Last week, in a memo to cabin crew, Porter CEO Michael Deluce backtracked on his recent statement calling the FOAG “a privilege, not a right”.
Regardless of the words Mr. Deluce chooses to describe the situation, under the current arrangement at Porter, cabin crew don’t have rights – just “privileges”.
Another privilege Mr. Deluce alluded to in his recent memo to cabin crew is “regular benchmarking to ensure we continue to offer best-in-class working conditions to all our flight crew.”
“Benchmarking” is corporate jargon for picking and choosing some elements from contracts at unionized airlines based on what suits the company, and then calling it proof that Porter offers “best-in-class” working conditions.
In reality, “benchmarking” is done entirely at the company’s discretion and choosing. Far from being “best-in-class”, it’s more like doing the bare minimum.
By comparison, CUPE has a dedicated researcher for the airline sector who helps flight attendants identify and achieve the best contract language and workplace protections in the industry. And because that researcher works for union members – not the company – you can actually trust the information they give you about what’s actually “best-in-class”.
It’s clear: with a collective agreement, we can expect regular pay increases on predictable timelines. With a union, we’ll have the resources and the backing (like research, legal, and health and safety expertise) to ensure we get the contract that fits our needs and lifts up our working conditions across the board. And with a union, nothing will stop management from offering us a raise or an improvement in our working conditions, as long as we agree to it.
If you agree that rights aren’t rights when someone can just take them away, sign your card today.