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

Component Executive Update – September 2023

Your Component Executive had their quarterly meeting in Montreal from September 12th-14th. We have had a great deal of discussion about our next round of bargaining. These discussions have been ongoing, however the more we get into the plans for bargaining, the more inspired and committed to the process we are becoming. A ten-year contract has been hindering us at every turn and we feel that now is our time to make a difference and to right this ship.  It is your turn to be recognized for all that you have done and for your contributions to the success of this company.

As a part of our preparations, we had presentations from two high level media companies. We are becoming very excited about the possibilities of what we can achieve by utilizing creative and impactful social media strategies.

We have harnessed the talents of CUPE National via their research representatives, bargaining experts, communications experts and so many more. Our legal firm has worked closely with us on many grievances and is acutely aware of some of the shortcomings of our contract. They are prepared and very engaged in working with us to create the most powerful path forward. In the future we will be introducing you to all these experts and to your bargaining committee so that you can see who will be representing you and how committed to the process they are.

We started the process of the “Meet and Greet” for members while your Executive was together.  The members who attended had amazing questions and we felt that this method of communication was very effective. We encourage other members to join us on our next “Meet and Greet” session and to come to us with your questions. We encourage members to send us their questions in advance of the session so that we can make the best use of our time. We will answer those questions and will then have a free and open question period.  We talk a lot about the importance of membership engagement internally and we sincerely want to hear from you. If we open our lines of discussion and hear your stories and experiences and questions we are further ahead for our communication and mutual understanding of the important issues ahead of us all in 2025.

Our next ACCEX meeting is in the first week of December. Stay tuned for our bulletin advising when the Meet and Greet will be. We look forward to seeing you there.

In solidarity,

Your ACCEX

Probationary Performance Meetings – Overall Attendance

Earlier this week the Union was advised that Air Canada will be calling a large group of members in to discuss their “Overall Attendance”. We were shocked and dismayed to learn that the Company has called in over 40 probationary members at the Vancouver base. The Union believes the Company failed to adhere to the Collective Agreement and advise the alleged misdemeanor for these meetings and instead they grouped them all as “Overall Attendance”.

The Union reached out and advised that this gave the member no understanding of the “issue” and that the employer should be more specific to allow the member an opportunity to best recollect the alleged incident and be mentally prepared in the meeting. The Union was advised late last night that the letters were changed and once received, we noted they now stated “Overall Attendance (time frame – June 01st – September 10th)”.

The Company is well within their right to meet with their employees, but they should do it in a respectful, non-confrontational, and a more open and transparent process. There is nothing more alarming and concerning to any employee, especially one on probation, than to come to work one day and get a letter regarding a meeting with no information.

What is more concerning is the fact that some members had one book off during this period, and the only way the Union was able to figure out the “overall attendance” issue was to do the research themselves. The Company is calling the members in, they know why, what is the reason they cannot share this in advance to lesson the worry and angst the members are now feeling?

We have heard the company speak on more than one occasion about employee engagement. It seems counterproductive to their goal of employee engagement to be haranguing new employees. It is our opinion that an initiative such as this will only serve to lower the morale of all probationary employees. A culture of fear serves no employer in the long run and has zero benefit.

The Union is left wondering why this is necessary and why employee morale is yet again taking an unneeded hit with a poorly executed 7 days of nonstop performance meetings.

The Vancouver Local will have the full backing of the Executive Board and the Grievance Committee. We will review each performance meeting that takes place and will ensure grievances are filed on any and all violations found through this process.

Your UNION is behind each of you firmly, we will ensure you are well represented and if any discipline is issued through this process it will be challenged.

Based on the above, the Union has filed policy grievance CHQ-23-66, attached HERE.  We look forward to discussing this with the employer.

In Solidarity,

Wesley Lesosky
President, Air Canada Component of CUPE

Last Call! Harvard FA Health Survey

Last call to participate in the FA health survey! It will close for submissions on September 22nd.

The Union remains in contact with the Harvard T.H. Chan School of Public Health, regarding their Flight Attendant Health Study. Since 2007, tens of thousands of cabin crew have taken the survey, which has led to significant research into occupational health issues affecting our workgroup. As in previous years, we are informing you of this initiative as it is run by a reputable institution and concerns a topic that is important to all of us.

You may also be interested in the www.fahealth.org website, which is linked to the survey. It contains a wealth of information regarding cabin crew health, as well as other opportunities run by the Harvard T.H. Chan School of Public Health and/or Dartmouth College Geisel School of Medicine and/or the Roswell Park Cancer Institute. The Union has no ties or oversight regarding this site or other programs offered on it.

For your convenience, the Union has updated its survey Q&A document, which you will find below. The Harvard Flight Attendant Health Study can be accessed by clicking HERE.

As always, please reach out to us if you have any concerns or questions by emailing contact@accomponent.ca.

In Solidarity,

Your Component Occupational Health and Safety Committee

– – – –

Q&A Regarding the Harvard Flight Attendant Health Study:

Who can participate? Is the Study open to previous participants or retirees?
The study is open to all current, former and retired cabin personnel from AC Mainline/Rouge or their predecessor airlines, including those who have previously participated in the survey. Those who have participated in the past will notice some repetition in the questions, but also new ones which have been integrated since the last wave.

Why are AC Mainline/Rouge cabin personnel being invited to participate in this survey? 
The Harvard flight attendant health survey was first administered in 2007 with cabin personnel at Alaska Airlines and US Airways represented by the U.S. Association of Flight Attendants (AFA), and with funding from the Federal Aviation Administration. Based on a very positive relationship with the professors conducting this survey and the importance of their work, the AFA referred the Airline Division of CUPE to the project leaders, and a second and third of the study was performed with various CUPE Airline Division members, Southwest Airlines and British Airways. This year, the Harvard T.H. Chan School of Public Health has reached out directly to solicit further participation from CUPE Airline Division members in the study’s fourth wave.

Why do I have to give my name and other personal contact information to participate in the survey?
This survey and study are being done in accordance with strict Harvard University scientific research protocols. As a result, participants must provide their names and address to give consent to participate in the survey. In addition, the provision of this personal information ensures that the survey is being completed by a legitimate participant, namely an AC or AC rouge flight attendant or in-charge flight attendant, and not someone else.

How will the privacy of my personal information be protected? 
We raised exactly those concerns with regard to protecting our members’ personal information in 2015, and again this year, and were assured that the confidentiality of our members is ensured, in accordance with the University’s Level 3 privacy provisions. As stated in the bulletin at the start of the survey, names/addresses are removed from the medical information once the survey is received and replaced with numerical identifiers. Further questions about provisions for confidentiality may be referred to the study administrators using the contact information below.

I’m still concerned about the privacy of my personal information. What should I do? 
As this is an externally run study, the Union does not have control over its contents. In the past, we worked with the Harvard study administrators to find different ways to get around this name and address requirements but could not. You need to be comfortable with this aspect of the survey. If you are not, remember that participation is entirely voluntary. Further questions about provisions for confidentiality may be referred to the study administrators using the contact information below.

Are all questions mandatory? 
As referenced on the first page of the survey, you may skip questions. However, please keep in mind that the survey is programmed to adapt to your responses, which helps the system decide what follow-up questions need to be asked.

What if I decide to stop filling out the survey at some point? Will what I have put in up to that point be accepted?
Some of the data may be usable, but not all depending on the level of completeness. We suggest that you give yourself sufficient time to complete the entire survey (approximately 20-30 minutes), to ensure that the information is entirely usable.

Why is the survey only available in English? 
The Union’s goal is to advance and improve on causes dear to its members. While the Union’s direct internal communication with members is always made in English and French, participation in endeavours of international scope sometimes involves adapting to the realities of their country of origin.

This study is an initiative of an American research institution, subject to its own applicable language policies and legislation. The core questions were developed in English and have been used for each successive wave of participants from various countries.

The potential for introducing errors or disparities in the data collected due to a possible loss of meaning through the creation of a French version of the survey, compounded by the costs of highly technical translation requirements could render the participation of our members prohibitive to the institution administering the survey. This would not be in the best interest of the Union’s members.

The survey offers a draw for Apple watches. Will I be eligible for this prize?
Because draws are affected by different legislation depending on country and province, the Union is unable to guarantee eligibility for this participation prize. We urge you to consider participating as a goodwill contribution to the Harvard T.H. Chan School of Public Health’s invaluable research into cabin crew health and wellness.

I still have questions. Who do I contact? 
If you have any other questions specific to the survey, please send them directly to the administrators of the Harvard survey as indicated on the website:

Dr. Nidhi Ghildayal
nidhighildayal@hsph.harvard.edu

Courtney Leimanis
leimanis@hsph.harvard.edu

Ethan M. Lawler
ethan.lawler2024@utexas.edu

Eileen McNeely
Principal Investigator
emcneely@hsph.harvard.edu

Pension Committee Update – September 2023

All Mainline and Air Canada Rouge members contribute into a Defined Benefit pension plan.

But contribution rates and retirement benefits are not the same between DB and Hybrid members.

In our previous bulletin, we briefly explained our membership is split between members under a pure Defined Benefit (DB) pension plan and members under a Hybrid plan.  We also gave a general explanation about the differences between Defined Benefit (DB) and Defined Contribution (DC) pension plans.  Click HERE to read the bulletin.

Even though we are all contributing into a Defined Benefit pension plan, there is a difference between the pure DB pension plan and the DB component of the Hybrid plan, in terms of contribution rates and the formula used in determining pension benefits.

The following is to explain this difference.

(IMPORTANT REMINDER: The DB component represents 50% of the Hybrid plan.  The other 50% is the DC component that is managed by Manulife.)

Contributions

DB pension plan:
Under the DB pension plan, members contribute 4.5% up to the YMPE* and 6% above the YMPE.  Pension contributions stop after 35 years of continuous service.

*YMPE: is the Yearly Maximum Pensionable Earnings.  This is set by the government every year.  For 2023, the YMPE is $66,600.

Hybrid plan:
For the DB component of the Hybrid plan, contribution rates vary depending on one’s years of continuous service.  Contribution rates increase with an increase of continuous service.  It is not a fixed rate compared to the pure DB pension plan and it is also a lower percentage contribution rate.

Members contribute:

2% with less than 5 years of continuous service.

2.5% for members between 5 and less than 15 years of continuous service.

3% for members with 15 up to 35 years of continuous service.

Retirement benefits

DB pension plan:
A formula is used to determine an annual pension benefit.  The percentage used is higher than the one for the DB component in the Hybrid plan.

1.75% is multiplied with the AAC** up to the average YMPE.

And 2% multiplied with the AAC above the average YMPE.

**AAC: Annual Average Compensation, is the average earnings based on one’s best 36 consecutive months.  Which is also known as one’s best three years.

Hybrid plan:
For the DB component of the Hybrid plan, the percentage rate to determine a member’s annual pension benefits, is almost half compared to the percentage rate in the pure DB pension plan.

0.595% is multiplied with the AAC up to the average YMPE.

And 1% is multiplied with the AAC above the average YMPE.

Summary

Every member in our membership contributes to a Defined Benefit pension plan; currently, almost half are on a pure DB pension plan and the other half are on a Hybrid plan.  (Members hired on or after November 7, 2011, are on a Hybrid plan.)

Even though we all contribute into a DB pension plan, the percentage used to determine contribution rates and retirement benefits are not the same.

Members in a pure DB pension plan contribute more into the DB pension plan and have a higher (almost double) percentage rate amount to determine pension benefits.

For more information regarding your pension plan, please refer to the Employee Pension booklet found on the Alight/HR Connex website.

For Air Canada Rouge employees, your employee pension booklet can be found on ACAeronet by following these steps: ACAeronet > Rouge > Human Resources > Human Resources Tools & Forms > Category: Rouge Pension CUPE > Rouge Pension CUPE.pdf

New phone numbers to contact Alight and Manulife

For questions about your DB pension plan, call:

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

For questions about your DC investment plan or to speak to a financial advisor, call:

Manulife (English): 1-888-727-7766
Manulife (French): 1-888-388-3288

For Air Canada Rouge members***:

Contact the Air Canada Rouge Pension Services at 1-855-538-7799.

***Note: Air Canada Rouge members who flow through to Mainline, remain on the Air Canada Rouge Hybrid Pension plan.

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, are 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.

Safe travels,

Your Component Pension Committee:

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

pensions@accomponent.ca

Did you know?
Air Canada has 31,442 pensioners and survivors in receipt of a monthly pension and pension amounts totaling $891,933,000 were paid to them in 2022.