To: AMFA Membership
Re: National President's Update April, May, June, and July 2025
Date: August 13, 2025
Dear Members:
Mid-Year Momentum: United, Strong, and Setting the Standard
As we cross the midpoint of 2025, AMFA stands united—stronger than ever, backed by a record of achievement that reflects the power of our collective voice. Together, we’ve advanced contracts, pushed wage scales higher, and protected the core of our craft. Across North America, from the U.S. to Canada, we are proving what unity can accomplish: securing industry-leading pay, defending our work scope, and ensuring quality-of-life provisions that match the value we bring to aviation every day.
This year, our negotiations have driven tangible wins—pushing carriers to compete for top-tier talent and raising the bar for compensation and respect across the board. These gains are not isolated victories; they’re part of a broader strategy to lift the entire profession and force the industry to follow the standards we set.
But our work is not finished. We continue to confront challenges head-on, protecting your right to earn, resisting tactics that compromise safety, and demanding the recognition you deserve from your employer, your industry, and the flying public.
AMFA’s strength lies in our unity. Every success we’ve achieved this year has been fueled by your support, your professionalism, and your commitment to excellence. Together, we are not just meeting the standards of our craft—we are defining them.
Here’s to finishing the year as strong as we’ve started, side by side, raising the bar for our profession and proving that a united craft cannot be ignored or denied recognition.
A Historic Milestone: Welcome AMFA 605 Elected LEC Officers and the AMFA Region IV Director
We are proud to share a momentous achievement in AMFA's history: as of April 2, 2025, AMFA has officially chartered its first Canadian local, Local 605, and established nominations and elections for Local Executive Council (LEC) and Region IV Director. This milestone is historic for our craft-specific trade union and reflects the hard work and unwavering dedication of AMFA members across Canada.
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Over the past several months, AMFA National has worked diligently to facilitate a smooth and structured transition for our newly added Canadian membership and establish a process for nominations and elections to lead the membership to future successes.
The nominations and elections for the Local 605 Local Executive Council (LEC) and AMFA Region IV Director union representatives have concluded. We would like to congratulate the following leaders, who have been nominated and elected by the membership. We would also like to take this opportunity to thank everyone who participated in the election process.
Introducing the membership’s elected Officers of Local 605:
• Local President – Matt Finnemore
• Local Vice President – Surinder Jhalli
• Local Secretary – Elizabeth Dugan
• Local Treasurer – Joey Whittertaker
• Local Safety & Standards Chairman – Jeff Decker
We sincerely thank Jeremy Loney and Cooper Dahr for volunteering to take on these important transition roles.
This is a pivotal moment in AMFA's expansion in Canada and the creation of the geographic location of AMFA Region IV. I want to congratulate the newly elected Region IV Director, Ian Evershed. Ian will be holding a National Executive Council (NEC) position at the AMFA National. In creating both a new local and regional director, we are laying the foundation for strong, craft specific representation in Canada. AMFA is expecting continued and future growth by the end of the year.
We invite all AMFA members to stay engaged and actively participate in our movement across Canada. Together, we will ensure that AMEs and skilled trade professionals receive the international recognition and support they have long earned.
AMFA Organizing – Air Canada Election Update
On January 13, 2025, AMFA filed an Application for Representation with the Canada Industrial Relations Board (CIRB), supported by more than 93% of Air Canada Aircraft Maintenance Engineers (AMEs).
On May 7, 2025, the CIRB authorized a representation vote for roughly 2,250 maintenance employees at Air Canada. As part of its order, the Board also approved the fragmentation of the existing Technical, Maintenance, and Operational Support (TMOS) Bargaining Unit. Air Canada’s skilled aviation professionals are seeking AMFA representation because, for generations, the IAM has failed to prioritize the specific needs of AMEs and skilled trade groups. AMFA is the only craft/trade-specific union solely dedicated to representing and advancing the interests of aviation maintenance professionals.
The representation vote was conducted from May 26, 2025, to May 31, 2025, but the Board has not released the results of the vote. It continues to work on a full-form decision explaining the reasons for the fragmentation of the bargaining unit. On June 20, 2025, the IAM filed a motion with the
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Federal Court of Appeal asking that the court prohibit the Board from releasing the vote results. The IAM justified its request as follows:
“[I]f AMFA obtained a majority of votes and this fact is disclosed, IAMAW’s reputation and relationship with its members and with the employer will be damaged, with the confidence of both in IAMAW undermined. In this respect, if the ballots are unsealed, counted, and disclosed, and then it is determined that IAMAW remains the bargaining agent of the entire TMOS bargaining unit, IAMAW will be unfairly and unnecessarily prejudiced in its ability to represent its members.”
With its motion, the IAM also submitted a supposedly “unsolicited” letter from the Canada Labour Congress that criticized the Board’s decision to fragment the TMOS unit, which had allowed Air Canada maintenance employees to freely choose their collective bargaining agent for the first time ever.
On July 17, 2025, the Court of Appeal granted the motion, finding that the loss of the representation vote would, in fact, damage the IAM’s reputation. The vote results will be released only after the Court approves the Board’s reasons for fragmenting the TMOS unit.
While the Court’s decision here will delay AMFA’s certification by several months, it should not impact the ultimate outcome — AMFA victory. For more information, AMFA | Air Canada
Negotiation Updates by Carrier
With negotiations underway at five AMFA-represented carriers (Sun Country Airlines, Spirit Airlines, Calm Air, Jazz Line, and Jazz Technical Services), our Negotiating Committees have been busy.
Thank you to the members who participated in the negotiation sessions. Your attendance and engagement in the bargaining process help to strengthen and increase industry standards for all AMTs/AMEs across Canada and the United States. Please visit the Represented Carriers page on the AMFA National Website for the most current airline-specific news and updates on negotiations.
Alaska Airlines (AS)
On September 18, 2024, Alaska Airlines completed its acquisition of Hawaiian Airlines. Since then, the two carriers have begun integrating operations — but Alaska has yet to take steps toward merging the Alaska AMFA-represented and Hawaiian IAM-represented Maintenance & Engineering (M&E) groups.
On May 12, 2025, AMFA applied to the National Mediation Board (NMB) to determine that Alaska Airlines and Hawaiian Airlines constitute a single transportation system for the craft or class of Mechanics and Related Employees. The IAM responded on July 8, 2025, and did not dispute that the carriers are merging — the same position AMFA stated in its initial filing for single carrier representation on May 12, 2025.
On July 30, 2025, the NMB issued a decision confirming that Alaska and Hawaiian Airlines are indeed a single transportation system for union representation purposes in this craft/class. The next step is determining which union will represent the combined Alaska-Hawaiian group is determined by the National Mediation Board (NMB). Our assessment leads us to believe that the IAM lacks the necessary support or signed cards to meet the 50% showing-of-interest threshold. However, if the IAM does gather enough signed cards from Alaska AMTs to appear on the ballot, all Mechanics and Related Employees determined by the NMB will be eligible to vote via paper/mail-in ballot. Voting will remain open for approximately 8–10 weeks, and the winner will be determined by a majority of votes cast by participating eligible employees from both airlines.
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As with the Alaska–Virgin America merger, any Seniority List Integration (SLI) and/or Transition Agreement will be submitted to AMFA members for approval by a ratification vote. We ask members to remain patient and professional as the process moves forward. AMFA is reviewing all available options to advance the integration and will continue to evaluate the potential impact on union representation for the combined eligible groups.
Calm Air
On April 22, 2025, AMFA completed the Calm Contract proposal prioritization survey and ranking. Using data from the membership survey, the AMFA Negotiation Committee developed its opening term sheet.
The first bargaining session was held June 9–12, 2025, in Winnipeg. Over four days, the parties introduced themselves, discussed their expectations for the bargaining process, and reviewed AMFA’s philosophy on allowing Calm Air AMFA members to attend negotiations as observers. The company expressed a willingness to permit observers, and the parties agreed on parameters for the process.
During the June session, AMFA presented proposals on:
• Purpose of Agreement
• Management Rights
• Dues Check-Off
• Probationary Period
• Paid Education Leave
• Personnel Files
• Bereavement Leave / Leave of Absence
• Sick Leave
The parties reached tentative agreements (TAs) on six articles during this session.
The second bargaining session took place July 28–31, 2025, in Winnipeg. AMFA presented proposals on:
• Grievance and Arbitration Procedure (formerly Redress Procedure)
• Accommodations Standards
• Sick Leave
• Leaves of Absence
• Health and Safety
• Personnel Files
• Restricted Area Identification Card (RAIC)
• Training
The company presented proposals on Classification and Uniforms.
The parties reached TAs on six additional articles:
1. Article 7 – Grievance and Arbitration Procedure (formerly Redress Procedure) 2. Article 9 – Leaves of Absence (contingent on open economic items)
3. Article 10 – Sick Leave (contingent on open economic items)
4. Article 21 – Accommodations Standards
5. Article 26 – Personnel Files
6. Article 29 – Restricted Area Identification Cards (RAIC)
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This brings the total number of TAs from the first two sessions to twelve.
The next bargaining session is scheduled for August 10–14, 2025, in Winnipeg. Horizon Air (QX)
On April 6, 2025, AMFA and Horizon reached a tentative agreement (TA) on a successor collective bargaining agreement (CBA). The TA was ratified on May 6, 2025, with 74.47% of members voting in favor.
This new four-year agreement delivers key improvements that position our members as industry leaders among regional carriers and strengthens Horizon’s ability to retain skilled employees.
Key highlights of the new agreement include:
• Significant pay increases, including a 20% total compensation increase over the term of the agreement.
• Increased overtime earning potential with more hours eligible to be paid at double time. • New language providing paid rest when members travel away from their station for certain work assignments.
• Substantial ratification bonus payments.
This agreement provides compensation increases that recognize the expertise and dedication of our members. Additionally, this contract marks a major step forward for regional airline labor standards and sets a new benchmark across the industry.
L3 Harris MAS (L3)
Negotiations are ongoing at L3 Harris MAS over the new Ottawa, ON, station, which will focus on maintaining A330 aircraft, while the Trenton, ON, station continues work on A310 aircraft. Grievances remain active regarding station integration.
A Memorandum of Understanding (MOU) was reached to help address AMFA-L3 AMEs classification to perform in-house Fuel Tank Entry as part of the recently expanded Trenton, ON work scope due to the performance of CC150 Heavy Maintenance Checks. This scope of work was performed by a 3rd party. AMFA agreement provides the premium associated with fuel tank entry, inspection, and maintenance /replacement is $5.00/ hr. on a permanent basis for as long as the position covered under this MOU is held:
• Assigned to a Lead role, they will receive the Lead Premium ($2.20) for the duration of this work assignment
• All premiums are eligible for Overtime and paid at 150%
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Jazz Aviation LP Line
On June 12, 2025, AMFA completed the Jazz Line proposal prioritization survey and ranking. Using the data from the membership survey, the AMFA-Jazz Negotiation Committee developed its opening term sheet. Earlier that week, on June 10, the Jazz Negotiator-at-Large position was nominated and elected. Congratulations to Mike Emery, who will now serve as a voting member of the AMFA-Jazz Committee.
The first bargaining session was held June 10–12, 2025, in Toronto, ON. The parties introduced themselves, and your committee reviewed AMFA’s history as a craft-specific union committed to promoting the skills of Tech-Ops employees and addressing past wage suppression by predecessor unions. AMFA emphasized that, after more than a decade under the same agreement, it would be necessary to address a number of contract language issues.
During the June session, AMFA presented proposals on:
• Purpose of Agreement and Definitions
• Management Rights
• Relief and Special Assignments
• Probation
• Leaves of Absence and Sick Leave
• Transfers and Filling of Vacancies
• Grievance Procedure and Arbitration
• Discipline, Suspension, and Discharge
• Health and Safety
• Union–Management Communications
• Dues Check-Off
The parties reached tentative agreements (TAs) on seven articles:
1. Article 1 – Purpose of Agreement and Definitions
2. Article 3 – Management Rights
3. Article 9 – Probation
4. Article 12 – Transfers and Filling of Vacancies
5. Article 17 – Health and Safety
6. Article 18 – Union–Management Communications
7. Article 20 – Check-Off
The parties met again June 25–27, 2025, in Toronto. AMFA presented proposals on Sick Leave, Leaves of Absence, Scope of Agreement Classifications and Positions, Overtime, Relief and Special Assignments, Statutory Holidays, and General Provisions. One article was TA’d during this session:
• Article 16 – Grievance and Arbitration Procedure
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From July 7–9, 2025 (Jazz Update #2), representatives from Jazz and AMFA met in Montreal for the next round of negotiations. This session focused on member-generated proposals related to the above issues, including amendments to Article 4 to:
1. The reduction of the Crew Chief to employee ratio from 12:1 to 10:1 in order to address the growing conflict between the Crew Chief’s oversight of Apprentice maintenance work and the performance of their administrative work;
2. Establishing a maximum ceiling of fifty percent for Apprentices on a crew; and 3. Allowing an employee to decline to perform work outside of their job classification where they consider the work beyond their competency.
Both parties also recognized that recruitment and retention of experienced AMEs — essential to maintaining reliable aviation maintenance standards — will require a significant increase in compensation. Negotiations on key economic items are expected soon.
Jazz Technical Services
On June 12, 2025, AMFA completed the Jazz Technical (JTS) proposal prioritization survey and ranking. Using this data, the AMFA-JTS Negotiation Committee developed its opening term sheet. Earlier that week, on June 10, the Negotiator-at-large position was nominated and elected — congratulations to Craig Clouter, who will now serve as a voting member of the AMFA-JTS Committee.
First Session (June 10–12, Toronto)
The parties opened negotiations with introductions and discussions about how each side viewed the bargaining process. AMFA explained its philosophy of allowing JTS AMFA members to attend negotiations as observers. The company agreed in principle, and the parties established parameters for observer participation. Guidelines will be distributed before the July session.
AMFA presented proposals on:
• Purpose of Agreement
• Management Rights
• Relief and Special Assignment
• Dues Check-Off
• Probationary Period
• Transfers and Filling of Vacancies
• Leave of Absence
• Sick Leave
• Union–Management Communications
• Health and Safety
Seven articles were tentatively agreed to (TA’d) during this session.
Second Session (June 23–24, Toronto)
TAs reached:
• Article 21 – Duration
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• Article 16 – Grievance Procedure, Arbitration, Discipline, Suspension, and Discharge
AMFA also submitted proposals for: Scope of Agreement, Classifications and Positions, Overtime, Relief and Special Assignments, Leaves of Absence and Sick Leave, Statutory Holidays, and General.
Third Session (July 15–17, Montreal)
TA reached:
• Article 4 – Scope of Agreement, Classifications, and Positions — with formal recognition of: o Furnishing Shops Certification Authority (SCA) Technician – performs furnishing technician functions plus testing and certification.
o Furnishings Crew Chief – must hold an SCA qualification.
Sun Country Airlines (SCA)
Mediation with the National Mediation Board (NMB) continued through May, June, and July in Chicago and Washington, D.C., covering: Pay, Holidays, 401(k) & Insurance Benefits, OT, Hours of Service, Overtime Equalization, Field of Service, Travel Expenses, Traveling Technician, Moving Expenses, and Vacations.
During the July 16–18 session in Washington, D.C., the company’s counterproposal on Day 2 fell far short, particularly after both parties had met with the NMB Chairperson. The company:
• Maintained its prior position on wages despite AMFA’s substantial movement. • Rejected AMFA’s proposal to reinstate the Blue Plan insurance currently enjoyed by pilots, flight attendants, and dispatchers.
• Failed to offer a retirement match equal to the 6% secured by flight attendants in their latest CBA.
• Made no movement on vacation accrual or 48-hour carryover.
AMFA maintained its positions on wages, healthcare, and retirement matching, with minor movement on double-time and retirement administration provisions. The company owes a complete counterproposal at the next session, scheduled for August 19–21 in Chicago.
Given the lack of progress, AMFA is evaluating all legal options under the Railway Labor Act, including a potential request to the NMB to release the parties from mediation, which, if granted, could trigger a 30-day cooling-off period and allow self-help or strike action. The Strike Preparation Committee continues its work in case a legal strike becomes necessary.
Southwest Airlines (SWA)
The Arizona Industrial Commission’s Labor Department investigated complaints from AMFA-SWA members and ruled in favor of the employees. The department determined that SWA is subject to the Fair Wages and Healthy Families Act, which requires employers to provide paid sick leave and prohibits retaliation for using it.
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SWA argues that its CBA with AMFA is governed by federal labor law, which it claims preempts many state and local laws. The airline is appealing more than $300,000 in fines after Arizona workers alleged retaliation for taking earned sick time.
AMFA National and Local Officers have begun preliminary discussions on timelines for early openers under Section 6 for all three Southwest Airlines Collective Bargaining Agreements (CBAs) — covering AATs, FMTs, and AMTs — which are set to become amendable in 2026 and 2027.
Spirit Airlines (NK)
AMFA and NK held their ninth mediation session with the NMB on July 24–26, 2025, in Chicago, covering: Classifications, Hours of Service, Overtime Equalization, Transportation, and Moving Expenses.
TA reached:
• Article 21 – Transportation and Moving Expenses, contingent on agreement over maximum reimbursement for company-paid moves.
Next session: August 5–7, 2025, in Chicago. AMFA remains committed to securing a contract that rewards and protects members — not just accepting the fastest path forward.
For the next session, scheduled for September 23-25 in Chicago, the Mediator requested the Company be prepared with counterproposals on Article 5 – Hours of Service; Article 13 – Vacations; Article 6 Overtime and Article 12 – Furlough and Recall, and AMFA be prepared with counterproposals on Article 4 – Classifications and Article 11 – Vacancies.
With timeliness in mind, we continue to push for a CBA that rewards and protects you. We will not simply accept the Company's proposals because that is the fastest route forward. That approach does not benefit us as a group. For further information and the negotiation scoreboard status link: AMFA
WestJet Airlines (WJA)
AMFA-WJA is working to implement and enforce the new work rules from the recently ratified CBA. The first Master Seniority List (MSL) has been completed and is now being used for bidding on vacation, training, field service trips, and bid shift lines. Automation for the bidding system is in progress.
Sunwing employees officially joined WestJet in June under agreed classifications and bases, pending CIRB review.
We are pleased to welcome and congratulate Scott Christopherson on stepping up to fill the vacant WestJet Airlines Airline Representative position. Scott brings the experience, skills, and dedication needed to navigate the transition smoothly. We are confident he will excel as the gatekeeper and enforcer of the WestJet Collective Bargaining Agreement, ensuring its provisions are upheld for our members. This change comes as Ian Evershed transitions out of the role to take on his newly elected position as AMFA National Region IV Director.
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WestJet’s CEO, Alexis von Hoensbroech, met with AMFA to discuss supply chain challenges in sourcing Boeing aircraft parts. AMFA urges both the U.S. and Canadian governments to work together to identify affected parts and explore solutions — including potential tariff exemptions — to avoid disruptions.
Safety is Paramount
AMFA recognizes your skill and responsibility in certifying aircraft airworthiness to the highest safety standards. Use your carrier’s Safety Reporting System (SRS) to report safety or compliance concerns. You can also report aviation safety issues to the FAA Hotline: https://hotline.faa.gov/.
Thank you for your dedication and professionalism. Together, we will continue to strengthen our craft and ensure recognition of your vital contributions to aviation safety.
In solidarity,
Bret Oestreich
National President
