We are aware of the update from the WestJet MEC last week, advising their members that WestJet will conduct a Reduction Bid Without Layoffs sometime in Q2, with an effective date of November 1, 2025. This was confirmed this week at the Sunwing Townhall by WestJet’s VP of Flight Operations, Jimmy Dean Porter.

WestJet has consistently communicated that a Reduction Bid Without Layoffs would be necessary to ‘right-size’ the number of crews at each base following the integration. WestJet also has, up until now, indicated the Reduction Bid may take place as late as early 2026. We are disappointed to learn that WestJet appears to be fast-tracking this Reduction Bid without further explanation or justification.

During the seniority arbitration, WestJet presented what they considered the optimal crewing requirements for each base post-integration. The numbers showed a potentially grim outcome for our YYZ, YUL, and YQB members, with a significant risk of forced relocations to Western bases.

We felt WestJet’s projections did not fully account for the business potential in Eastern Canada brought by Sunwing. Additionally, we believed that an immediate Reduction Bid, combined with protections only being offered to WestJet pilots and not ours, was a clear violation of seniority principles. We vigorously argued against this and achieved largely positive results.

While we could never prevent a Reduction Bid, as base sizing is a management right, our goal was to ensure you would be bidding on a level playing field with WestJet pilots by securing the same protections they had negotiated in CA2.

There was optimism among some that WestJet’s eastern bases might ‘grow into’ their post-integration size. However, several economic factors likely contributed to the decision to run the Reduction Bid as soon as the protections expired. The magnitude of this bid was always such that retirements alone were never going to cover it.

Unfortunately, we anticipate that some Sunwing pilots will be downgraded, and more will be forced to move to other bases to maintain their seat or because their seniority no longer allows holding their current base. We know the hardship will be emotional and difficult—the unfortunate reality is mergers always are.

WestJet’s Collective Agreement offers a commuter policy and relocation allocation superior to what we have under our Sunwing Collective Agreement. For YQB pilots, we are currently in discussions with both Companies to clarify the relocation expenses that would apply to you. So far, WestJet has stated that the CA2 relocation expenses do not apply to YQB Sunwing pilots, as they are not covered by the WestJet CA2. We are awaiting Sunwing’s position on this matter.

We know that a fair number of pilots have decided not to build a career at WestJet and are contemplating leaving. We have approached both WestJet and Sunwing about the possibility of offering a Voluntary Departure Program (VDP) to reduce costs, but both have so far declined to consider it.

One obstacle is that the Sunwing VDP program (which has never been offered to the transitioning pilots) was designed to split some of the savings the Company gains by upgrading a new First Officer versus paying a senior Captain. Those savings don’t exist when WestJet upgrades a First Officer, as most First Officers jump right to the top or near-top scale. That said, WestJet could stand to save considerably on training costs and possibly even on relocation expenses if they offered this. We will continue to push, but it looks unlikely.

The subcommittee working on this large project met with the employer and Arbitrator Kaplan for arbitration on February 14^th - not the most romantic way to spend Valentine’s Day. The week prior, a 942-page statement (called a “Will-Say”) outlining our evidence was submitted. This document, which represents tens, if not hundreds, of hours of work, is the largest part of our evidence. We want to thank everyone who contributed to sorting, cataloguing, reviewing, and editing.

The Will-Say clearly outlines the inconsistent reasons given for Captain bypassing. SWG MEC Vice-Chair Kevin Collins played an instrumental role in the creation of this document. It is his adopted Will-Say, meaning he is required to testify at the arbitration hearing. His cross-examination lasted for hours. While Captain Collins is forbidden from discussing his testimony until it is complete, he is allowed to say that he was there and enjoyed it greatly.

Unfortunately, this case is not yet concluded. It will continue in early May.

The Company has apparently reached out to some pilots in an attempt to persuade them to opt out of the case. One such pilot claimed he did not file an individual grievance. This is true, the Union filed the grievance since we are the defenders of the Collective Agreement and hold the responsibility for holding the Company accountable.

That said, all parties agreed that if someone wishes to remove their name, and potentially deny themselves any compensation, they are within their rights to do so.

If you receive any communication from the Company regarding this arbitration, please let us know. Don’t throw away the chance for compensation that we have fought so hard to ensure you get.

While it would be inappropriate to speculate on the potential outcome, all we can say is that the evidence aligns with our expectations, and we are making slow but steady progress.

The economic damage we allege the Company has caused—and continues to cause—in this case is significant and will only increase if First Officers who should have been Captains are forced over to WestJet and now face years waiting for an upgrade. This could explain why the Company is fighting so hard on this case.

Finally, we say “see you later” to those assigned March WestJet report dates. You are the pathfinders as we all make our way into the WestJet system. Any advice and feedback you can provide to your fellow Sunwing pilots is eagerly awaited.

As of your WestJet Report Date, the WestJet MEC will become your official union representation. As officers of Local 270, we are unable to communicate with WestJet managers or other personnel about issues that are not directly related to the integration. So, it will be the responsibility of the WestJet MEC to ensure all elements of your training and employment align with the language of the WestJet Collective Agreement. While relations were strained during the seniority arbitration, since the ISL award, the WestJet MEC has been cooperative and willing to listen and work with us. They know that very soon, we will all be colleagues in the flightdeck.

Our focus now must shift to forming a single, united pilot group that can work towards supporting the negotiation of Collective Agreement #3 that will be viewed as a truly industry-leading agreement!

Tally-ho! See you on the teal side.