Many of you have reached this week to share how missing per diem on this week’s pay has affected you. We understand how per diem makes up a large portion of your monthly compensation, and this can really impact your ability to pay your rent or your mortgage and your bills. It can also take a toll on your  ability to take care of yourself and your family, and your mental health as well.

Workers shouldn’t have to wonder what will happen when their employer makes a mistake on their paycheque. Many CUPE collective agreements have language in place outlining exactly what happens when an employer underpays their workers, with a process to make things right clearly laid out.

With a union, we’ll be able to negotiate our own collective agreement with black and white language on what this process looks like. We shouldn’t be left short-changed come payday, and we shouldn’t have to rely on the good will of our employer to fix their mistakes.

To learn more, reach out to porter@cupe.ca.

To sign your card and join our union, click here.

If you’ve already signed your card – great! Why not share this message with a few friends and colleagues?

Employers use two-tier agreements to divide and conquer workers – dividing us into haves and have-nots, usually based on seniority. In 2018, Porter decided to implement two pay scales, A scale and B scale, for both Pursers and Flight Attendants. Anyone hired after 2018 does the same work for less pay. At times there is even a $4-5 per hour difference for employees performing the same work.

Right now, Porter cabin crew aren’t able to change this unfair practice. But with a union, we will have the collective power to negotiate a fair collective agreement that lifts everyone up, instead of treating some workers like second-class citizens.

On the issue of two-tier contracts, CUPE’s national bargaining policy is clear as day: we do not bargain two-tier contracts, and we will not allow employers to force them on our members. That’s based on the simple premise that we will not sell out younger or more junior workers, or future generations of workers, by forcing them to go without the rights and benefits we ourselves enjoyed.

In other words, with CUPE, we will not allow Porter to force an inferior pay scale on our more junior coworkers, and we also won’t sacrifice the hard work of senior cabin crew who have earned their place at the higher end of the pay scale. At CUPE, we will bargain forward – not backwards. The A scale will be the floor, not the ceiling.

Now, fighting back against two-tier proposals from employers isn’t easy. That’s why CUPE’s bargaining policy also calls on the national union and its national membership of 715,000 members (and growing) to come together and support locals who are facing employers trying to force two-tier proposals. And since CUPE drew this line in the sand against two-tier contracts back in 2016, we have had incredible success fighting two-tier agreements because employers know they aren’t just taking on a few members of one local – they’re taking on our whole national union.

By standing together, we send a clear message to employers that attempts to implement two-tier contracts will be challenged with the full force of Canada’s largest and strongest union.

CUPE’s commitment to supporting locals facing two-tier proposals goes beyond just words. CUPE provides robust resources and staff expertise to ensure members are equipped to take on these challenges.

Together, we can create a work environment where every worker is treated with dignity and respect.

Fair contracts that lift everyone up – just one more reason to sign your card and join CUPE today.

We’re aware that the company has sent out a Q&A memo about our effort to form a union in an attempt to tarnish our effort to grow our voice and our rights in the workplace – an effort that is inspired and lead by Porter cabin crew.

We’re not surprised our bosses don’t want us joining a union and standing up for our rights. They’ve always enjoyed 100% control and probably aren’t happy about the idea of ceding some of that power back to us.

We think it’s important you have all the facts about our effort to form a union.

 

What does this all mean?

• If you sign a union card, you’ll be one step closer to a better quality of life and improved working conditions – whether that’s better pay and benefits, better scheduling, or workplace health and safety standards. These priorities are determined democratically by you, the members.
• If you sign a union card, you’ll be one step closer to being part of Canada’s flight attendant union. CUPE represents flight attendants at major international carriers like Air Canada and WestJet, midsize carriers like Flair and Calm, destination carriers like Sunwing and Air Transat, and smaller regional carriers like Canadian North, PasCan and PAL Airlines. Altogether, CUPE represents 18,500 flight attendants across Canada.

 

What happens if I change my mind?

• We strongly believe that workers who sign union cards have usually done their research and stand firm in their decision. If something has changed, you can always reach out to us directly and we can help.

 

What are my rights?

• You have the right to join a union, free from intimidation by your employer and its representatives. If you believe you are being intimidated against signing a union card in the workplace or online, you should contact porter@cupe.ca.

 

What happens if a union is certified?

• Great news. If we form a union, our employer cannot punish us by rolling back our rights, because our pay and working conditions will be frozen until we negotiate our first collective agreement.

 

How is a collective agreement created?

• A collective agreement is negotiated between the union and the employer on everything from pay, to job security, to sick leave, to uniform allowances, and more.
• Typically, before negotiations begin, the bargaining committee of the union will consult with our membership to determine our priorities for bargaining, and we’ll go to bat for our members’ priorities at the bargaining table with the help of CUPE’s specialized expertise in research, legal, health and safety, and job evaluation.
• At CUPE, you are the union, and you will be the ones deciding democratically on what your priorities are in bargaining. As a collective, Porter cabin crew will vote on priorities for those negotiations. CUPE staff don’t make those decisions – you do.

 

Will I get better wages and benefits if the unionization is successful?

• We can’t guarantee what our first collective agreement would look like, but the facts are clear. Being a union member in Canada, on average, means $5.14 more per hour than non-union workers. Women in unions earn $6.88 more per hour than women in non-union jobs.
• Unionized flight attendants have better pay for delays and layovers, longer rest periods between flights, 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. They have allowances for footwear and drycleaning. They have better retirement through employer-contribution pension plans.
• The company says “all [CUPE] can guarantee is a right to negotiate with us.” Well, being able to negotiate would be a nice change, since it’s something we’ve never enjoyed at Porter. Our bosses have always dictated our wages and our terms of employment top-down. And looking at what CUPE has successfully negotiated with other airlines – why wouldn’t we want CUPE helping us negotiate?
• The company is asking us whether we think it’s better to have a say, or no say at all. We think the answer is pretty obvious.

 

Will I pay dues if the unionization is successful?

• Everyone pays union dues because everyone benefits from union representation. Dues go towards the union local’s expenses, and cover support and services like staff representatives, research and communications specialists, health and safety officers, and legal representatives. Your union dues are tax deductible, and CUPE has no additional application fees. On average, most local unions deduct a total dues levy of 1.5% – or the cost of a cup of coffee a day to help secure better wages and working conditions for you and all your coworkers.

 

If you have other questions about what joining a union will mean for you, head over to our FAQ page, or get in touch at porter@cupe.ca.

What is a union card?
A union card is evidence required by the Canada Industrial Relations Board (CIRB) that there is support for forming a union in your workplace. It is confidential and the employer never knows who signed. But without cards for at least 35 percent of non-management workers, there cannot be a vote on forming a union. If more than 50 percent of workers sign membership cards, the CIRB can also certify the union without holding a vote.

How does CUPE work?
CUPE is a democracy. At the local level, you elect your leaders, (the co-workers who will represent you at the bargaining table), vote on proposals going to the table and any agreement made there, and even set the local dues rate. You also elect people to represent you at the National Convention, where decisions are made democratically that affect all members. But everything affecting your workplace is made by you and the members of your local.

Your local is supported by an experienced National Staff Representative and a host of specialist services.

What are dues?
Dues allow you and your union to negotiate and defend your rights and create conditions that will allow for a better workplace. In CUPE, there are two portions. National dues are 0.85 percent of base wages and provide your National Staff Representative and specialist services, including legal, research, communications, health & safety, WSIB, pay equity and more.

The local portion of your dues provides such things as time for your locally elected representatives to work on your behalf, to take important issues to arbitration and cover the cost of local meetings. All dues are tax-deductible.

What is a collective agreement?
It is an agreement between the employer and workers on the terms and conditions of work. It is a set of rules clearly laid out that everyone must follow, including your boss. Your CUPE collective agreement does more than just guarantee wages and benefits. It provides a series of protections and rights that non-union workers do not have.

Your collective agreement also means you don’t have to negotiate everything on your own. Wages, benefits, and working conditions are typically much lower in non-union workplaces, and not everyone can safely push for improvements from their employer all on their own. Together you have greater bargaining power and better protection.

What new rights do I get?
Many rights will be negotiated in your collective agreement. But some come immediately after a successful vote, and others are guaranteed to be in your collective agreement. Right now, your employer can dismiss you without cause. After you join a union, this practice will stop. They also will not be able to arbitrarily change your terms and conditions of work. You are also guaranteed a fair grievance policy by law.

For more information
Contact Jordan Christenson at 438-823-7643 or jchristenson@cupe.ca

Cabin crew at Porter are excited about the opportunity to grow their voice and improve their working conditions by joining Canada’s flight attendant union, CUPE.

Porter cabin crew deserve better working conditions, better wages, and better scheduling in a mutually agreed contract – just like flight attendants at unionized airlines in Canada. But without an enforceable contract and a strong union voice, the company makes the rules and can change them whenever they feel like it.

That will change with CUPE, where Porter cabin crew will have the support and the resources of Canada’s largest union at their disposal to help negotiate a strong contract. CUPE knows what it takes to address issues that matter to Porter cabin crew, like wages scheduling, crew rest, duty days, and more – because CUPE has the experience and expertise from negotiating industry-leading contracts.

Porter cabin crew would join a strong family of flight attendant unions within CUPE. CUPE proudly represents 18,500 flight attendants at ten different airlines, including Air Canada, WestJet, Air Transat, Sunwing, CALM, Flair, Canadian North, PAL Airlines, PasCan, and Pivot.

If you’re interested in signing your union card or getting more information, visit porter.cupe.ca or write to porter@cupe.ca.