CUPE’s Airline Division stands with Air Transat flight attendants
The union representing 18,500 flight attendants across Canada says the 2,100 CUPE members at Air Transat have the full support and solidarity of CUPE’s Airline Division, after CUPE’s Air Transat Component announced their membership had given the union a 99.8% vote in support of strike action if a fair deal cannot be reached by January 3, 2024.
“Your fight is our fight too, and we’ll stand with you every step the way until you get a fair deal,” said Division President Wesley Lesosky.
While the airline industry has rebounded from the devastation of the pandemic, flight attendants at Air Transat and other airlines are being crushed by stagnant wages and the skyrocketing cost of living.
“The starting salary for a flight attendant at Air Transat is $26,000 a year; how can these workers look after themselves and their loved ones on that kind of income in major cities like Toronto and Montreal?” asked Lesosky. “The short answer is: they can’t, and it’s only made worse by the fact that airlines like Air Transat don’t pay flight attendants for an average of 35 hours every month while they carry out vital duties like boarding and pre-flight safety checks.”
“Our members are united and excited to make major gains in our next agreement,” said Dominic Levasseur, President of the Air Transat Component of CUPE. “With the support of our whole Airline Division behind us, we are so much stronger.”
CUPE represents 18,500 flight attendants at ten airlines across Canada, including Air Canada, Air Transat, Calm Air, Canadian North, Flair Airlines, PAL Airlines, Pascan Aviation, Pivot Airlines, Sunwing, and WestJet. Visit unpaidworkwontfly.ca to learn more about CUPE’s Unpaid Work Won’t Fly campaign.
In Solidarity,
Wesley Lesosky
President, Air Canada Component of CUPE
The Weekly Dispatch – Held Out of Service
If you have been advised that you are “ Held out of Service” this means that the employer has utilised Article 14.01 of the Collective Agreement which states: “Where disciplinary or discharge action is contemplated because an employee’s behaviour is considered to constitute a threat to safety, fellow crew members, passengers and/or the Company, or that his/her presence at work is unacceptable from a passenger service point of view, the employee may be held out of service for not more than seven (7) consecutive calendar days in order to conduct a thorough investigation.” If you are advised that your status is changing to HOS we recommend that you reach out to your Local office for support as soon as possible. They can advise and guide you through the process.
Why is Transgender Day of Remembrance Important?
Transgender Day of Remembrance serves a vital purpose. It raises awareness about hate crimes against transgender individuals, giving visibility to a sadly overlooked issue. The Transgender Day of Remembrance also provides a platform to remember and honour the lives of transgender people who have tragically lost their lives. In a world sometimes indifferent or hostile, it’s a powerful expression of love and respect.
The Transgender Day of Remembrance allows transgender individuals and their allies to come together in solidarity, standing in vigil to remember those who have fallen victim to anti-transgender violence.
Importantly, as allies, it is our responsibility to create a safe and welcoming environment for our colleagues and friends at work. By fostering inclusion and empathy, we can make a positive impact on their lives.
If you’re interested in learning more about diversity and inclusion, here are a few books and 1 movie to consider:
- “The ABC’s of LGBT+” by Ashley Mardell
- “Transgender History” by Susan Stryker
- “Trans Bodies, Trans Selves” edited by Laura Erickson-Schroth
- Movie screenings such as “Boys Don’t Cry”
In solidarity,
Olivier Faucher-Boisjoli
Co-Chair, Diversity & Inclusion Committee