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

A Message for the National Day for Truth and Reconciliation

My Truth: Truth and Reconciliation and the lived experience of an Anishinaabe-Kwe (Indigenous women) Flight Attendant CUPE Airline Division Member for 26 years.

Who am I?
Aanii, Melanie ndizhnikaaz. Mississauga ndonjibaa. Oji-Cree ndaw. I am a mixed race urban Indigenous Flight Attendant and Indigenous Educator. I have two mixed race daughters who are status Indian as well. My maternal side is Oji-Cree. We are registered on the band list at Michikan Lake First Nation in Treaty 9.

In my formative years, the talk about my brave mother’s attendance and grandmother’s attendance at the Pelican Lake Indian Residential School was simply that they went and survived. I did not know the intent of residential school was to take the Indian out of the child. This was done by removing them from their loving families, connections to ancestral territory, disconnect from the traditional ways of living, loving and caring for the land and family was severed. By the time my kokum/grandma returned she did not connect with her siblings or old friends anymore. The impact was not growing up with your siblings, getting raised by your parents and extended families to be replaced by cold, heartless nun, church teachers, priests and other residential school workers who believed the Anishinaabe children were less than human and don’t deserve to be loved or even fed healthy traditional foods that sustained my family since time immemorial. Many of their classmates experienced unspeakable violent assaults, starvation, and neglect from treatable diseases all in the name of the Christian god and ordered by the pope’s Doctrine of Discovery. It basically said that explorers and settlers had the permission from the Christian God to claim the land of any peoples who did not identify as Christian. This document is a living document and is still used by governments and corporations to take our children and lands. I will not get into the horrors of what happened to my own mother and grandmother(kokum). What i want people to know is that this was a genocide against my people. This became huge news a few years back when the discovery of unmarked graves was found outside of the Kamloops Residential School. Whispers of where young girls were impregnated by priests had to destroy the babies by burying them in secret places and some were even incinerated. This is awful and I ask myself all of the time how this much evil could continue over hundreds of years without anyone speaking up for the poor children. Now that we know and accept that this was an ugly part of all of our history who identify as Canadian, we understand this to be the Truth that we always knew happened and was now reaching the whole country. This was when my own mom slowly began to share her stories of trauma that were not erased or forgotten as a survival mechanism. She told her grandchildren and daughters in front of a sacred fire while we wept for her and all of the Indigenous kids who survived the genocide.

This is why we need to continue honouring the survivors by listening to their stories and most importantly, to prevent this atrocity from ever happening ever again.

As for the second part, Reconciliation means to me that the institutions who caused the harm and genocide be held accountable. We heard the apologies from political and spiritual leaders, but what about the action piece? There is a very well done document called the 94 Calls to Action by Judge Murray Sinclar:
https://www.reconciliationeducation.ca/what-are-truth-and-reconciliation-commission-94-calls-to-action

I hope and pray that in my lifetime I will see all 94 calls to action in fruition for the sake of my own children and for future generations.

We ask that you wear an Orange Shirt or your new Orange Shirt Pin from the company on September 30th to show solidarity with the Indigenous People in Canada.

Lastly, I don’t want everyone to see Indigenous People and only think of residential schools, stolen land, protestors, missing murdered Indigenous Women, racism, school dropouts, etc. It is my hope and prayer that all of my colleagues see our Indigenous Members as a diverse collective with beautiful cultures and traditions, brilliant minds(many of us have Master’s Degrees or are famous artists, beaders, performing artists, and very successful side companies) In spite of the attempt of genocide to our people, we are still here, and we are thriving!

Miigwetch (thank you) for taking the time to read my personal reflections on what September 30 National Truth and Reconciliation Day means to me.

Supports for Survivors

Health Support Info
If you are a Survivor and need emotional support, a national crisis line is available 24 hours a day, seven days a week:
Residential School Survivor Support Line: 1-866-925-4419

Additional Health Support Information
Emotional, cultural and professional support services are also available to Survivors and their families through the Indian Residential Schools Resolution Health Support Program. Services can be accessed on an individual, family or group basis.

– Nova Scotia, New Brunswick, Prince Edward Island, Newfoundland and Labrador1-866-414-8111
– Quebec: 1-877-583-2965
– Ontario: 1-888-301-6426
– Manitoba: 1-866-818-3505
– Saskatchewan: 1-866-250-1529
– Alberta: 1-888-495-6588
– British Columbia: 1-877-477-0775
– Yukon, Northwest Territories and Nunavut: 1-800-464-8106

You can also reach out to the Component EAP Committee for assistance:

Melanie Cormier, Masters of Education focal area: Indigenous Leadership in Education
Anishinew Kwe Indigenous she/her Elementary Liaison/Youth Advisor

In solidarity,

Olivier Faucher-Boisjoli
Co-Chair, Diversity & Inclusion Committee

Article 14.02 (Mainline) and L55.20.03 (Rouge) – Performance Meetings and Interviews with Management

If Management asks to meet with you for an interview or a performance meeting, you have the right to know – ahead of time – exactly what the meeting is about, so you can prepare, and to have a Union representative attend the meeting with you.

The Collective Agreement provides excellent safeguards. You are to be provided written notice of the interview, and this notice must advise you of the “alleged misdemeanour(s)” and your right to Union representation.

Article 14.02 (Mainline) reads:

14.02  During an interview between the Company and the employee, and where disciplinary action is contemplated, or where a performance meeting is held, the employee may request the presence of a Union representative. If practicable, the Company shall provide the employee with reasonable prior notice of the interview in writing informing the employee of the alleged misdemeanour(s) and of his/her right to have a Union representative present. The Company will also, if practicable, notify the Union’s Local Base President of the interview via email.

14.02.01 Before the interview begins, Air Canada will ensure that the employee is aware of the nature of the alleged misdemeanour(s). Air Canada will permit the employee, should he or she so choose, a reasonable period of time to speak to a Union representative before the interview begins. Once the interview begins, Air Canada will provide a copy of any documentation, which may be redacted to exclude personal information, for the employee and Unions immediate review.

LOU 55.20.03 (Rouge) reads:

L55.20.03 During an interview between the Company and the Employee where disciplinary action is contemplated, or where a performance meeting is held, the Employee may request the presence of a Union representative. If practicable, the Company shall provide the Employee with reasonable prior notice of the interview in writing informing the Employee of the alleged misdemeanour(s) and of his or her right to have a Union representative present. The Company will also, if practicable, notify the Union’s Local Base President of the interview via e-mail.

L55.20.03.01 Before the interview begins, the Company will ensure that the Employee is aware of the nature of the alleged misdemeanour(s). The Company will permit the Employee, should he or she so choose, a reasonable period of time to speak to a Union representative before the interview begins. Once the interview begins, the Company will provide a copy of any documentation, which may be redacted to exclude personal information, for the Employee and Union’s immediate review.

Before you are interviewed, the Company must ensure you are aware of the nature of the alleged misdemeanour(s), and it must provide you with a reasonable period of time to speak with your Union representative before you are interviewed.

If you are asked to attend an interview, but the notice does not advise you of the “alleged misdemeanour(s)”, you (or the Union) can ask the Company to provide you with proper notice prior to you attending this meeting.  A notice that contains general language such as “SOP violation” or “performance on flight ACXX”, for example, is not detailed enough to comply with Article 14.02 (Mainline) or Lou 55.20.03 (Rouge) of the Collective Agreement.  Do not allow the Company to cut corners at your expense.

In a 2014 arbitration award, the Company was found to have violated Article 14.02 by providing a meeting notice that indicated a meeting to discuss “overall performance and including:  Book-off February 2010”. In that case, Arbitrator Trachuk voided part of the Company’s investigation and reinstated the grievor (https://canlii.ca/t/g8gbb). In another case, a termination was voided after a Flight Attendant requested and was denied Union representation prior to an interview (https://canlii.ca/t/2cfqr).

In 2023, the Union filed a policy grievance challenging the Company’s failure to include sufficient written information relating to the misdemeanour alleged. On September 18, 2024, the grievance was unsuccessfully mediated with Chief Arbitrator Kaplan.  It will be scheduled to arbitration.

From January 1, 2024 to September 1, 2024 the Union has seen over 615 meetings held with our members. We have consistently advised the Employer that there needs to be clarity for a productive interview with the member.

We will keep you posted on this important right that needs to be afforded to you as outlined in the Collective Agreement.

In Solidarity,

Wesley Lesosky
President, Air Canada Component of CUPE

Continuation of Support Meetings With Dr. Johanna O’Flaherty

It is with great pleasure that your EAP committee is able to announce the continuation of our support meetings with Dr. Johanna O’Flaherty.

Date: September 17, 2024
Time: 12:00 EDT

Join Zoom Meeting
https://us02web.zoom.us/j/83924921662

Meeting ID: 839 2492 1662

We are left with the aftermath of the pandemic, and mental health struggles are still on the rise. As frontline workers who need to be the face forward of the airline, where does that leave us?

Who is here for us?
Where do we stand?
How are we managing?

For the airline industry, the pandemic was disastrous, not only on the ground but also in the air. As frontline workers, cabin crew faced many challenges, often maintaining a smile under the worn protective safety gear. We maneuvered through our workspace while also grappling with worries about our health, job security, and the well-being of our loved ones and those close to us.

Now, as we continue to navigate these turbulent times, the question remains:

Who supports the supporters?

How do we, as the frontline face of the airline, manage our own well-being amidst ongoing stress and uncertainty? It’s crucial for us to find the resources, support systems, and coping strategies to take care of our mental health as we move forward together.

Dr. Johanna O’Flaherty

Dr. O’Flaherty has had a love story for the aviation world since the late 70’s. Johanna was originally a Flight Attendant with Pan American Airlines and went on to develop and manage their Employee Assistance Program for the next 20 years.

In the past 25 years, Johanna has been a catalyst for healing through many traumatic situations. During her career, she’s had the privilege to assist directly with the aftermath of major airline disasters, such as Pan Am Flight 103, 911 in New York, and TWA’s flight 800 near Long Island.

She has recently assisted First Responders and Last Responders, in the aftermath of the Las Vegas mass shooting.

Johanna was also the Vice President of Treatment Services at the Betty Ford Center and has dedicated her life’s work to focusing on the correlation between traumatic situations, addiction, and healing. She is also a certified instructor from the International Critical Incident Stress Foundation and has been featured on ABC, NBC, MSNBC, and CNN.

Johanna is a psychologist, author, consultant and keynote speaker. She’s also just published her memoirs.

Most importantly though, Johanna has been a personal friend, a huge advocate, and an immense supporter of our group of Cabin Crews.

Please join us and check in for an hour!

Your EAP – Cabin Crew-Peer Assistance Committee
eap@accomponent.ca

Bargaining Committee Update / Mise à jour du comité de négociation

It was truly a pleasure to see so many of you at our Roadshows and Zoom Roadshow meetings over the summer. As we have seen in the media, things are really starting to heat up in the federal sector and our own backyard from the CN/CPKC rail strike and now our Air Canada and Air Canada Rouge Pilots positioning themselves to take work action in a matter of days if they do not secure a tentative collective agreement.

CN and CPKC Rail
On August 22, 2024, Canadian National Railway (CN Rail) and Canadian Pacific Kansas City Rail (CPKC) initiated a lockout against its workers who are represented by Teamsters Canada.

On August 23, 2024 – only 17 hours after this began, the Liberal Government intervened ordering binding arbitration to end the labour dispute.

Your bargaining committee is following the situation closely as it unfolds. Your Executive has shared our message of solidarity and support with the Teamsters and CUPE has written a firm letter to the Minister of Labour telling them to respect our right to free collective bargaining.

Air Canada Pilots
Our friends at ALPA are in a position to take legal strike action as early as September 17th. After more than a year of long bargaining they have had enough, and their members have given a strong show of support with a 98% strike mandate. It is no secret that what happens with the pilots will have a direct impact on us both now and when we hit the table in 2025. We support ALPA in asserting their fundamental right to take any work action they see fit, and we stand shoulder to shoulder with them in pushing back on any attempt from the Federal Government to intervene in the collective bargaining process. Although our needs may be different, we are in the same fight against corporate greed and the attack on our fundamental right to withhold our labour. Their fight is our fight!

Click the link below to write to the Federal Labour minister, Steven Mackinnon, and to your federal MP, to let them know that the government needs to keep its nose out of ALPA-Air Canada negotiations!

https://cupe.ca/negotiations-should-be-free-and-fair

What is next?
Your Bargaining Committee is hard at work developing bargaining proposals and doing the research needed to support those proposals.

As promised during our Roadshows, we will continue to survey the membership, including a short survey included in this bulletin regarding how best to communicate and engage with you. We are also developing a Cost-of-Living survey to better understand the financial situation our members find themselves in.

We continue to work with our outside Media firm Point Blank Creative. This week our Mobilization Chairs met with Point Blank to further our Mobilization plan and dovetail it with a larger media campaign.

Our Mobilization and Engagement Committee will be holding recruitment events at each base in early October, more info to come. Membership engagement is crucial, and we are looking to recruit hundreds of member mobilizers for this unprecedented round of bargaining. We need each and every member onside to secure the collective agreement our members deserve.

We are also launching a new member-led campaign to put pressure on Air Canada and Air Canada Rouge to address unpaid work. We need to show Air Canada and Air Canada Rouge that this is unacceptable. You and your fellow members are the most credible voices on unpaid work—when you take action, you’ll make the biggest difference. Take this quick survey and let us know how we can work together for a better deal.

https://vlfs8a.typeform.com/to/U4s6zbuc

In solidarity,

Your Bargaining Committee