days until our Collective Agreement expires, we are preparing, we are united and we will make change.

Crew Break Concerns






    Did you get your break during your duty period? YesNo

    Did the Service Director Report? YesNo



    A Message From Your Reserve & Grievance Committees

    Peak holiday season was undoubtedly challenging for all of us as inclement weather created IRROPS situations across the country. In times like these, familiarity with essential concepts from the Collective Agreement is invaluable.

    For reserves, the Reserve Handbook is one of the best resources available to you to become familiar with these essential concepts.  Accordingly, we have made a number of updates to the Reserve Handbook to address and further clarify some of your most frequently asked questions. You can download your copy of the latest edition of the Reserve Handbook from accomponent.ca/member-resources in your official language of choice.

    For our block holders and reserves, we thought we would highlight applicable language to all members surrounding DOT and CDD.

    Duty Overtime (DOT) versus Continuous Duty Day (CDD)
    One very common misunderstanding from reserves and blockholders alike is the conflation of DOT and CDD re: pay premiums. While both are often connected, they are distinct concepts that we would like to expand on so that the difference between the two is clear.

    Part 1: Duty Period Extension Premium (B5.02.03.03.04), also referred to as Duty Overtime (DOT),
    For most of your pairings, you will have 13 hours as your domestic duty day limit and 14 hours as your overseas duty day limit, so long as your duty day starts at a crew base; there are a handful of situations that involve not being at a crew base and higher classifications of overseas pairings like B14, LOU18, LOU22A & LOU22B pairings that are the exceptions and will instead a involve a longer duty day limit.

    As soon as you are projected to go over your duty day limit, B5.02.03.03 provides the guidelines for next steps, the first of which is to advise your Service Director of your decision to book crew rest or to exceed your duty day limit. Please note that regular blockholders have a third option, which is to opt for reassignment, but this is not applicable to reserves. If you choose to exceed your duty day limit, you will be entitled to a 50% pay premium paid on all flight legs and DPG (Duty Period Guarantee) involved in the duty day; this pay premium does not count toward your projected hours for the month, it is for pay purposes only and will be listed in a separate part of your monthly flight summary as a premium. You may only change your decision to “take DOT” (B5.02.03.03.03) if there is a subsequent further extension of the duty period (most typically due to a longer posted delay). The Service Director will advise the Captain and Crew Scheduling of your decision in each case.

    In the event that you involuntarily exceed your duty day limitation in-flight (the most common way this happens is when your final flight leg goes over its scheduled length and pushes you past your duty day limitation in the process) you should automatically have DOT added to your duty day. It is a good practice to check this.  Please see previously issued bulletin that provides more information about automatic DOT by clicking HERE.

    To ensure that you have had DOT encoded into your duty day, open up globe, go to the crew list for each flight involved, and look beside Role to see if DOT is written there. As long as that’s there, you’re all set! If not, give Crew Scheduling a call to have it remedied, and if the scheduler is not receptive then follow up with your local to investigate at the termination of your pairing.

    Part 2: Continuous Duty Day (CDD)
    To understand what a continuous duty day is, it’s first crucial to understand what a standard duty day is and what legal crew rest entails.

    B5.02 in the Collective Agreement establishes the definition of a duty period (aka a duty day). A duty period begins at check-in; this is usually one hour prior to scheduled departure with the exception of widebody pairings, which have varying additional times in advance of one hour depending on the aircraft type, whether you are at home base, and sometimes the destination (e.g. DEL). The exception to this is for deadheaders, whose duty days start at 30 minutes prior to scheduled departure time when at home base and at the scheduled departure time when away from home base. A duty period ends at check-out; this is 15 minutes after actual arrival time at a layover station or home base, with the exception of deadheaders, whose duty days end at the actual arrival time at a layover station or home base.

    When you are away from home base and your duty day is projected to exceed the limitation, whether your original pairing was a turn or involved a layover, if your duty day is not broken by a legal rest period it becomes continuous. Before we get into the implications of this, let’s explain what a legal rest period away from home base entails. B5.05 states that 10 hours is the standard minimum legal rest period at a layover station (there are few other specific exceptions to this that we won’t get into in this post). In general, CDD can occur if (i) you are on a turn, or any single duty day within a multi day pairing and your duty day ends up exceeding the duty day limitation, or,  (ii) have a scheduled layover and end up having less than 10 hours of crew rest at a layover station.  We would like to focus on the second (ii) scenario involving a scheduled layover and describe the implications of this for your schedule.

    When two previously separated standard duty days are combined into one continuous duty day instead, it is as if you never checked out of the first of those two duty days at the layover station. This means that you are on duty from the check-in time on the first of the two duty days until check-out time on the second of the two duty days. Why is this important?

    There are two reasons. First, one of the greatest gains we achieved in previous contract negotiations was a rule known as Duty Day Minus Four (DD-4). Found in Article 6.03.02 in the Collective Agreement, this rule states that you must receive a credit for pay and flight time limitations of no less than the greater of a minimum of four (4) hours, or, the greater of the scheduled or actual duty period minus four hours (DD-4). When two standard duty days have become one continuous duty day, you now have one significantly longer duty day, for which you would take your new total time on duty, subtract four hours from it, and that’s what you must receive in flight/pay credit.

    The second reason involves the previously explained principle of DOT. For example, if your one continuous duty day happens to exceed 13 hours (if domestic) or 14 hours (if overseas), you are also entitled to receive the 50% DOT pay premium if you have chosen to remain on duty (or if you involuntarily exceeded it) as explained in Part 1 above.

    Note: when you are projected to have a continuous duty day you are entitled to have your Service Director request an extension of your rest period to reach the minimum legal limit so that you have two standard duty days. If Crew Scheduling does not extend your rest period in the context of CDD, you are not required to remain on duty if your continuous duty day is projected to exceed your absolute duty day limit (see B5.05.04). In other words, you can book crew rest.

    Conclusion
    It is important to note that CDD is not a pay premium in and of itself; rather, it creates further projected hours in your block month. You can see when doing the math of combining two previously separate standard duty days that DOT can be a natural by-product of CDD, but that does not make them one and the same; DOT is a pay premium that is often coupled with CDD.

    We hope this helps to explain these two interlinked but different concepts more clearly.

    As always, your Component Committees are here to assist when running into challenges around the Collective Agreement and understanding the parameters within, please never hesitate to reach out.

    Happy travels!

    In solidarity,

    Jesse Matthews
    Chair, Component Reserve Committee

    Carmela Iermieri
    Chair, Component Grievance Committee

    Nomination Results – Local Trustee – 3-Year Term Position

    Local 4091 Candidate Nomination Results

    Local Trustee – 3 Year Term
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    Local 4092 Candidate Nomination Results

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    Local 4094 Candidate Nomination Results

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    In Solidarity,

    Your Component Tabulating Committee

    National Women’s Conference

    CUPE National is hosting the National Women’s Conference – CUPE Women: Leading, Organizing, Resisting. This will take place from March 12-15, 2023, in Vancouver, Canada.  It is a four-day event that brings together CUPE women from across the country. Together, we can continue to support and build women’s empowerment in the union or workplace. This is a great opportunity to connect with other CUPE leaders and activists to explore a wide range of topics including gender equality and women’s rights in a variety of communities.

    If you are interested in attending, please email us at womens@accomponent.ca for more details and information. The conference will open with an evening plenary at 5:30pm on March 12th and close at noon on March 15th. A meet and mingle with light refreshments will take place before the conference opens on Sunday from 4:00 – 5:30pm. Registration is limited to women and gender diverse people who feel comfortable in a space centered on women’s issues, experiences, and identities.

    Registration closes at the end of the day on Friday, February 24. This is a firm deadline to allow sufficient time to plan the conference.

    In Solidarity,

    Cassandra Shum
    Chair, Component Women’s Committee

    Important Information on Application to WIP/Compensation Claims, Applying For Continuation Of Coverage & Reduced Blocks

    Manion is seeing increased numbers of members applying late to plan for a variety of reasons. Please see the policy guidelines (CLICK HERE) to ensure that you will NOT have your claim denied due to contractual reasons.

    The Board of Trust would like to remind members that it is essential when you file for Workers Compensation that you also file for WIP (WAGE INDEMNITY PLAN) in-case your compensation claim is denied.

    30 days to apply.

    14 days from First flight missed or reserve day to see a DR while you are ill/injured or exhibiting symptoms.

    Workers compensation claims and Wage Indemnity
    If your disability arose out of, or in the course of your employment, you MUST apply for Workers’ Compensation (C.S.S.T. in Quebec). However, you must also apply for Weekly Indemnity benefits in the interim. All Weekly Indemnity claims must be submitted within 30 days of your first flight missed or first reserve day missed, if on reserve, regardless of whether you have also filed a Worker’s Compensation claim. Failure to file a Weekly Indemnity claim will jeopardize your entitlement to these benefits in the event that your Workers’ Compensation claim is refused or terminated. Weekly Indemnity benefits will be payable only for a maximum of 120 days from the date of disability while a decision is pending from Workers’ Compensation. Please contact your Regional Office for more information if you are applying for Workers’ Compensation benefits.

    Applying for Benefits – Time Limits
    Your claim will be processed when the claimant’s statement, the employer’s statement and the physician’s statement have all been received. You should therefore follow up with your employer and your physician to ensure the forms are completed in a timely manner and avoid delay of benefits due to late submission.

    It is your responsibility to submit proof of disability within:
    (a) 30 days of your first flight missed or first reserve day missed, if on reserve;
    (b) 30 days of the termination of your disability benefits under the Employment Insurance Act of Canada in order to reinstate your claim under this Wage Indemnity Plan; and
    (c) 30 days of the recurrence of a disability.

    LATE CLAIMS WILL BE PROCESSED WHEN YOU CAN SHOW SUFFICIENT REASON IN WRITING FOR NOT APPLYING EARLIER.

    Continuation of Coverage
    Prepayment of premiums is not required for an absence from the payroll of 15 calendar days or less. Prepayment of premiums is required for an absence from the payroll of 16 or more calendar days for one of the following reasons. You must prepay the required premium in full within 30 days in order to be eligible for benefit consideration following the end of any of these periods:
    – Leave of absence granted (such as personal, educational, maternity, child care, bereavement, or jury duty) other than inability to meet medical standards (IMMS): your coverage may be continued for a maximum duration of up to 24 months.
    – If you have elected to keep your coverage in force and you become totally disabled during the 24-month period, the elimination period will commence on the date you are scheduled to return to work.

    *Please be aware that requested release from pairing to pairing is an personal LOA and can go beyond the 15 days!

    To ensure continued coverage for up to 24 months (6 months during a lay-off), you must make the first required premium payment within 30 days from the commencement of the leave of absence. The date payment is received by MANION will determine your on time payment.

    For more information regarding prepayment of premiums or to make arrangements for prepayment of premiums, please contact MANION by phone at 416-234-3511 or toll free at 1-866-532-8999.

    On Behalf of The Board of Trust,

    Patricia Eberley
    Chair/Administrative Consultant

    Manion, Wilkins & Associates
    Plan Administration
    626-21 Four Seasons Place
    Etobicoke, Ontario
    M9B 0A6

    Switchboard: 416-234-5044
    Toll Free Line:  1-800-663-7849
    Fax: 416-234-0127
    Contact Centre: 1-866-532-8999
    acclaims@manionwilkins.com