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

The Weekly Dispatch – Meetings with the Company

Anytime you have been asked to attend a meeting with the company we suggest that you check with your local union representatives to clarify your rights. This could be for ANY meeting, including phone calls, Teams meetings and in person meetings. This is how you can best ensure that all your collectively bargained and statutory rights are upheld.

How to contact your local union:

Air Canada Mainline YUL Local 4091: info@local4091.ca (514) 422-2235
Air Canada Mainline YYZ Local 4092: office@local4092.ca (905) 676-4293
Air Canada Mainline YVR Local 4094: officers@local4094.ca (604) 295-4259
Air Canada Mainline YYC Local 4095: office@local4095.ca (403) 221-2625
Air Canada Rouge YTO 4098: contact@cupe4098.ca (905) 676-6338
Air Canada Rouge YMQ 4098: contact@cupe4098.ca (905) 676-6338

Bargaining 2025 Roadshow Recap Zoom Meeting

As we previously advised you, following the bargaining roadshows, the Union will host an information session on Zoom. In this session we will review what was shared at the Roadshows, and will provide a recap of additional comments and questions that were posed by members that were in attendance. The Zoom meeting will be held on August 9, 2024 from 12:00 to 14:00h EDT. Registration for this event is open to all members system wide. Please click the link below to register:

https://us02web.zoom.us/webinar/register/WN_x2oZiXGHS_6RRWiPDKBjDA

Thank you for your cooperation and your support. We look forward to connecting with you on the Zoom Roadshow recap!

In solidarity,

Your Bargaining Committee

The Weekly Dispatch – Grievance Processing Times

Definition of a Grievance:

A grievance is “an allegation, usually by an individual (employee), but sometimes by the Union or management, of misinterpretation or misapplication of a collective bargaining agreement or of traditional work practices”  (Doherty 1989).

Articles 13, 14 and 15 of the Collective Agreement provide for the process by which the Union files grievances on behalf of the Membership. LOU 44 provides for the order of priority in which these grievances shall be heard.

LOU 44 order of priority:

  1. Discharge grievances
  2. Grievances in which there is possible irreparable harm (see note below)
  3. Return to work grievances
  4. Discipline grievances
  5. All other grievances

Note: Irreparable harm is a legal concept which argues that the type of harm threatened cannot be corrected through monetary compensation or conditions cannot be put back the way they were.

The Union files hundreds of individual and policy grievances yearly. In 2023 the combined total of level 1 grievances filed by all four Locals was approximately 515. Level 2 grievances filed by the Component totaled approximately 174. These include suspension pending discharge, termination, and policy grievances. There are numerous documents that accompany these grievances, and we have a database that stores them.

The parties have a Chief Arbitrator, William Kaplan, who hears grievances at the arbitration level. Hearings take place monthly. Each party provides a monthly review list in accordance with the priority order of grievances. The Arbitrator, to the extent possible, will seek to resolve through mediation the matters on the monthly review list. If the matters cannot be resolved by mediation, the Chief Arbitrator shall decide the matter(s) by expedited arbitration.

Unlike some other collective agreements, our Collective Agreement contains an expedited arbitration process.  Without an expedited process, grievances can take years to process. We will examine the language of LOU 44 to determine if improvements can be made in 2025 bargaining. We believe that internal processes should be analyzed, improved, and streamlined for the benefit of the membership.

Pension Committee Update #3 – June 2024

Special Leaves and Reduced Block Program – Buyback:
This bulletin is to remind members who take a leave or apply for the RBP, at any point in their 35 years of serviceable time, that they should seriously consider buying back their pension. Not doing so can have a negative impact on one’s pension plan retirement benefit.

Be mindful that members stop contributing into their pension plan after 35 years of allowable service.

In the summer of 2021, over 420 members participated in the Early Retirement Incentive Program (ERIP).

More members could have participated in the ERIP, however, because some did not buyback their pension following leaves; this attributed to lacking the required numbers to be able to retire early with this incentive.

After a leave of absence, please call to Alight to speak to a representative to initiate your pension buyback.

This applies to all. Members on both the Defined Benefit and Hybrid pension plan.

Alight (English): 1-855-354-6944
Alight (French): 1-855-354-6943

For Air Canada Rouge members, contact the Air Canada Rouge Pension Services at 1-855-538-7799.

Note: Members have 90 days from return to duty to initiate a pension buyback. This applies for Air Canada Mainline and Air Canada Rouge members.

Are you a member of the Hybrid plan?  If yes, then take advantage to boost your contributions!
Members under the Hybrid pension plan can increase their contributions for the Defined Contribution (DC) component of their pension plan.

A new member who contributes $100 into their Defined Contribution plan is matched at 100%. Therefore, a member who contributes $100 will have $200 in their DC account.

By taking advantage of this matching, members benefit by compounding their money. The more money one puts in early in one’s career, the greater the benefit over time.

For more information about increasing your DC pension contributions at Manulife, click HERE.

We would like also to take the time to wish everyone safe travels this summer and an enjoyable Canada Day long weekend.

Regards,

Your Component Pension Committee

Marc Roumy (Chairperson)
Henly Larden (Member)
Caroline Lozeau Gelinas (Member)
Stefanie Falotico (Rouge Member)

pensions@accomponent.ca

Did you know?
The Master Trust Defined Benefit pension plan is valued at approximately $20 billion. The market capitalization of Air Canada (at a share price of $16.91), is just over $6 billion. The Master Trust DB pension is almost three times larger in value than Air Canada.

Update on Bill C-409

On June 20, Conservative MP Lianne Rood tabled Bill C-409, a private members bill (PMB) to amend the Canada Labour Code, to ban unpaid work for flight attendants. The bill isn’t perfect, but nevertheless we are encouraged to see a bill tabled in Parliament less than three weeks after our lobby day on May 30, 2024. It shows our advocacy is working and we have support across the political spectrum.

There is some important context to keep in mind with respect to this bill. The Conservative Party did not consult your union on this legislation. They drafted and tabled this bill without ever picking up the phone to ask us what kind of legislation we wanted to see – and it shows. While it’s better than nothing, there are big gaps in this bill that need to be addressed.

The day after the legislation was tabled, we requested a meeting with MP Rood but have not been offered a meeting yet. That’s also disappointing. Earlier this week, we held meetings with the federal NDP to discuss how we can amend and improve this bill, and work together to expedite this bill before the next election. As always, we appreciate the constructive and supportive role the NDP has played in keeping our issue on the frontburner in Parliament.

We must also keep in mind that the Conservative Party has never been a friend to workers, unions, or flight attendants. The last time a Conservative PMB was passed into law was the anti-union Bill C-377, a bill that tried to kneecap the labour movement by burying unions in paperwork and public financial disclosures. Many of us will also remember the last time the Conservative Party made major legislative changes that affected flight attendants, they changed the passenger to flight attendant ratios from 40:1 to 50:1, making our jobs harder, and jeopardizing the safety of both crew and passengers. In my view, the Conservatives are not genuinely interested in helping us – they are likely more interested in riding the coat-tails and the momentum of our campaign in order to tap into our membership lists in their search for potential voters and donors for the upcoming election. It sounds cynical but that’s just the politics of it.

At the end of the day, we want this legislation improved and passed into law – no matter what party they come from. You can help put pressure on MPs from all parties to pass this legislation as soon as possible by signing a letter to your MP on our campaign website.

I want to once again acknowledge the immense work each of you have put into this campaign, the feedback, comments, and support, you, the membership have truly driven this plane to where we are now.

In Solidarity,

Wesley Lesosky
President, Air Canada Component of CUPE