Westjet F/A Sues over Sexual Harassment by Pilot
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Westjet F/A Sues over Sexual Harassment by Pilot
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If the allegations are proven to be true they will definitely hurt WJ's squeaky clean image of an employee/passenger friendly airline. I wonder if they will try and settle before trial to avoid the publicity instead of "vigorously" defending itself - a standard boiler plate statement often used by defendants in civil cases.
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As with many things, there is more here than the lawsuit claims. The sexual harassment regulations are very clear and must be investigated by a harassment officer, when a complaint is made. Maybe she didn't like the outcome, who knows. As this goes through the process we will get a clearer picture of the complaint and incident.
Good Evening All:
To be very clear sexual harassment does not belong in the work place FULL STOP!
This presents a very interesting problem for their management if the there was a record of alleged harassment dating back to 2008. Does this mean it was overlooked, covered up or what were they thinking?
Needless to say someone is being invited to the CEO of WestJet for "milk and cookies".
This is taken from the Globe and Mail to save some time getting to it.
GLORIA GALLOWAY
OTTAWA — The Globe and Mail
Published Wednesday, Mar. 02, 2016 8:22 PM EST
Last updated Thursday, Mar. 03, 2016 7:41 AM EST
A former WestJet flight attendant is suing the airline, alleging that it failed to protect her from being sexually assaulted by a pilot who was known to have previously assaulted another woman, that its officials did not discipline her alleged assailant and that she was fired when she tried to find out how the company had responded to her complaint.
Mandalena Lewis says in a statement of claim filed in the Supreme Court of British Columbia late Tuesday that, had the Calgary-based airline taken appropriate measures when the first flight attendant was assaulted by the same man, her own ordeal never would have happened.
Ms. Lewis also alleges that she was warned by WestJet to remain silent about the incident. She is asking the court to find that, far from disciplining the man identified as Pilot M, WestJet took steps to protect him from prosecution.
The statement of claim asks for damages in an amount to be determined as well as declarations from WestJet that it did not protect Ms. Lewis, that it caused her further harm and that her employment was wrongfully terminated. None of the allegations has been proven in court.
Asked for comment, WestJet responded in an e-mail by saying the company does not comment on ongoing legal proceedings but will “vigorously” defend itself against the allegations contained in the claim.
“WestJet further confirms its commitment to maintaining a safe and harassment-free environment for its employees and guests and takes its obligations in this respect with the utmost seriousness,” the statement from the airline said.
As a result of lawsuit, SumOf-Us.org, an international consumer watchdog, has launched a petition campaign that urges WestJet chief executive officer Gregg Saretsky to resign his post and calls on the company to immediately update and enforce its policies regarding sexual harassment and assault.
“Women shouldn’t face harassment of any kind at their respective workplaces and no one should fear for their job after reporting sexual assault by a fellow employee,” said Emma Pullman, a lead strategist with SumOfUs.org.
According to Ms. Lewis’s statement of claim, Pilot M invited her and the rest of his flight crew back to his room for drinks during a layover in Maui, Hawaii, in January, 2010. Team spirit is promoted by the company, the court document says, and “as part of that team spirit, socializing on layovers is common and encouraged by WestJet and this often involves alcohol.”
When all other members of the crew had retired for the night, the court document says, the pilot suggested sex and, when Ms. Lewis tried to leave, he threw her onto the bed, kissed her and groped her between the legs. She managed to push him off, then fled the room.
The document says Ms. Lewis reported the assault to another member of the crew the following day and to her WestJet manager upon her return to Canada. She also lodged a complaint with the RCMP, who contacted the police in Maui. But the pilot could not be arrested unless he returned to Hawaii.
Rather than discipline or fire Pilot M, the statement of claim says, WestJet determined that he would never be sent back to Hawaii.
The document also says the company told Ms. Lewis that she would never be scheduled to work with the pilot again – which made it difficult for her to maintain full employment because she could not be scheduled for stand-by or reserve shifts.
In addition, the statement of claim says, she was instructed “not to speak of the sexual assault to anyone else, out of concern for the pilot’s privacy.”
Ms. Lewis “felt demoralized, frustrated and degraded by WestJet,” the claim says.
At a company training session in April of last year, she asked why WestJet does not do more to protect employees from sexual assault.
Four months later, another flight attendant who had attended the same training session called Ms. Lewis to say she had been assaulted by a pilot in 2008 and had informed WestJet.
In their discussion, the two women realized the same man was the alleged assailant in both cases. The court document says Pilot M admitted having sex with the other woman and the evidence indicates that she “did not, and could not, have consented.”
For Ms. Lewis, the statement of claim says, “this information meant that WestJet’s failure to properly investigate and respond to the 2008 complainant’s report of sexual assault by Pilot M has resulted in Pilot M being at liberty to assault others, including the plaintiff in January, 2010.”
In September, 2015, Ms. Lewis started demanding to see her employment file to determine what, if any, action WestJet had taken following her complaint of sexual assault.
When no file was forthcoming, she went on stress leave in December.
Then, in January of this year, she sent the company an e-mail containing a curse word demanding to know where her records were.
The court document says that she was fired for “insubordination” based on the swear word and a disconnected call to a WestJet manager that she had inadvertently dialled.
To be very clear sexual harassment does not belong in the work place FULL STOP!
This presents a very interesting problem for their management if the there was a record of alleged harassment dating back to 2008. Does this mean it was overlooked, covered up or what were they thinking?
Needless to say someone is being invited to the CEO of WestJet for "milk and cookies".
This is taken from the Globe and Mail to save some time getting to it.
GLORIA GALLOWAY
OTTAWA — The Globe and Mail
Published Wednesday, Mar. 02, 2016 8:22 PM EST
Last updated Thursday, Mar. 03, 2016 7:41 AM EST
A former WestJet flight attendant is suing the airline, alleging that it failed to protect her from being sexually assaulted by a pilot who was known to have previously assaulted another woman, that its officials did not discipline her alleged assailant and that she was fired when she tried to find out how the company had responded to her complaint.
Mandalena Lewis says in a statement of claim filed in the Supreme Court of British Columbia late Tuesday that, had the Calgary-based airline taken appropriate measures when the first flight attendant was assaulted by the same man, her own ordeal never would have happened.
Ms. Lewis also alleges that she was warned by WestJet to remain silent about the incident. She is asking the court to find that, far from disciplining the man identified as Pilot M, WestJet took steps to protect him from prosecution.
The statement of claim asks for damages in an amount to be determined as well as declarations from WestJet that it did not protect Ms. Lewis, that it caused her further harm and that her employment was wrongfully terminated. None of the allegations has been proven in court.
Asked for comment, WestJet responded in an e-mail by saying the company does not comment on ongoing legal proceedings but will “vigorously” defend itself against the allegations contained in the claim.
“WestJet further confirms its commitment to maintaining a safe and harassment-free environment for its employees and guests and takes its obligations in this respect with the utmost seriousness,” the statement from the airline said.
As a result of lawsuit, SumOf-Us.org, an international consumer watchdog, has launched a petition campaign that urges WestJet chief executive officer Gregg Saretsky to resign his post and calls on the company to immediately update and enforce its policies regarding sexual harassment and assault.
“Women shouldn’t face harassment of any kind at their respective workplaces and no one should fear for their job after reporting sexual assault by a fellow employee,” said Emma Pullman, a lead strategist with SumOfUs.org.
According to Ms. Lewis’s statement of claim, Pilot M invited her and the rest of his flight crew back to his room for drinks during a layover in Maui, Hawaii, in January, 2010. Team spirit is promoted by the company, the court document says, and “as part of that team spirit, socializing on layovers is common and encouraged by WestJet and this often involves alcohol.”
When all other members of the crew had retired for the night, the court document says, the pilot suggested sex and, when Ms. Lewis tried to leave, he threw her onto the bed, kissed her and groped her between the legs. She managed to push him off, then fled the room.
The document says Ms. Lewis reported the assault to another member of the crew the following day and to her WestJet manager upon her return to Canada. She also lodged a complaint with the RCMP, who contacted the police in Maui. But the pilot could not be arrested unless he returned to Hawaii.
Rather than discipline or fire Pilot M, the statement of claim says, WestJet determined that he would never be sent back to Hawaii.
The document also says the company told Ms. Lewis that she would never be scheduled to work with the pilot again – which made it difficult for her to maintain full employment because she could not be scheduled for stand-by or reserve shifts.
In addition, the statement of claim says, she was instructed “not to speak of the sexual assault to anyone else, out of concern for the pilot’s privacy.”
Ms. Lewis “felt demoralized, frustrated and degraded by WestJet,” the claim says.
At a company training session in April of last year, she asked why WestJet does not do more to protect employees from sexual assault.
Four months later, another flight attendant who had attended the same training session called Ms. Lewis to say she had been assaulted by a pilot in 2008 and had informed WestJet.
In their discussion, the two women realized the same man was the alleged assailant in both cases. The court document says Pilot M admitted having sex with the other woman and the evidence indicates that she “did not, and could not, have consented.”
For Ms. Lewis, the statement of claim says, “this information meant that WestJet’s failure to properly investigate and respond to the 2008 complainant’s report of sexual assault by Pilot M has resulted in Pilot M being at liberty to assault others, including the plaintiff in January, 2010.”
In September, 2015, Ms. Lewis started demanding to see her employment file to determine what, if any, action WestJet had taken following her complaint of sexual assault.
When no file was forthcoming, she went on stress leave in December.
Then, in January of this year, she sent the company an e-mail containing a curse word demanding to know where her records were.
The court document says that she was fired for “insubordination” based on the swear word and a disconnected call to a WestJet manager that she had inadvertently dialled.
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Fired" based on a swear word", Good lord, a well known supervisory pilot during my day was known as "Captain F----K," this being his only adjective/noun or what have you, a great guy, but certainly not PC!
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I think her lawyer made a very intelligent pleading. Rather than seeking an exorbitant amount of damages she wants WJ to come clean and is seeking a declaration that "it did not protect Ms. Lewis, that it caused her further harm and that her employment was wrongfully terminated." I understand where she is coming from and was allegedly screwed around by her former employer.
The airline I was with, in its forty-five years existence, never had a single reported incident like these ones alleged. The mutual unstated accord between male and female crew was one of respect, and generally liking, for the other, which with the manner of the recruiting and the shrewd judges of character who did it, was just a given, but doubtless never taken for granted. On the job, a few of the priceless exchanges are as sharp as yesterday.
to go briefly off the deadly serious topic (empanel the jury) here being aired -
'Murray' (an F/O somewhat vain) ' has anyone ever told you how much the women find you irresistible ?' says Susan passing him his coffee. Murray looks up with a sheepish grin. . . 'No' he says. 'Oh right' says Susan 'then how the hell did you find out?' (Did I have to suppress the urge to wet myself?)
When Kate, a young woman possessed of supreme self-confidence, was being interviewed for an F/O vacancy the three senior management pilots gave her a good grilling, which she handled well. As she was about to leave the room, interview over, one of the men said 'Before you go Kate, tell us what would be your response to an episode of sexual harassment that might take place just one-to-one.' "Oh easy . .. I'd just ask him not to say a word.' at which she said her goodbyes.
The laughter cleared the air entirely. Two weeks later she commenced her ground school.
to go briefly off the deadly serious topic (empanel the jury) here being aired -
'Murray' (an F/O somewhat vain) ' has anyone ever told you how much the women find you irresistible ?' says Susan passing him his coffee. Murray looks up with a sheepish grin. . . 'No' he says. 'Oh right' says Susan 'then how the hell did you find out?' (Did I have to suppress the urge to wet myself?)
When Kate, a young woman possessed of supreme self-confidence, was being interviewed for an F/O vacancy the three senior management pilots gave her a good grilling, which she handled well. As she was about to leave the room, interview over, one of the men said 'Before you go Kate, tell us what would be your response to an episode of sexual harassment that might take place just one-to-one.' "Oh easy . .. I'd just ask him not to say a word.' at which she said her goodbyes.
The laughter cleared the air entirely. Two weeks later she commenced her ground school.
Good Evening All:
I have taken this posting from the Airline Employee Forum and is written by a gentleman that goes by Dagger. Over the years I have enjoyed his postings as he writes very clearly and has been in the industry.
Please read what his thoughts are on this matter.
“In today's employment law, and considering the FA was not unionized in Canada Labour Code sense (which would be the case at AC, AT, etc.), there is nevertheless be an onus on an employer to 1. thoroughly investigate the incident, as impartially as possible, and 2) provide professional assistance to the parties to deal with the impact of the action. A company today must have a robust policy of sexual and other harassment.
Actually, this is one rare occasion where WS would have been far better off it the flight attendants were unionized. I have a generally poor regard for CUPE but it would have conducted a vigorous review of her complaint before even filing a grievance with the company, and this would have been settled for better or worse in-house. In the absence of a union and proper grievance procedures, this has been allowed to fester, the company may have mishandled aspects of it, and the FA is well within her Code and employment law rights to sue. Whether she is a feminist or not, a pain in the ass or not, these issues have little relevance to the lawsuit. In fact, I'd say Pilot M is almost an afterthought in this case, based on what is out there in the public domain - in fact, he might be re-tired by now, or close enough to be packaged off, made to disappear so to speak. From here on in, it's the company and its handling of the case that are the central part of the story.
There are many questions that will have to be dealt with in this legal case:
1. Did the incident as described by plaintiff happen as described, or in some lesser or greater form that would constitute sexual assault?
2. Did she file her complaint (not the lawsuit, her internal complaint) in a timely manner?
3. How did the company handle the flight attendants' complaint? If it was anything less than fair and scrupulous to the flight attendant concerned, this will look bad on WestJet even if the actual complaint is exaggerated or groundless?
4. If it wasn't sexual assault, did the incident rise to the level of sexual harassment?
5. Did this pilot have a "prior" on his company record, i.e. was the first alleged assault known to the company?
6. If the pilot did behave improperly, on one or more than one occasions, what discipline or corrective action was undertaken by the company?
7. Seeing it had a problem with one pilot, did the company take remedial action of any kind to help insure that there wouldn't be more such incidents, i.e. did it tighten its policy, assure staff of confidentiality to encourage them to come forward, etc.
8. Did the company protect the pilot more than the FA in pursuing its investigation? i.e. did he have friends in high places. The Old Boys network?
9. Was she fired with reasonable cause?
I can think of many more questions, but don't want to bore you all. An incident like this, unless proven to be entirely an exaggeration - i.e. a gentleman who sought sex but when rebuffed, was entirely gentlemanly - is going to hurt WS more than a certain spying case against a rival airline many years ago. It will hurt in hiring staff, it will hurt in the marketplace, it will make relations between the two employee groups a little more intense - are there still these morale-building mixers on the road? It tars all WS pilots, which is unfair and unfortunate. Every employee group at every company has a couple of people who cannot control their impulses. What the company does when they fail to control their impulses now becomes the public's business.”
I have taken this posting from the Airline Employee Forum and is written by a gentleman that goes by Dagger. Over the years I have enjoyed his postings as he writes very clearly and has been in the industry.
Please read what his thoughts are on this matter.
“In today's employment law, and considering the FA was not unionized in Canada Labour Code sense (which would be the case at AC, AT, etc.), there is nevertheless be an onus on an employer to 1. thoroughly investigate the incident, as impartially as possible, and 2) provide professional assistance to the parties to deal with the impact of the action. A company today must have a robust policy of sexual and other harassment.
Actually, this is one rare occasion where WS would have been far better off it the flight attendants were unionized. I have a generally poor regard for CUPE but it would have conducted a vigorous review of her complaint before even filing a grievance with the company, and this would have been settled for better or worse in-house. In the absence of a union and proper grievance procedures, this has been allowed to fester, the company may have mishandled aspects of it, and the FA is well within her Code and employment law rights to sue. Whether she is a feminist or not, a pain in the ass or not, these issues have little relevance to the lawsuit. In fact, I'd say Pilot M is almost an afterthought in this case, based on what is out there in the public domain - in fact, he might be re-tired by now, or close enough to be packaged off, made to disappear so to speak. From here on in, it's the company and its handling of the case that are the central part of the story.
There are many questions that will have to be dealt with in this legal case:
1. Did the incident as described by plaintiff happen as described, or in some lesser or greater form that would constitute sexual assault?
2. Did she file her complaint (not the lawsuit, her internal complaint) in a timely manner?
3. How did the company handle the flight attendants' complaint? If it was anything less than fair and scrupulous to the flight attendant concerned, this will look bad on WestJet even if the actual complaint is exaggerated or groundless?
4. If it wasn't sexual assault, did the incident rise to the level of sexual harassment?
5. Did this pilot have a "prior" on his company record, i.e. was the first alleged assault known to the company?
6. If the pilot did behave improperly, on one or more than one occasions, what discipline or corrective action was undertaken by the company?
7. Seeing it had a problem with one pilot, did the company take remedial action of any kind to help insure that there wouldn't be more such incidents, i.e. did it tighten its policy, assure staff of confidentiality to encourage them to come forward, etc.
8. Did the company protect the pilot more than the FA in pursuing its investigation? i.e. did he have friends in high places. The Old Boys network?
9. Was she fired with reasonable cause?
I can think of many more questions, but don't want to bore you all. An incident like this, unless proven to be entirely an exaggeration - i.e. a gentleman who sought sex but when rebuffed, was entirely gentlemanly - is going to hurt WS more than a certain spying case against a rival airline many years ago. It will hurt in hiring staff, it will hurt in the marketplace, it will make relations between the two employee groups a little more intense - are there still these morale-building mixers on the road? It tars all WS pilots, which is unfair and unfortunate. Every employee group at every company has a couple of people who cannot control their impulses. What the company does when they fail to control their impulses now becomes the public's business.”
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From day one West Jet have displayed a very poor standard of corporate behavior, it first came to light in the media when they were ordered by the courts to donate a whole bunch of cash to a named charity {under an agreement dictated by Claude Taylor, probably the most ethical airline CEO ever} this was a result of their use of private passwords to obtain data from Air Canada, which was simply theft. When will corporations work it out that such behavior always backfires given time? Just ask VW if you doubt this!
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Do you condone sexual harassment or not?
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Rather than discipline or fire Pilot M, the statement of claim says, WestJet determined that he would never be sent back to Hawaii.
My only question, is that if this assault was as serious as is alleged, why on earth did the FA not report it to the local police immediately????? It is a Criminal matter, not one to be dealt with as a work-related complaint.
Sorry, but I do smell an oversized rodent here.
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It's a civil matter and the standard of proof is much lower than if it were criminal so I wouldn't say it will not be proven if it goes to court.
It's well known that victims of sexual assault, where the parties know each other, often do not report these things right away. In many such cases the victims do not even report the incident and continue to see the perpetrator socially. See R. v. Ghomeshi, a trial which was just completed in Toronto. You can find the media reports if you Google it.
It's well known that victims of sexual assault, where the parties know each other, often do not report these things right away. In many such cases the victims do not even report the incident and continue to see the perpetrator socially. See R. v. Ghomeshi, a trial which was just completed in Toronto. You can find the media reports if you Google it.
Good Afternoon All:
And now there are six more flight attendants who have come forward according to CTV Vancouver. In a read of this serious allegation there is an appearance of obstruction of justice if it is proven their management did in deed have the pilot stop flying to Hawaii. Reading the other comments from other flight attendants " Management has outright said that they will expunge people who are causing disruption within the workplace, and that people who are questioning the system are no longer welcome,” !
From another poster who said this:
" The issue here is not if the accused is guilty or not, only a proper investigation and if necessary a trial can determine that. The issue is that there was no apparent investigation.
In the recent past you may remember Air Canada went through a much less serious issue of sexual harassment due to racy pictures hidden in the flight deck. A complaint was filed by a female pilot and I'm not kidding when I say the company went on the war path to correct the situation. Anybody who laughed it off as a trivial thing back then knows precisely where the company stands on the issue today.
Attempting to paper over an accusation as serious as this has blown up in Westjet's face in a big way. Bad press is the least of their worries at this point, their real problem is losing the trust of every one of their employees and that includes the pilots. This guy - guilty or innocent - will be thought of as guilty by everyone he works with regardless. Westjet employees, the alleged victim(s), and especially the accused deserve a proper investigation to determine the truth.
This isn't somebody peeved at being insulted or anything so mundane...someone has been accused of sexual assault. The seriousness of this allegation demands that it either be verified or exposed as false. Either case demands strong action by the company against one party or the other which did not occur.
Keeping the pilot out of Hawaii and/or firing the FA for "insubordination" smells just like the steaming pile that it is. If WestJet had carried out a proper investigation they would either have supported the FA in filing a complaint with the police, or they would have fired the FA for falsely accusing another employee after first documenting their response to the allegation in minute detail. Neither happened."
For the CTV web link follow this:
WestJet employees speak out in wake of pilot sex assault allegations | CTV Vancouver News
And now there are six more flight attendants who have come forward according to CTV Vancouver. In a read of this serious allegation there is an appearance of obstruction of justice if it is proven their management did in deed have the pilot stop flying to Hawaii. Reading the other comments from other flight attendants " Management has outright said that they will expunge people who are causing disruption within the workplace, and that people who are questioning the system are no longer welcome,” !
From another poster who said this:
" The issue here is not if the accused is guilty or not, only a proper investigation and if necessary a trial can determine that. The issue is that there was no apparent investigation.
In the recent past you may remember Air Canada went through a much less serious issue of sexual harassment due to racy pictures hidden in the flight deck. A complaint was filed by a female pilot and I'm not kidding when I say the company went on the war path to correct the situation. Anybody who laughed it off as a trivial thing back then knows precisely where the company stands on the issue today.
Attempting to paper over an accusation as serious as this has blown up in Westjet's face in a big way. Bad press is the least of their worries at this point, their real problem is losing the trust of every one of their employees and that includes the pilots. This guy - guilty or innocent - will be thought of as guilty by everyone he works with regardless. Westjet employees, the alleged victim(s), and especially the accused deserve a proper investigation to determine the truth.
This isn't somebody peeved at being insulted or anything so mundane...someone has been accused of sexual assault. The seriousness of this allegation demands that it either be verified or exposed as false. Either case demands strong action by the company against one party or the other which did not occur.
Keeping the pilot out of Hawaii and/or firing the FA for "insubordination" smells just like the steaming pile that it is. If WestJet had carried out a proper investigation they would either have supported the FA in filing a complaint with the police, or they would have fired the FA for falsely accusing another employee after first documenting their response to the allegation in minute detail. Neither happened."
For the CTV web link follow this:
WestJet employees speak out in wake of pilot sex assault allegations | CTV Vancouver News
Good Morning All:
This the response that the CEO of WestJet sent out via his blog.
When this situation is resolved by the courts it will most likely become a case study on how to proactively react to a set of very serious allegations dating back to 2008 and 2010.
I really feel sorry for the employees of WestJet as they struggle under this cloud.
WestJet CEO?s response to sexual assault allegations
You may have read or seen stories in the media about a lawsuit filed against WestJet by a former employee, suggesting WestJet failed to take proper action after she alleged a pilot sexually assaulted her. We will file a statement of defense.
My commitment to our guests and to our people is to be transparent and forthcoming. I am writing directly to you, our guests, to provide you with as much information as I can. I am the accountable executive responsible for the safety and well-being of our more than 11,000 employees, which is a responsibility I do not take lightly.
Sexual assault is a serious matter. Every company has a responsibility to ensure the safety and well-being of all its employees, and this is a responsibility we take most seriously at WestJet. As a husband, father of a daughter and brother to a sister I understand how important it is to get this right, no matter the role or gender of the complainant.
Investigations did take place on these matters and they were subsequently closed. We are reviewing the investigations to ensure they were diligently carried out, and no new information has come to light since the investigations were undertaken six years ago. While this is underway, we are accommodating (out of active flying duty) those mentioned or otherwise affected by the alleged claims out of concern for their well-being and the continued safe operation of the airline.
Allegations are a serious concern whether true or untrue. We are acting in accordance with our code of conduct and ethics, and if new information comes out we will thoroughly investigate the matter.
Ours is a reporting culture, as it should be. Every day, thousands of our employees and tens of thousands of our guests expect a safe experience with WestJet and we are committed to providing one. We have an active whistleblower hotline and safety reporting system, which are evidence of our strong culture of reporting concerns to management. Regardless of its nature, each complaint made through our whistleblower hotline, including the outcomes of the investigations, is reported to the Safety, Health and Environment Committee of our Board of Directors. We have always treated any complaint with the seriousness it deserves and will continue to do so.
It was reported in the media today that there might be additional people who have come forward. The company has received no further information at this time. As has always been the case, we encourage our employees to report any concern that goes against our code of conduct or where they feel safety is at risk, and we urge them to bring any new information to our attention.
Other allegations have been made in the media that we have terminated employees for attempts to organize a union drive, a statement that is patently false. We have responded to a recent claim of such conduct with the Canada Industrial Relations Board (CIRB) and it is a publicly available document.
I am proud of the company we’ve built together and firmly believe that the more than 11,000 WestJetters who work hard every day to deliver our brand of friendly, caring service will continue to do so as we work through these as yet unfounded allegations.
I will continue to provide information as warranted and I thank you for your continued support.
This the response that the CEO of WestJet sent out via his blog.
When this situation is resolved by the courts it will most likely become a case study on how to proactively react to a set of very serious allegations dating back to 2008 and 2010.
I really feel sorry for the employees of WestJet as they struggle under this cloud.
WestJet CEO?s response to sexual assault allegations
You may have read or seen stories in the media about a lawsuit filed against WestJet by a former employee, suggesting WestJet failed to take proper action after she alleged a pilot sexually assaulted her. We will file a statement of defense.
My commitment to our guests and to our people is to be transparent and forthcoming. I am writing directly to you, our guests, to provide you with as much information as I can. I am the accountable executive responsible for the safety and well-being of our more than 11,000 employees, which is a responsibility I do not take lightly.
Sexual assault is a serious matter. Every company has a responsibility to ensure the safety and well-being of all its employees, and this is a responsibility we take most seriously at WestJet. As a husband, father of a daughter and brother to a sister I understand how important it is to get this right, no matter the role or gender of the complainant.
Investigations did take place on these matters and they were subsequently closed. We are reviewing the investigations to ensure they were diligently carried out, and no new information has come to light since the investigations were undertaken six years ago. While this is underway, we are accommodating (out of active flying duty) those mentioned or otherwise affected by the alleged claims out of concern for their well-being and the continued safe operation of the airline.
Allegations are a serious concern whether true or untrue. We are acting in accordance with our code of conduct and ethics, and if new information comes out we will thoroughly investigate the matter.
Ours is a reporting culture, as it should be. Every day, thousands of our employees and tens of thousands of our guests expect a safe experience with WestJet and we are committed to providing one. We have an active whistleblower hotline and safety reporting system, which are evidence of our strong culture of reporting concerns to management. Regardless of its nature, each complaint made through our whistleblower hotline, including the outcomes of the investigations, is reported to the Safety, Health and Environment Committee of our Board of Directors. We have always treated any complaint with the seriousness it deserves and will continue to do so.
It was reported in the media today that there might be additional people who have come forward. The company has received no further information at this time. As has always been the case, we encourage our employees to report any concern that goes against our code of conduct or where they feel safety is at risk, and we urge them to bring any new information to our attention.
Other allegations have been made in the media that we have terminated employees for attempts to organize a union drive, a statement that is patently false. We have responded to a recent claim of such conduct with the Canada Industrial Relations Board (CIRB) and it is a publicly available document.
I am proud of the company we’ve built together and firmly believe that the more than 11,000 WestJetters who work hard every day to deliver our brand of friendly, caring service will continue to do so as we work through these as yet unfounded allegations.
I will continue to provide information as warranted and I thank you for your continued support.
Good Morning All:
A updated article from the Globe and Mail which is tough reading. Again why has this taken so long? How long did management at WestJet know about this? The sad thing is six more employees have been asking for information from the lawyer of the F/A who has brought forward the allegations.
WestJet takes two employees out of flying duty in wake of sexual-assault allegation - The Globe and Mail
WestJet takes two employees out of flying duty in wake of sexual-assault allegation Add to ...
CALGARY — The Canadian Press
Published Friday, Mar. 04, 2016 7:12PM EST
Last updated Saturday, Mar. 05, 2016 12:04AM EST
WestJet has grounded two employees named in a lawsuit filed by a former flight attendant that contends the company failed to take proper action after she alleged she was sexually assaulted on the job.
Airline spokeswoman Lauren Stewart says in an e-mail that two employees mentioned in the court filings have been taken out of active flying duty while the company reviews investigations it conducted into historic allegations of sexual assault.
CEO Gregg Saretsky says in a statement posted online today that the employees were taken out of service because of concern about their well-being and the safe operation of the airline.
Former flight attendant Mandalena Lewis launched a lawsuit against the Calgary-based airline alleging the company failed to respond adequately after she reported an alleged sexually assaulted by a pilot during a stopover six years ago in Hawaii.
Lewis says in a statement of claim filed with the B.C. Supreme Court that she met another flight attendant last year who reported being sexually assaulted by the same pilot and was allegedly told by WestJet to keep quiet.
The company has not filed a statement of defence and none of the allegations have been proven in court.
Saretsky says WestJet has a whistleblower hotline and always treats complaints seriously.
A updated article from the Globe and Mail which is tough reading. Again why has this taken so long? How long did management at WestJet know about this? The sad thing is six more employees have been asking for information from the lawyer of the F/A who has brought forward the allegations.
WestJet takes two employees out of flying duty in wake of sexual-assault allegation - The Globe and Mail
WestJet takes two employees out of flying duty in wake of sexual-assault allegation Add to ...
CALGARY — The Canadian Press
Published Friday, Mar. 04, 2016 7:12PM EST
Last updated Saturday, Mar. 05, 2016 12:04AM EST
WestJet has grounded two employees named in a lawsuit filed by a former flight attendant that contends the company failed to take proper action after she alleged she was sexually assaulted on the job.
Airline spokeswoman Lauren Stewart says in an e-mail that two employees mentioned in the court filings have been taken out of active flying duty while the company reviews investigations it conducted into historic allegations of sexual assault.
CEO Gregg Saretsky says in a statement posted online today that the employees were taken out of service because of concern about their well-being and the safe operation of the airline.
Former flight attendant Mandalena Lewis launched a lawsuit against the Calgary-based airline alleging the company failed to respond adequately after she reported an alleged sexually assaulted by a pilot during a stopover six years ago in Hawaii.
Lewis says in a statement of claim filed with the B.C. Supreme Court that she met another flight attendant last year who reported being sexually assaulted by the same pilot and was allegedly told by WestJet to keep quiet.
The company has not filed a statement of defence and none of the allegations have been proven in court.
Saretsky says WestJet has a whistleblower hotline and always treats complaints seriously.
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I agree
"So PHX what is your message here?
Do you condone sexual harassment or not?"
I agree with PHX. In fact, during such social events, if held in my room, I would request her to leave with the others. I had a policy of never remaining behind in one of the FAs rooms, never closing the door to the room if we were chatting, but remaining by the door and then going to my room. Anything else…..do it in a public area.
There are just too many nut cases out there of both sexes and the best policy is to find a willing partner from another airline! In other words, don´t sh#t where you eat."
Do you condone sexual harassment or not?"
I agree with PHX. In fact, during such social events, if held in my room, I would request her to leave with the others. I had a policy of never remaining behind in one of the FAs rooms, never closing the door to the room if we were chatting, but remaining by the door and then going to my room. Anything else…..do it in a public area.
There are just too many nut cases out there of both sexes and the best policy is to find a willing partner from another airline! In other words, don´t sh#t where you eat."
Good Evening All:
According to the CTV YVR video (link below) the number is up to six now.
WestJet workplace culture under fire | CTV Vancouver News
I find this posting from another web site worthy of reflection.
"The German language has a very interesting term "schadenfreude" which loosely translated means "taking pleasure in the misfortune of others". To be very succinct this is not the case in my writing as I am sorry to watch the work persona of every WestJet employee being tarred by the alleged incidents of 2008/2010 along with hearing about further allegations of six more flight attendants coming forward about the pilot in question. For those who have not worked in an airline environment news of ones bad behavior travels very fast in a small tight knit community. It will take more than "team building" to reestablish the trust between back end and front end.
The CEO of WestJet should in the case of the allegations being true along with to stop the hemorrhaging of bad news should unequivocally state publically that sexual harassment has no place in either the workplace or culture at WestJet. To aid in the healing the alleged whistleblowers/complainants should be reintroduced to the workplace along with a formal apology including formal assurances that this policy is reviewed in the next Annual Recurrent Training by all employees of WestJet. The final being if the pilot in question did do what was he alleged he should be terminated with cause."
According to the CTV YVR video (link below) the number is up to six now.
WestJet workplace culture under fire | CTV Vancouver News
I find this posting from another web site worthy of reflection.
"The German language has a very interesting term "schadenfreude" which loosely translated means "taking pleasure in the misfortune of others". To be very succinct this is not the case in my writing as I am sorry to watch the work persona of every WestJet employee being tarred by the alleged incidents of 2008/2010 along with hearing about further allegations of six more flight attendants coming forward about the pilot in question. For those who have not worked in an airline environment news of ones bad behavior travels very fast in a small tight knit community. It will take more than "team building" to reestablish the trust between back end and front end.
The CEO of WestJet should in the case of the allegations being true along with to stop the hemorrhaging of bad news should unequivocally state publically that sexual harassment has no place in either the workplace or culture at WestJet. To aid in the healing the alleged whistleblowers/complainants should be reintroduced to the workplace along with a formal apology including formal assurances that this policy is reviewed in the next Annual Recurrent Training by all employees of WestJet. The final being if the pilot in question did do what was he alleged he should be terminated with cause."