contract through constructive dialogue. If talks are moving in the right direction, both parties can agree to keep bargaining well past this date without any disruption to operations.

* Why this date might change:

  • Constructive Talks: If we are making progress, the Union and the Employer can mutually agree to extend the process.
  • Procedural Requirements: Any job action would still require a 72-hour notice (which could be served as early as July 30) and a valid membership strike mandate.
  • A Tool, Not a Target: Reaching a legal position is a standard part of the bargaining process designed to encourage a final settlement; it does not mean a strike or lockout will automatically occur.

** Legal Requirements:

For any job action to occur on or after this date, the following must be completed:

  • A strike vote must be conducted with a majority mandate from the membership within the previous 60 calendar days.
  • A formal 72-hour notice must be provided to the other party and the Minister of Labour.

In the Jumpseat Podcast

The In the Jumpseat Podcast is a new and valuable resource available on popular platforms such as Spotify, Apple Podcasts, and YouTube. This podcast is dedicated to providing our membership and other listeners with clear, concise, and informative discussions about what is happening in the bargaining room, along with other important topics and educational content. Specifically designed for WestJet Cabin Crew Members, it offers timely updates on negotiation progress, union initiatives, and critical workplace issues. By keeping members well-informed and connected, the podcast fosters active engagement throughout every stage of the bargaining process.

Your Bargaining Committee:
Advocating for You!

Your elected Bargaining Committee is comprised of dedicated union members who will represent your interests at the negotiating table. They have volunteered their time and expertise to advocate for the best possible outcome for all of us. Get to know the individuals who will be working tirelessly on your behalf:

  • 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

Missed Our "Bargaining Learning Series"?

If you were unable to attend our "Bargaining Learning Series" Teams event, you can now watch the recording here. This informative session provided valuable insights into the bargaining process, answered frequently asked questions, and offered an opportunity to learn more about how your collective agreement is negotiated. We encourage all members to watch this recording to gain a better understanding of what lies ahead.

Bargaining Blog: Stay Up-to-Date

Go to Bargaining Blog

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

Most Recent Communications:

Featured
Mainline Bargaining Update #22: Week One of Conciliation
Mainline Bargaining Update #21 - Conciliators Assigned
Mainline Bargaining Update #20 - Week 20 of Negotiations
Mainline Bargaining Update #19 - Notice of Dispute Issued

Rumour Busting:

We are in active negotiations and will continue to work towards reaching a deal at the table. Should job action be contemplated, further communications will be released to the Membership. The Union always recommends that you seek clarity directly. Please remember we are NOT in a strike position. This is to clarify the any misinformation online in regard to what strike pay would be, how it’s paid and where it comes from. We felt it prudent to advise and inform all members so they were aware, and it can be clarified.

As always, if you require further information, please reach out at wjcomponent.ca/contact.

Q: What is the CUPE National Strike Fund?

  • CUPE National puts aside 5% of any per capita tax (Union Dues) for strike benefits, campaigns to avert strikes.

Q: When does strike pay begin?

  • A member who is entitled to strike benefits under Strike Fund Regulations shall receive strike pay beginning on the first day of the strike.

Q: How much money does a member receive while out on strike?

Information in the CUPE National Strike Pay:

National Strike fund provisions:

  • Week 1-5 of the strike, maximum strike pay is $350 for a minimum of 20 hours of picketing or completing other assigned duties.

  • Week 6-11 of the strike, strike pay is increased to $375 per week, for a minimum of 20 hours of picketing or completing other assigned duties.

  • Week 12 - 15 of the strike, strike pay is increased to $400 per week, for a minimum of 20 hours of picketing or completing other assigned duties.

  • Week 16+ of the strike, strike pay is increased to $450 per week, for a minimum of 20 hours of picketing or completing other assigned duties.

Note: The normal strike schedule is 5 days a week, 4 hours per day.

Information in the Airline Division Strike Pay:

  • The Division Defence Fund shall pay benefits of $30.00 per day, up to a maximum of $150.00 per week, in addition to the CUPE Strike Fund entitlement for the first six months of a work stoppage.

  • In the event of a work stoppage progressing beyond six months, the Council of Presidents has the discretion to increase its contributions to striking or locked out members by up to $50.00 per week.

  • Benefits will be paid in the case of a strike or lockout recognized by the CUPE National Strike Fund Regulations for the duration of the work stoppage or until Division funds are depleted.

What does a member have to do to be entitled to strike pay?

To be eligible for strike benefits, a member must fulfill the following requirements:

  1. be in good standing, according to the CUPE Constitution, before a strike begins. For the purpose of this provision, a Rand Formula (Union dues) payee who makes regular contributions to the Strike Fund is considered to be a member in good standing;

  2. complete and sign a Strike Pay Application in the form provided by Picket Captain

  3. been on the active payroll of the employer who is subject to the strike action at the beginning of the strike; and,

  4. participate in the strike by performing assigned strike duties for at least 20 hours per calendar week. However, when deemed appropriate by the Strike Benefits Committee, and when approved by the National Secretary-Treasurer, schedule and hours of picketing can be designed differently to reflect the workplace and/or accommodate a member or group of members.