Porter CEO Michael Deluce recently said during a virtual townhall that “the FOAG is a privilege, not a right.” These comments have seen a lot of Porter cabin crew asking us what the difference is between the current Flight Operations Administration Guide (FOAG) and an enforceable union contract.
Let’s just say there are many differences.
For starters, the provisions under the FOAG are voluntary for Porter – as Mr. Deluce has made pretty clear. The word “guide” is right there in the name! But with a union contract, our rights will be laid out in black and white, and the company must respect them or face consequences.
Next, the FOAG committee is made up of 13 people, but eight of them are from the management side, and only five from the employee side. The deck is already stacked against cabin crew under FOAG, but with a union, we meet our employer on a level playing field – no one can unilaterally overrule the other.
With the FOAG, Porter can make changes at any time, regardless of our feedback and our concerns that we relayed through the committee. But with a real contract, Porter won’t be able to make changes to our working conditions without our agreement.
With the FOAG, there’s a process in place to hear employee feedback – but no accountability from the company to ensure that feedback is acted upon. With a union, the company will have to meet us on an equal footing and treat our concerns seriously.
The FOAG says our industry is “dynamic in nature”, but that is exactly why cabin crew need and deserve clear rules to protect them.
The FOAG says the company’s goal is “to have the safest operation possible, and be ‘best in class’”, and we support that goal, but unfortunately, we’re not sure the company supports us. Our work conditions are not “best in class” – far from it.
Cabin crew at other airlines in Canada have best-in-class working conditions because they joined a union and achieved them through collective bargaining. We can do it too.
If you think you deserve best-in-class working conditions – and if you think the company should respect your rights at work, rather than following the rules only when they feel like it – then it’s time to sign your union card today. Contact an organizer today to sign your card.