Frequently asked questions

Frequently asked questions from Porter Cabin Crew about joining CUPE:

What is bargaining?

Bargaining is the process where workers (through their union) and their employer negotiate over the terms of employment. The terms of employment are contained in the collective agreement which governs the workplace and must be followed by workers and the employer. The collective agreement stipulates things such as wages, working conditions, scheduling, sick days and benefits.

The length of the collective agreement is also negotiated between the workers and the employer. When a collective agreement is nearing expiry, then the two sides prepare to negotiate its renewal. This is an opportunity for workers to make improvements to their working conditions based on their experience with the previous collective agreement. Both sides come to the bargaining table with proposed changes to the collective agreement and negotiate over the differences until they reach a deal.

When the employer agrees to the deal and the workers democratically vote in favour of it, then the collective agreement is renewed for the agreed upon length.

Unlike the FOAG, a collective agreement is a legal document that both parties have to follow. This prevents your employer from making unilateral changes to your working conditions. While you may have elected cabin crew on the FOAG, at the end of the day your employer still has 100% of the decision-making power and they can override the committee’s suggestions. By forming your union, you can have a say in your working conditions and ensure that your voices are heard.

Ready to get one step closer to bargaining? Sign your union card today

How many airline members does CUPE have across Canada?

CUPE is Canada’s largest union of flight attendants. We represent 18,500 flight attendants at Air Canada, Air Canada Rouge, Air Transat, WestJet, Swoop, Encore, Sunwing, Canadian North, Calm Air, Flair, PAL Airlines, PasCan and Pivot.

Why should I join a union?

Some of the minimum benefits you now receive from an employer result from the fights unions have won for their members over the last 100 years. The weekend, the right to pensions, vacations, minimum wage laws, human rights legislation and health and safety regulations are examples of the gains working people have won acting together in unions.

Today, unions like CUPE help members bargain for progress at work through higher wages, better job security, and better health and safety standards. Without a union, each employee must negotiate their own wages and working conditions with their employer. But by acting together, employees can have some real bargaining power, and the power to remedy situations where the employer has violated the terms and conditions of the collective agreement. In short, joining a union gives workers a better livelihood, and a stronger voice at work.

What is a collective agreement? How will CUPE help us achieve a strong collective agreement?

A collective agreement can contain any terms and conditions that are agreed upon by the union and the employer, unless it is lesser than the basic rights offered by law or illegal. Typically, collective agreements contain provisions for rates of pay, shift premiums, vacations, statutory holidays, seniority, job postings, job security, benefit plans, uniform allowances, sick leave, leaves of absence, access to personnel files, disciplinary procedures and the grievance procedure to enforce the rights contained in the collective agreement.

Local unions of CUPE are encouraged to determine what conditions of employment are important to them, so that they can be included in a collective agreement. In addition, local unions receive guidance from experienced representatives and access to information about working conditions in other similar workplaces. CUPE also provides specialized expertise in research, health and safety, education, job evaluation and legal matters to assist local unions in achieving their goals.

A collective agreement does not take away an employer’s right to manage its business. The employer still makes management decisions with respect to how the organization will be run, but it must do so in accordance with the rights of employees as contained in the collective agreement.

How do CUPE’s airline contracts compare with contracts for non-CUPE airlines like Jazz?

Pay for ground delays and layovers. Longer rest periods for longer flights. Clearly established rules to address pay cheque discrepancies. Higher starting hourly wages and higher pay for Cabin Crew Pursers with shorter wage schedules that allow you to reach the top wage rates faster. Footwear and dry-cleaning allowances. Better retirement security through employer-contribution pension plans. When you compare other contracts negotiated by CUPE in the airline sector, the CUPE advantage is clear.

We agree that we need a union, but is CUPE the right fit?

CUPE’s goal is not to become your voice; it is to amplify your voice. We are a large organization with 715,000 members, and our 2,200 locals range in size of from 10 members to 20,000. What we have in common, and what makes us strong, is our “members first” approach. It is our members who are calling the shots when it comes to setting bargaining priorities, electing leaders, and deciding the directions of the national union. CUPE is the right fit for Porter cabin crew because we have decades of experience of representing flight attendants, and because we actively encourage the autonomy of our local unions.

CUPE has negotiated cabin crew specific provisions for things like: Block rules, maximum duty periods and rest time, time away from bases (TAFB) premiums, per diems, commuting language, hotel and transportation rights, and flight benefits.

During the COVID-19 pandemic, CUPE fought to have cabin crew recognized as priority front-line workers for immunization, adequate PPE, dedicated seats and lavatories for crew on board, and for on-boarding masking.  CUPE was also able to secure good-paying alternate work for thousands of flight attendants who were laid off during the pandemic.

No one knows what is best for Porter cabin crew better than cabin crew themselves – which is why CUPE is committed to empowering you to get the best deal possible at work.

Will CUPE impose things we don’t want?

CUPE was founded on the concept of local autonomy and gives its locals an unmatched degree of autonomy among labour organizations in Canada. As long as the local is following the CUPE constitution, it is free to pursue whatever actions that it sees fit to best represent its members.

Will CUPE impose terms from other airline collective agreements on us? 

No, absolutely not. CUPE cannot and will not impose any terms from other Collective Agreements (CAs), including seniority or any other provision in any other CUPE CA, on any Porter CA. Members of the local decide democratically what is (and what is not) in their CA.

CUPE recognizes that airlines have many common themes, but also many unique differences due to the type of flying and services provided.

Why can’t I just go ask Management to implement some of the changes I want to see myself?

As an individual employee, you have the right to approach management to ask for things, but those changes will likely not happen for your fellow co-workers.  If you are part of a union, processes will be laid out to allow for the union to negotiate better working conditions for everyone and will give members and elected representatives protections when speaking with the employer.

How does my workplace become unionized?

The Canadian Industrial Relations Board (CIRB) sets out the process for unionization. Workers contact a union and meet with a union organizer. Workers sign cards applying for membership in the union, and authorizing the union to represent them in negotiations with their employer. Federal law requires CUPE to collect $5 from each worker when they sign a card. If at least 35% of the workers sign membership cards, the CIRB will hold a vote, using a secret ballot, and anyone who is in the bargaining unit the union applied to represent can vote. If the majority of workers who cast ballots vote to unionize, then the union is certified.

If more than 50% sign membership cards, the CIRB can certify the union without holding a vote; however, in some cases, the CIRB will hold a vote even when more than 50% of the workers signed cards.

Once the union is certified, the union will serve notice to the employer to begin negotiating your first contract. The local certification process is confidential. Employers are not entitled to know who signed cards, and all votes are held by secret ballot.

Is there an application fee when signing a union membership card?

Section 31(b) of the Canada Industrial Relations Board Regulations, 2012, SOR/2001-520 requires that each applicant for membership in a trade union “has paid at least five dollars to the trade union for or within the six-month period immediately before the date on which the application was filed.”

Can an employer fire an employee, cut their hours of work, or discipline them because they decided to join a union?

Absolutely not. The Canada Labour Code protects every employees’ right to join a trade union of their choice and to participate in its lawful activities. If the employer attempts to coerce, intimidate, threaten, use promises, or undue influence to persuade you from joining a union or the union of your choice, that would be an unfair labour practice. CUPE would file an unfair labour practice complaint with the Canada Industrial Relations Board and seek full redress if the employer or anyone acting on behalf of the employer violated your right to organize.

You should contact CUPE immediately if you think the employer has done or is about to do anything that would be a violation of your right to join the trade union of your choice.

Is my privacy protected?

A CIRB Officer oversees the vote and this officer ensures that there is no interference by the employer or the union. The voting process is confidential.  No one will ever know how you voted and at no time during the process will your employer know whether or not you have signed a union membership card.  The secrecy of the vote and card signer information is protected by law.

What are union dues?

Union dues are collected in order to help local unions pay their expenses, and to provide local unions with national support and services like staff representatives; education, research, and communications specialists; Worker’s Compensation, health and safety, and pay equity specialists; and legal representatives. We believe that a percentage solution is the most fair and equitable and part-time employees would only pay the percentage of hours actually worked. CUPE National dues are 0.85%. Your union dues are tax deductible, and CUPE has no additional application fees. On average, most local unions have a total dues levy of 1.5% – that’s about the cost of a cup of coffee a day to help secure better wages and working conditions for you and all your colleagues.

What happens after we become unionized?

You will elect members from your own group to represent you on a bargaining committee. The bargaining committee will be comprised of your members, local representation and a CUPE representative. The bargaining committee will negotiate a first collective agreement for your bargaining unit and this collective agreement will be brought back to your bargaining unit to be ratified – meaning you will have an opportunity to ask questions and vote on it. Only your bargaining unit will vote on your collective agreement.

How will our union operate? Who will control our union?

In CUPE, the members are in charge. Local unions in CUPE have democratic control over their activities. Members of the local union decide, at regular local meetings, on issues that are important to the local and the membership.  The local union itself is run by elected members of the local union. Each CUPE local decides its priorities for bargaining, when to settle a new contract, and how to manage funds. CUPE’s strength comes from individual members working toward common goals, like improving wages and benefits, improving health and safety conditions, and making your workplace better.

What role will CUPE staff play in our union?

CUPE representatives have a voice but no vote during local membership meetings. All CUPE representatives have a strong knowledge, experience and commitment to advocating to improve the lives of working people. They are skilled professionals with the communications and organizing skills to advocate on your behalf within the union, and with government and other organizations.

Some of our CUPE staff have previously worked within the federal sector or have come from a CUPE airline local.

We have several bases across Canada. Will CUPE offer staff representatives to all of our offices?

There will be CUPE staff accessible in every base for all local matters including local grievances, arbitrations, workers’ compensations files, membership meetings, discipline meetings and any other matter that requires assistance. Our airline locals that have several bases across the country also have a Lead CUPE staff representative assigned at the national level for matters such as bargaining policy grievances and arbitrations and labour management.

As well, your elected Officers will benefit from CUPE training. Additionally, CUPE has specialist representatives in the fields of health and safety and research that can support the work of the local executive in conjunction with their staff representatives.

Will changing representation cause us to lose our current working conditions?

The statutory freeze applies to all your working conditions, including company policies and benefits. Our legal and financial researchers will ensure that you have the access to the company financial information required to ensure that you are justly rewarded for your hard work.

Won’t joining a union hurt our company’s bottom line, and affect our shares?

Absolutely not! In fact, through positive labour management relations, unions can help companies prosper, because a happy and healthy workforce is essential for the success of the company. Furthermore, CUPE cares about growth and job protection in the companies where our members work. Our job as a union is to make sure the people who make the company profitable – the everyday workers like you – are being compensated and treated fairly, so that the company can continue to succeed and grow.

I’m a Porter Pilot / Porter baggage handler. Can I sign a card to join CUPE too?

We are thrilled that you are interested in unionizing as well!  If you are a Pilot please contact the Air Line Pilots Association (ALPA) and if you are a baggage handler please contact Unifor.

Why don’t we just wait to see what happens for the pilots and/or baggage handlers before making up our minds?

Every day that we delay could affect Porter Cabin Crew in a negative way. It is also best to be in bargaining at the same time to show solidarity with the pilots and baggage handlers. The moment CUPE files an application for certification, Porter cabin crews’ working conditions and benefits are frozen – meaning the employer can no longer change them.

Don’t unions just protect lazy people?

Unions have a duty to protect all employees in a bargaining unit. All union members have the right to be protected against arbitrary or discriminatory treatment.

I have seen the Unpaid Work Won’t Fly campaign  – what’s that about?

CUPE has heard from cabin crew across Canada that the “industry’s standard” of the current pay system should be abolished. Cabin crew are working on average 35 hours a month unpaid.  CUPE and all its members believe that anytime cabin crew are required to perform work duties and are in uniform – they should be paid. Our goal is to abolish this practice for all cabin crew (even non-union), but we would love to add your voice to our campaign as well!