We want to begin this update by first thanking you for your unwavering support and messages of solidarity. Knowing that you are behind us is energizing. As we board our flights for bargaining or committee work, we are seeing the wave of Union Pins and Luggage Tags out there, and this is something historic and needed. Our gains are your gains. We are collectively focused on one thing: securing a fair contract for all members. That is the bottom line.

As you may be aware, our request for conciliation was made because of the ongoing lack of meaningful engagement at the table by the employer. Despite our readiness and the critical nature of this round of negotiations, progress had been slow and frustrating.

Conciliation began on May 26, 2025. The four conciliators who were appointed are Yann S. Donnelly, Michelle D. Glubrecht, Robert J. Orr, and Peter Simpson. Over the past two weeks we have met with them to provide insights into our proposals. We have impressed upon them the value that you bring to this company, and were able to back this up with the recent Skytrax awards that YOU secured for Air Canada and Air Canada Rouge. We have demonstrated that what we want is fairness and our rightful entitlements after ten long years. We are determined to achieve a fair contract that respects your work, protects your rights, and meets your needs.

If conciliation does not lead to an agreement, the process will be terminated. This is commonly known as a “No Board Report” and represents the end of the 60-day conciliation process. This would then trigger the 21-day cooling off period.

The parties can continue to meet and negotiate during this period, but on or after the 21days expires the union is legally allowed to call a strike by providing a minimum 72 hours’ notice to strike, and the employer is legally allowed to lock out employees in the bargaining unit with a minimum 72 hours notice. As bargaining discussions evolve it may become necessary to provide appropriate details on a potential labour disruption.

This would put us in a legal strike position as of 12:01 a.m. on August 16, 2025 at the earliest. We want to be very clear. This does not mean we will serve strike notice at that time. Any decision on strike action will be made strategically, and you will be informed every step of the way.

If we reach the point where we feel a strike is necessary, you will know exactly what we are striking for and why. There will be opportunities to ask questions and we will require a strike mandate in the form of a vote from all members. Our strength comes from standing together, informed, and united, in the fight for fairness.

Nearly 6,000 of you took the time to fill out this survey which will help us as we plan the next phase of our campaign to win a groundbreaking contract for Air Canada and Air Canada Rouge flight attendants.

There is a resounding message from this survey: our members are determined to win better wages and an end to unpaid work. Ninety-two percent of you said you would be willing to go on strike and walk a picket line if we have to, and eighty-five percent said they think the public will support us if we do.

The numbers don’t lie.

Most frequently cited issues (by % of respondents):

• Unpaid work – 91% of respondents
• Wages and cost of living – 88%
• Scheduling and fatigue – 72%
• Feeling respected by management – 41%
• Safety and security – 34%
• Career progression – 23%

Member support for action:

• Strike – 89% of respondents
• Work-to-rule – 73% of respondents
• Social media campaigns – 68% of respondents
• Public demonstrations – 61% of respondents
• Talking to media – 37% of respondents
• I would not participate in any action – 4% of respondents

One thing that is clear to us is that we are all united around this process and want respect. The vast majority of the membership is steadfast in the belief that we all deserve recognition for the invaluable contributions provided to the success of the company.

Thank you for your continued support and solidarity.

In solidarity,

Your Bargaining Committee