MOA’s Reached Regarding YYZ Metering

The Union is pleased to report that we have worked with the company and have signed a Memorandum of Agreement with both Air Canada and Air Canada Rouge in regards to the metering issues you are all facing in Toronto.

The points to note in the MOA’s are:

  • Effective immediately (May 17th), ground duty pay claims related to the metering process in Toronto will be paid at 100% of your hourly rate of pay.
  • If the wait time at the gate exceeds one hour after the scheduled end of your duty period, your duty day end-time will be adjusted and will be considered for the purpose of determining proper crew rest.

Click Here for a copy of the Mainline MOA

Click Here for a copy of the Rouge MOA

The Union is pleased that both Air Canada and Air Canada Rouge have recognized the valuable time each of you are spending on board with our passengers, and that a duty period extension will assist with many reports of crews feeling fatigued.  The Union received countless reports on the metering issues, and thus we were able to paint the picture to the employer on what was required to move forward in regards to pay, as well as a safety first approach to duty periods.

Please continue to report and file health and safety concerns if you experience issues with excessive heat/cold, issues with blocked exits, or any unruly passengers.

In solidarity,

International Day Against Homophobia, Transphobia and Biphobia

Here is a message from CUPE National to mark International Day Against Homophobia, Transphobia and Biphobia:

Two-spirit, lesbian, gay, bisexual, queer, trans and intersex people are subjected to harassment and discrimination too often. Most of the time, the discrimination that 2SLGBTQ+ people in Canada face happens at work. Workplace harassment, violence and discrimination are especially severe for 2SLGBTQ+ workers who are also Indigenous, Black or racialized.

CUPE’s own research shows that even in the absence of overt violence or harassment, heteronormativity (the assumption that everyone is heterosexual) often shows up at work. This bias can be seen in many ways including in casual conversations, employee records, health benefits forms, employer memos, invitations to social functions and so on.

Cisnormativity, the assumption that everyone identifies with the gender designated at birth, also shapes our workplaces. The gender binary of “woman/female” and “man/male” is built into communications, infrastructure like washrooms and changerooms, and other systems. Many trans and non-binary workers also face frequent misgendering and other forms of harassment from co-workers and managers.

But 2SLGBTQ+ workers and our allies fight to make our work and public services safer for all. CUPE members know that homophobia, transphobia and biphobia have no place in our workplaces or communities. Today and every day, CUPE stands with 2SLGBTQ+ workers to end violence, harassment, and discrimination in all their forms.

Take Action!

In solidarity,

Call for Nominations – Vacancy – 1 Component Trustee Position

There is one (1) vacant Component Trustee position for the remainder of the term ending on January 31, 2023.  In accordance with the Air Canada Component Bylaws, the call for nominations for this position is being issued.

Members who desire to be nominated for the position of Component Trustee, shall file nomination papers, to be received by the Chairperson of the Component Tabulating Committee no later than June 16, 2022 at 16:00 EDT.

Candidates shall disclose their full name and intended position (Component Trustee) clearly on the nomination papers prior to soliciting signatures.

Nomination forms, as provided by the Component Tabulating Committee, must have at least 50 signatures from eligible voters on the “Membership List”.

* IMPORTANT: Due to the current COVID-19 Pandemic, and on an exceptional basis, the Component Tabulating Committee will accept electronic signatures on nomination forms for the vacant Component Trustee position.  An electronic signature must be the member’s actual signature and not simply the member’s name typed onto the nomination form. This will allow for members not actively in the workplace to nominate a candidate for a delegate position. The nomination form must be filled out in its entirety by the candidate, signed off and dated prior to scanning for electronically received signatures. We are doing this to ensure all members have an opportunity to run, as well as ensure all members have an opportunity to collect signatures, with the COVID pandemic in place, many of you are not able to access your work sites or Union offices due to not having a RAIC.

NOTE: For interested candidates, a complete instruction package with nomination sheets will be available on the Air Canada Component website, as well as by request from your Local office, or by clicking HERE. It is recommended that you read the complete instruction package.

DEADLINE:  Completed original nomination sheets must be received no later than, June 16, 2022 at 16:00 EDT at the following address:


Nomination sheets received after June 16, 2022 at 16:00 EDT will NOT be accepted. The Tabulating Committee recommends sending your documentation by registered mail to ensure timely delivery and receipt.

In Solidarity,

Your Component Tabulating Committee

2022 Bargaining Survey

Your Air Canada Component Executive is happy to announce that your Part 1 of your 2022 Bargaining Re-Opener Survey is live and ready for you to complete!

You will shortly be receiving an email with the link to your survey. It can be completed on a computer, tablet or mobile phone.

If you do not receive the email, have not registered your email address with us at the Air Canada Component, or have questions about accessing the survey etc., please do not hesitate to reach out to us at

In solidarity,


Flight Attendants “Working for Free” as Chaos Grips Canadian Airports: CUPE

VANCOUVER, British Columbia–(BUSINESS WIRE)– Canada’s flight attendant union says hundreds of flight attendants are being forced work for free every day as they manage hours-long delays on tarmacs due to archaic airline policies and understaffing at Canadian airports.

As air travel ratchets back up to pre-pandemic levels, understaffing at security and customs has led to lengthy delays – regularly two hours or more – at both ends of the boarding and deplaning process. Flight attendants are on-duty during many of these delays, performing critical work-related tasks to ensure passenger safety, and often absorbing passenger frustration and abuse.

However, due to the unfair and outdated way flight attendants work hours are calculated, they are often performing these important work duties unpaid. Typically, flight attendants are only paid for time in the air – meaning they are typically not compensated during delays before takeoff and after landing.

“As flight attendants, we bear the brunt of the anger and frustration and abuse from passengers who are enduring these delays, and to add insult to injury, quite often, we’re working for free while we do it,” said Wesley Lesosky, president of the Airline Division of the Canadian Union of Public Employees (CUPE).

Lesosky noted this is not just a compensation issue either – it’s a health and safety question. Flight attendants have contractual crew rest minimums upon arrival, but those rest periods are being encroached and cut short when their duties are ending later and later due to extensive delays on the ground.

“Two things are obvious here: first, airlines and federal agencies that run our airports need to hire and properly pay their staff so they can keep our airports moving at a reasonable pace,” said Lesosky. “Second, the indefensible practice of not paying flight attendants for hours and hours of their time at work needs to end now. This is not accepted in any other industry. If we aren’t being paid, we fail to understand how we can be made to work.”

CUPE’s Airline Division represents 15,000 flight attendants at nine Canadian airlines.


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