DAYS SINCE WE BEGAN THE BARGAINING PROCESS. WE ARE UNITED AND WE WILL MAKE CHANGE.

LOU 61 – A330/A321XLR Dedicated (Blocked off) Crew Rest Seats – February 2026 Block Month (January 31 to March 1, 2026)

Lisa Raymond on January 22, 2026

(This applies to AC Mainline only)

Letter of Understanding 61:  A330 and A321XLR Crew Rest Seats – New Language regarding last sold seats – Effective October 1st, 2025

On A330 and A321XLR non-crew bunk equipped aircraft operating flights which have a scheduled block to block flight time of greater than 7:30 hours but less than 11:30 hours, the Company will dedicate a bank of economy class seats for crew rest purposes. Additionally, on A330 non-crew bunk equipped aircraft operating flights which have a scheduled block to block flight time of greater than 7:30 hours but less than 11:30 hours, the Company will ensure that one additional bank of economy class seats is held as Last Sold Seats. Designated last sold seats will be 48HK on aircraft with Dream cabin configuration and 37HK on aircraft that have been reconfigured to the new cabin.
(**For clarity: Last Sold Seats are NOT dedicated/blocked off seats therefore they are not guaranteed.)

Cabin Personnel may sleep in the bank of dedicated economy class seats for a maximum of one (1) hour per crew member. The use of these seats to sleep shall not in any way interfere with cabin service.

No more than two (2) Cabin Personnel may sleep at any one time. On the A330 no more than four (4) Cabin Personnel may sleep at any one time when Last Sold Seats are available. The Company shall use best efforts to install a curtain for privacy around dedicated seats which, if installed, must be used by Cabin Personnel when the seats are in use. Signs or makeshift curtains are not permitted.

Letters of Understanding 27 and 28 shall not apply when dedicated crew rest seats have been provided in accordance with the foregoing.

For the block month of February 2026, the following flights fall under LOU 61 and are scheduled for A330 aircraft. They will have 2 (two) dedicated crew rest seats:

– AC73 CMN-YUL
– AC811 LIS-YYZ
– AC813 LIS-YUL
– AC822 YUL-BCN
– AC823 BCN-YUL
– AC833 BRU-YUL (*Feb 20 & 22 ONLY)
– AC835 MAD-YUL
– AC844 YUL-FRA
– AC845 FRA-YUL
– AC865 LHR-YUL
– AC872 YYZ-CDG
– AC873 CDG-YYZ
– AC876 YUL-LYS
– AC877 LYS-YUL
– AC884 YUL-GVA
– AC885 GVA-YUL
– AC890 YYZ-FCO (*NOT Feb 28)
– AC891 FCO-YYZ
– AC892 YUL-FCO (*NOT Mar 1)
– AC893 FCO-YUL (*NOT Mar 1)
– AC894 YUL-MXP (*NOT Feb 19 & 21)
– AC895 MXP-YUL (*NOT Feb 20 & 22)

**The service specifications may need to be modified for crew to obtain their full 1-hour contractual break/rest times. In such cases, the SD should submit an eOBR simply stating that the service sequence was modified so that the crew can obtain their contractual break/rest times. Ensure to share this OBR with your local union office. If there is a manager onboard, report this service modification to them.

If you are told anything different in respect to contractual crew rest by an Air Canada manager, please share this information with your local union.

What if these flights operate on B777/787 aircraft?
LOU 61 is specific to the A330/A321XLR aircraft, and not applicable to the B777/787. The B777/787 have crew bunks that may be used for crew rest/break purposes.

For more information on onboard sleep entitlements, please CLICK HERE to see our August 30, 2024, bulletin.

In Solidarity,

Your Component Grievance Committee

UPDATE – CHQ-25-122 and CHQ-rouge-25-44

Lisa Raymond on January 22, 2026

As you may be aware, the Union has filed policy grievances on the failure of the employer to implement some of the newly negotiated language of the Collective Agreement.

Copies of these grievances can be found here: (CHQ-25-122) and (CHQ-rouge-25-44), and the bulletin can be found HERE.

We attempted to resolve these grievances with the employer last month. We acted in good faith and gave them time to review our concerns. We attempted to work with them through mediation and resolve these issues. Unfortunately, the Company did not come to the table with any means to move forward or with an eye to a resolution. The Union is now moving this on to the next step which is arbitration.

The responsibility of the implementation process is one that the employer bears. Having said that, if both parties meet and have discussions and work out potential drawbacks and hurdles the process becomes much smoother.

In 2015, the Union and the Company formed joint committees to tackle these sometimes complex issues. After this round of negotiations the Company chose to not work with us collaboratively. Their approach was to advise us of what their timelines would be with no input from us. It is patently clear that there are areas where we cannot agree with their imposed timelines of implementation.

As we have done throughout this process, we will keep you advised. We are available if the company chooses to embark on an inclusive process to have the negotiated Collective Agreement language implemented. They have negotiated this language and we simply ask that they honour their end of the bargain and do so in an efficient manner.

In solidarity,