Weekly Bulletin


L4060 Flair Airlines – VP Nomination Form

January 16, 2019
To all CUPE 4060 members,
Two weeks into January, we hope that your New Year has started off well! Your
Executive committee is committed to providing you with as much information as
possible to keep you updated on union issues. We are also going to provide education
material in our communications that all workers can benefit from.
Union Update:
Vice-President By-election and Elections Committee
As some of you may already know, Vice-President of Local 4060, Cait Neufeld, has
stepped down from her elected position. We thank Cait for her involvement and time
she put in for the Local 4060 membership. With the vacancy, your bylaws (which can
be found on 4060.cupe.ca) require that a by-election be held and the elected member
serve for the remainder of the current term.
Do you know someone who would make a great candidate? If you do, nominations will
be called on the last week of January with the elections held the following week. We
have attached the nomination form for your convenience. Please note that forms
require BOTH a nominator AND nominee, their contact info, and their signatures to be
valid. Duties of the Vice-President can also be found in the bylaws. If you have a
question about the duties of the VP or anything else regarding elections, do not hesitate
to contact CUPE Representatives Debbie (dgervais@cupe.ca) or Sanford
We also have a vacancy in our Elections Committee that we need to fill. This is an
appointed position. If you are interested to help oversee the elections and ensure they
are run fairly, let your executive, Debbie, or Sanford know as well!

Health and Safety Facts:
Health and Safety facts for new and young workers
New and young workers are more likely to be injured during the first six months of
employment than at any other time. Between 2014 and 2016, at least 73 workers
between the ages of 15 and 24 years died from work-related injuries. In 2016 alone,
more than 29,000 young workers were hurt badly enough to miss work. 1 The key to
protecting new and young workers is to educate them on their rights, and the questions
they can ask to stay safe.
Why are new and young workers at increased risk?
All people are at particular risk of injury in the first six months of a job as they may be
unaware of existing or potential risks. There is a direct relationship between the number
of years’ experience and the number of injuries that happen on the job.
• New and young workers may lack experience and may be required to perform
tasks they are not familiar with.
• They are usually unaware of their rights, and may be afraid to raise concerns
about health and safety issues for fear that they might lose their job.
• They are often given the more tedious and even dangerous jobs that no one
wants to do.
• They may be eager to impress or please people with whom they work.
• They may not have reached physical maturity and therefore lack the strength
• Other job-related factors include lack of training and supervision, unsafe
equipment, stressful conditions and working too quickly.
Knowing your rights
All provinces and the federal jurisdiction have an Occupational Health and Safety Act
and regulations that provide fundamental rights to Canadian workers while they are
performing their jobs.
1 AWCBC National Work Injury, Disease and Fatality Statistics, 2014-2016

The three basic rights are:
• The right to refuse unsafe work.
• The right to participate in the workplace health and safety activities through Joint
Health and Safety Committees or as a worker health and safety representative.
• The right to know, or the right to be informed about, actual and potential dangers
in the workplace.
Questions to ask your new employer
To start things off on the right foot, ask your new employer to give you a health and
safety orientation to your worksite. Here are some questions to ask:
1. What are the hazards of my job?
By law, your employer must tell you about hazards at the workplace. Also, not all
hazards affect you right away. Exposure to high noise levels over time can lead to
hearing loss. Working with radiation, dusts and chemicals can increase your risk of
diseases like cancer. Your employer must tell you about these “hidden” hazards as well.
2. What training will I receive?
Everyone needs training and to have their job duties or tasks explained to them. Your
employer must make sure you have the knowledge to safely do your work. This includes
being told about all hazards in your workplace. For example, if you are required to work
with or near any hazardous chemicals, your employer will have to provide you with the
appropriate training.
3. What are some hazards to watch out for?
While it is impossible to list all of the hazards you will find in your workplace, a few that
are the most commonly reported airline hazards that lead to incidents are:
Ergonomic related hazards:
• Manual material handling – moving heavy carts, containers and passenger
luggage frequently lead to arm, shoulder, back and neck injuries.
• A number of the task you do are repetitive, and can lead to injuries developing
over time.

Turbulence – if turbulence hits and you are not close to your jump seat, it may be safer
to just sit on the ground till it is safe to move.
Lack of safety procedures at layover (secure processes for check in room security and
travel around foreign cities).
Violence and Harassment – New laws are coming into effect to reduce violence and
harassment. If you experience these, report to your supervisor, or follow the other
company procedures that should be in place.
4. What do I do if I get hurt?
All airlines have specific procedures to follow if you are hurt. If you are unsure about any
of these ask. It’s better to know before something happens than trying to figure it out in
the moment
5. Who do I go to with safety concerns?
When something happens at work, and you don’t think it’s been handled correctly, or
you see something that doesn’t seem safe, don’t be afraid to report it. Typically, you
would start by speaking to your supervisor about these concerns. CUPE members with
a safety concern that their supervisor won’t address or take seriously should speak to
their union steward and/or a member of their workplace health and safety committee.
Is your workplace unsafe?
Though it is the primary responsibility of your employer to provide a healthy and safe
workplace, we must not be complacent. Being aware of what’s going on around you
may help to determine whether you should be concerned about health and safety in
your workplace. Here are some signs that your workplace may be unsafe:
• Other workers are being injured on the job.
• You’re working without direct supervision.
• You haven’t been trained properly.
• Equipment is unguarded and/or broken.
• Containers of chemicals aren’t labeled.
• Safety shortcuts are used to save time or money.
• Poor housekeeping and maintenance (like slippery floors or broken carts) are
present and not fixed when reported.

Ways to protect yourself at work
• Learn about your rights and obligations under the Canada Labour Code.
• Take advantage of the training you are given, and learn to do the job safely.
• Don’t perform tasks or use equipment that you have not been trained to use.
• Think the job through – know what to do when there is an injury or emergency.
• Get help, especially if you have to lift something heavy or are not sure how to do
a task that may be dangerous.
• Wear the safety gear that is required to do your job safely.
• Tell your supervisor if you see any hazards or violations.
• Talk to your coworkers, friends and even your family about your job. They might
know something you don’t!
Remember, it is the employer’s obligation to provide you with a safe place to
work. If you have concerns that are not being addressed, please contact your
local for assistance.
Happy and safe flying!!!

4060 – Flair Airlines Flight Attendants Backgrounder

 December 7, 2018 

CUPE 4060 – Flair Airlines Flight Attendants 


  • • CUPE 4060’s 139 flight attendants work from bases in Abbotsford, Kelowna, Calgary, Edmonton, and Toronto. Since the summer of 2018, when Flair shifted its business model from a charter to “ultra low-cost carrier” (ULCC) service, the company has offered regular flights to eight Canadian and six U.S. cities. Since CUPE organized Flair flight attendants in November 2017, Local 4060 has been in bargaining with the airline for nearly a year. 
  • • In setting out its new ULCC business model, Flair initially called for existing members’ starting wage of $33/hour to be rolled back by $10/hour. This strategy was admittedly part of a company plan to compete with other budget airlines in order to meet its bottom line. Plans for other cost-cutting measures involve Flair’s impending switch to the new 737-800 planes, which will operate at 1:50 ratio—a reduction of the number of flight attendants per passenger. 
  • • Under the original wage structure, existing flight attendants earn much less than the $33.20/ hour they are paid, based on real hours worked. Compensated for 80 hours per month, they are paid only for actual flight time, not preparation (including boarding passengers) or post-flight duties. This work adds up to 166 hours of average duty hours per month. 
  • • CUPE had already tabled a reasonable proposal—including two years of wage freezes—but Flair refused to consider it. The company made it sound like we were asking for more, which was never the case. The existing wage structure has been in place since September 1, 2016. 
  • • When CUPE 4060 members responded to the company’s attempted wage rollback with a 98-per-cent strike vote, Flair’s next move was to try and set workers against each other by offering a two-tier wage and pension structure—less pay and no pension for future employees doing the same work as current employees. New hires would earn only $23 per hour, which amounts to just over $10 an hour when all non-flight duty hours are counted—less than the minimum wage for B.C., Alberta and Ontario. 
  • • CUPE has made every effort to return to the bargaining table, but Flair has refused to reconsider its two-tier wage proposal, which pays lower wages to new employees. Two-tier is a classic Employer divide-and-conquer strategy aimed at directing everyone toward the same (lower) rate eventually. 
  • • CUPE had made every attempt to resolve this dispute without resorting to job action. However, the company has rejected the union’s proposal to settle the dispute fairly via interest arbitration. 

Fact sheet Flair myths on wages

November 14, 2018


Dear CUPE 4060 members,

This morning the company sent you a Q & A document to explain Flair’s position on thetwo-tier wage offer. While acknowledging certain facts about the current bargaining impasse (i.e. that CUPE is, in fact, your bargaining agent, and that Flair bears responsibility for miscommunication about a non-existent lockout), their Q & A nonetheless includes more misleading information while failing to mention certain other facts. All this to support its continuing insistence, not supported by facts, that the company cannot grow and prosper without cutting wages.

Here are some of Flair’s most frequently cited claims:

1. Two-tier wage agreements are common in Canadian airlines.

Not true. Of the examples given by the company, none except Jazz is truly two-tier. CUPE does not represent workers at Jazz, who have no strike fund and therefore no real power to bargain with the employer. Its Air Canada Rouge example is false as well, since Rouge and Air Canada mainline are two separate airlines. So this is NOT a two- tier agreement with employees in the same bargaining unit making different wages but two different agreements. While Rouge wages are lower than mainline, CUPE has bargained many improvements to the Rouge agreement including:

  • Better work rules than many low-cost carriers enjoy;
  • The opportunity to “flow through” to mainline (or vice versa) depending onpersonal preference. Rouge members who want to earn higher wages can go to mainline, while mainline workers who want alternate routes or other advantages may opt to go to Rouge; and
  • Protection against arbitrary grooming and uniform standards. Flight attendants felt the original Rouge uniform and grooming standards were uncomfortable, sexist and demeaning. Through collective bargaining, they were able to receive new uniforms that made them feel more respected by flight crew and passengers.

2. It’s hard …. very hard…. to attract investors at the current wages.

The Canada Transportation Act was recently amended to make it easier, not harder, for foreign investors to buy shares in Canadian airlines. The new law doubled the amount of allowable foreign ownership from 25 to 49 per cent, permitting far more foreign investment than ever before.

3. The three big costs are fuel, equipment and wages. Something’s gotta give.

It is true that wages are a fixed cost, while fuel prices go up and down. But if fuel or other prices go down, will Flair increase flight attendant wages? We don’t think so. Howabout you?

4. Flair’s situation is similar to that of Air Transat and Sunwing.

Air Transat and Sunwing are not ultra low-cost carriers. They are vacation charters that remain profitable by combining a range of assets, such as hotels, tour operators, etc. In fact, there is only one other ultra low-cost carrier in Canada: WestJet Swoop, which we are working hard to bring into the CUPE family. Ultra low-cost carriers save money in ways that other airlines cannot: lower fees to land in regional airports; a single fleet of aircraft which reduces maintenance and overhaul costs; and reduced on-board service. The profit does not have to come out of flight attendant wages.

The simple fact is that Flair is appealing to your self-interest with a two-tier offer. Yes, it is true that you could retain your wages and pension with two-tier. But the vast majority of Flair flight attendants to be hired will work for far lower wages, have no pension, and unfair work rules. They are counting on the high wage earners to leave the company for another airline and create a low-wage workforce. This is the essence of a race to the bottom.

Can you truly imagine working alongside colleagues who are doing the exact same job– but earning much less than you? Flight attendants and other aviation workers have fought hard against such injustice for decades. Flair knows this, and that is why the company is so determined to create a low-wage workforce before it expands.

As a unionized flight attendant, you are standing on the shoulders of those who fought for themselves—but also for you.

Flight attendants call for fairness

CUPE 4060 members are proud of our work as Flair flight attendants. Recently a few of us spoke with CUPE Communications about our jobs—and how we feel about the Employer’s wage offer. Please check out the video below.

Cupe Bc Links



Notice of Meetings (Oct 3rd & 4th)


(click for PDF)



Bargaining Update


Wednesday, October 3, 2018 Thursday, October 4, 2018

11:00 am to 11:00pm

Renaissance Edmonton Airport Hotel 4236 – 36th Street East,
Edmonton International Airport Room Cartier A

** Complimentary parking – pick up voucher in Cartier room

Please stop in to get your questions answered.

Follow-up to Employers announcement (Your Union’s response)

Bargaining bulletin PDF

October 1, 2018

Follow-up to Employers announcement – Your Union’s response

Since Wednesday’s announcement by the Employer, your Union has been busy preparing a response to this unacceptable move to slash our wages. In addition to local members and servicing reps, CUPE National specialist staff including Communications, Research, and Legal have been brought on board to address the situation. At this time, we would like to pass along the following information:

If there’s a strike: In response to concerns about a potential strike/lockout situation, we want to assure all members that strike pay will be available in the event of job action. We will provide further information about this on our website as we learn more. Checkhttps://4060.cupe.ca for updates.

Hearing from you: As part of our strategy, we do not wish to respond prematurely to the company without having heard all your voices and received member approval of steps moving forward. With this principle in mind, we have arranged the following:

  • Information Road Show: Sessions will be held in Edmonton on Wednesday and Thursday (October 3 and 4), open to attendance on a drop-in basis from 1100 until 2300. The sessions, to be held at the Cartier A Ballroom inside the Renaissance Edmonton Airport Hotel, will cover all flights arriving or departing from Edmonton on those two days. Your Union will be available for all Flight Attendants to drop by, get answers to your questions and information on the negotiations, strike vote, strike training, and elections of executive members;
  • Conference call: For those Flight Attendants who cannot attend the meetings in Edmonton, a conference call will be held on Friday (October 5) at 15:00 PST (16:00 MST, 18:00 EST). Everyone is welcome to call in. Call-in details will be e- mailed to you.

    As your Union representatives, we want to assure all members that we are working to put your best interests at the forefront of these discussions and will answer any questions you may have during the process. If you have any questions whatsoever, please forward them to cupe.local.4060@gmail.com, and we will answer them as soon as possible.

    In solidarity,

    Your Union Bargaining Committee

Bargaining update (Union will not agree to wage rollbacks)

September 24, 2018
Dear CUPE Local 4060 members,

As you may know, the Union bargaining committee has been working hard since March to negotiate your first collective agreement with Flair Air.

Going into negotiations, the Union bargaining committee had taken your input in areas where you would like to see improvements. Your pilot colleagues did extremely well in their negotiations with the company and achieved significant gains in wages, benefits and scheduling. We merely wanted to be treated fairly and respectfully as well.

During the bargaining sessions so far, the Union has been able to agree and sign-off on several non-monetary items and some non-contentious language for the collective agreement.

On July 18, the Union bargaining committee tabled your financial proposals which included a modest wage increase. However, the company refused to counter our financial proposal and talks broke off. On July 23, the company had filed for conciliation with the Canada Industrial Relations Board (CIRB).

On September 19, during conciliation, Flair Air tabled a proposal which demanded significant reductions in wages. The Union strongly opposed and reject their demands on the reduction of wages. The company also indicated that, if the Union does not agree to their demands, they will not agree to extend the conciliation period and will unilaterally change your wage scale and change your conditions of employment on November 1, 2018.

The Union bargaining committee caucused for a full day on September 20 with the commitment to find a way to make a deal work for all parties. In the evening, the Union tabled a complete counter proposal which included a wage freeze for 2 years and a modest cost of living increases of 2% in 2020 and 2021, all this contingent on getting other gains in benefits and scheduling improvements.

Flair Air rejected our offer on the morning of September 21 and talks broke down once again. Flair Air indicated that they will announce the unilateral changes on Wednesday September 26 to be implemented on November 1 with replacement workers standing by if we do not agree to work for the reduced wages.

The Union bargaining committee continues to be committed to going back to the bargaining table if Flair Air wishes to. However, we will NOT agree to wage rollbacks.

We eagerly await the announcement on September 26. If Flair Air decides to go ahead with their threats made in conciliation, CUPE will be ready.

We ask for your support in this fight ahead and will have follow-up correspondence after September 26. Please ensure we have your personal email address by emailing us at cupe.local.4060@gmail.com.

In solidarity,

Jody Davies, Alex Shaw, Patti Nagano, Nicole Tarapacki & Amy Manasterski Your Union bargaining committee.

Bargaining committee seeks fair treatment for members

The CUPE 4060 bargaining committee – Jody Davies, Amy Manasterski, Patti Nagano, Nicole Tarapacki and Alex Shaw – has been at the negotiating table since January 2018. Bargaining began with a protocol meeting and the parties met over six days between March and May. Unfortunately, the process was very slow.

In June, after some changes in the company’s bargaining committee membership, the company advised CUPE 4060 that its previous committee had no mandate to bargain. CUPE’s bargaining team, after working diligently with the new company committee, were able to reach agreement on many non-monetary items.

On July 19, after a day of negotiations, CUPE 4060 tabled a monetary proposal. The company did not like the proposal, stating that “Flair flight attendants are paid too much.” The company refused to consider CUPE’s proposal, and—without countering with its own proposal—expected the union’s committee to come back with a different proposal.

The CUPE bargaining team was there to bargain. But with the company unwilling to counter, a scheduled day at the table had to be cancelled. Bargaining has now broken off and the company cancelled all the scheduled August dates.

On Monday, July 23, the company applied for conciliation. This is a process under The Canada Labour Code in which the Minister of Labour appoints a conciliator to help the parties reach an agreement. The Minister should appoint a conciliator within 15 days of the application.

Outstanding items are:

  • Definitions
  • Benefits
  • Time credits, scheduling, hours of work
  • Labour/Management meetings
  • Use of company mailboxes, mail, folders,
    email, and bulletin board
  • Compensation system, wages and premiums
  • Term
  • Hot reserves
  • Casuals

Other bargaining related news:

  • Member e-mails: the CUPE bargaining committee will keep members apprised throughout the conciliation process and will e-mail members with future updates. In order to do that, they need members’ non-company e-mail addresses. The committee is asking all members to send an e-mail with their full name and the base where they work to:
  • Bylaws/Election Update: CUPE Local 4060 is waiting for approval of its bylaws from the National President’s office. As soon as bylaws are approved, members will receive a notice containing election information so that they can then elect their local executive.

The CUPE bargaining committee believes that flight attendants should be treated the same as the pilots.  “What is good for the pilots, should be good for us.”