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Presented to Unifor BCRC on October 23 by President, Karen Berry to BC Unifor Local Unions and Leaders on October 24, 2025
BC Leadership Meeting Local Union Report
NUMBER OF ACTIVE GRIEVANCES
Step 1 – 5
Step 2 – 2
Referred to Arbitration - 2
Since our last council meeting, Local 531 has been very active in many initiatives and activities. We officially opened our first union office at YYC on May 27, with great support from National staff. It’s been a big success — members love having a physical space to connect with their union. Along with that, we’ve been focusing on new ways to engage members: our bi-monthly virtual coffee chats have created a casual space to talk about issues, ask questions, and share updates. Attendance is slowly growing, which is encouraging. We also launched our newsletter, Solidari-Tea, and we’re using QR codes in the bases to collect feedback for bargaining in 2026.
On elections and training, we’ve made big strides. In total, we’ve elected 42 new workplace reps across our bases, all of whom have completed training. Our Election Committee is now in place and ready to oversee our upcoming Executive Board elections in October.
In terms of solidarity, we’ve participated in a number of events this year — International Women’s Day, Pride, Vaisakhi, Red Dress Day, December 6 and more. I’m proud to say we hosted Red Dress events in all of our bases with strong member engagement. And in YVR, members launched a Recreation Committee that’s already been fundraising and hosting union-building events like a summer family BBQ.
Thanks Billy and Lucy from the Organizing Department for their work. They’ve been pushing hard to organize the WestJet Contact Centre who are facing outsourcing to El Salvador and voluntary separation packages. Additionally WestJet Crew Scheduling have filed with the CIRB, and we are awaiting their decision. Earlier this year, 200 Ramp Service Agents and Coordinators were certified, and by March we successfully integrated them into our CBA. Elections brought in new workplace reps, and we’ve already trained 12 new ramp service reps across YYC and YYZ.
We have focused our energy on health and safety over the last 6 months because the company rolled out a new requirement for CSAs and GSLs to close aircraft doors overnight due to rodents and birds getting into the cabins. This change created a lot of pushback, frustration and multiple Incident Hazard Reports submitted during training. Thanks to union pressure, repetitive training has stopped, and injuries have declined, but we continue to monitor this issue closely.
On education, three members attended Family Education Week and came back with excellent feedback, and our YYZ Unit Chair completed part one of WSIB training at Port Elgin. She will be heading to Port Elgin at the end of October to complete Part 2.
Pay equity remains a major issue. WestJet’s approach has been problematic from the start, with NDAs and union exclusion. The seven unions filed a federal complaint, and we met with the Pay Equity Commissioner on July 16. We’re waiting on a decision, but this is an important fight for fairness and transparency.
The union filed a Step 2 Policy Grievance after WestJet announced that time on layoff or approved leave would no longer count toward retirement eligibility. We do not have any retirement benefits such as a pension; our only “perk” of retiring is lifelong travel passes with the company. However, this change disproportionately impacts women and workers with disabilities. It was denied at Step 2 and is now headed to arbitration, with multiple unions joining forces.
Despite challenges, morale in our Local is getting stronger. We’ve built solid processes, we’ve trained and engaged members, and we’re gearing up for both Executive Board elections in October and a critical round of bargaining in 2026.
CURRENT/UPCOMING BARGAINING
We are closely watching our brothers and sisters in aviation who are currently at the bargaining table or preparing to enter negotiations. Our own first Collective Bargaining Agreement expires in December 2026, and our members are already gearing up.
It’s clear we have outgrown our first agreement. From day one, we’ve been documenting what works and what doesn’t, and our members are ready for meaningful improvements in the next round. One of the most successful tools we’ve introduced is the use of posters with QR codes in all bases. Members can scan the code on their phones and submit contract feedback and bargaining priorities directly to the union. Engagement with this initiative has been strong, and it’s providing us with valuable insight into member priorities.
We’re also aware that WestJet ALPA will be bargaining their agreement at the same time. This alignment will no doubt make for an interesting and pivotal bargaining environment across the company.
In Solidarity,
Karen Berry, President Unifor Local 531