But almost 3,000 flight attendants are attempting certification
A group vying to represent WestJet pilots will not achieve lift-off after a narrow vote rejected what would have been the airline’s first union. The two-week voting period came to an end on Aug. 5, resulting in a 55 per cent vote against unionization.
Of the 1,247 pilots who cast ballots, 561 voted in favour and 684 voted against certification, with two spoiled ballots.
The WestJet Professional Pilots Association (WPPA) said it was disappointed with the results in a statement on its Facebook page:
“While naturally disappointed with this result, we hope the open discussions that have taken place as part of this process will set the stage for constructive dialogue between our pilots and WestJet leadership going forward."
This is not the first time pilots at the Calgary-based airline have flirted with the idea of unionization, but it is certainly the closest they have come to realizing the campaign. Currently, the employees’ association serves as a makeshift, unofficial union — it dictates employment terms and conditions much like a collective agreement would, though without any legal obligations.
The nearly two-year long campaign came to a head in June when the association applied for certification to the Canadian Industrial Relations Board (CIRB), saying it met the new 40 per cent membership threshold needed to hold the secret ballot vote.
WestJet CEO Gregg Saretsky lauded the pilots’ decision. “We are pleased that the majority of our pilots who voted have voted against union representation,” he said in a statement. “Our model of co-operation and employee representation through the WestJet Pilots’ Association has allowed for the continued success of our pilots and our airline.
"Despite the positive outcome, there is continued work that needs to take place to better understand some of the issues for our pilot group and we can now turn our efforts to that goal.”
Keeping non-union status
Historically, WestJet’s case is unique because workers are stakeholders and owners too, as the airline boasts a lucrative share purchase plan for its near 10,000 staff. And because the company boasts a strong relationship with employees, the pressure is now on the human resources department to play keep-up and keep union-mongers at bay, said George Smith, an adjunct professor at Queen’s University’s School of Industrial Relations in Kingston, Ont., who has worked as chief management negotiator for Air Canada, CP Rail and CBC.
“This is a wake-up call for management,” Smith said. “They are looked upon as an enlightened human resources employer, they have positive relationships with their pilots and other employees, they’ve built that into their brand as well as their corporate culture. But obviously some things got away from them.”
Smith said a failed unionization bid doesn’t automatically sour the employer-employee relationship. Instead, the employer should take it as a renewed opportunity to maintain non-union status — especially in this case, where the vote was won only by a slim margin.
“The vote was close enough to realize this was a legitimate threat to make good on what they’ve been doing in the past, and to make sure the issues get dealt with within the context of the association that they already have,” Smith said.
Going forward, management should not become complacent and deal with employee issues in such a way that would render a union unnecessary, he added.
Union defeat
Despite priding itself on strong labour relations, WestJet’s expansion has prompted recent union pushes, said Jason Foster, assistant professor of labour relations and human resources at Athabasca University in Alberta.
“(WestJet) has a deeply ingrained culture that works against unionizing. They’ve intentionally and quite consciously developed their corporate culture to one that is an attempt to try and dampen the desire for unionization,” Foster explained. “This approach is meant to sort of head off at the pass any attempt or desire amongst workers to unionize by creating a culture that says you don’t need a union.”
Coupled with the airline’s size and recent expansion, organizing efforts can prove challenging. Foster cited shift work and a scattered labour force as major contributors to such a problem — whereas at a traditional union shop, all potential membership can be found in one place, such as the factory floor.
Third time the charm?
Pilots aren’t the only WestJet workers gunning for a union. Almost 3,000 of the airline’s flight attendants are attempting certification through their employee association, which is gathering union cards and preparing for its own secret ballot vote.
Until the CIRB reveals the results, Smith said the outcome of the pilots’ vote is not likely to have a major impact, as they exist as a niche employee group. “Pilots are generally leaders in airline organizations; they’re highly paid, they occupy very responsible positions, but in a certain sense, they’re not traditional unionized employees — these aren’t people arguing over a nickle an hour at the bargaining table,” he said.
Foster echoed the thought, adding that flight attendants would have very different grievances and concerns than their inflight counterparts. “(Flight attendants) have their own context and circumstances,” he said. “The failure of the pilots’ application doesn’t negatively affect the flight attendants, it just doesn’t give them the boost they might have needed.”
