Component Officers Update

This is an update to keep you informed of some of the things we have been working on.

2022 Bargaining Re-Opener Continuation
The Union and the Company are moving forward to the next phase in the re-opener process which is mediation.  Once dates have been selected, we will advise the membership.  As part of our ongoing promise to you, we will keep you advised of where we are in the process and what has transpired.

Cost of Living Allowance – LOU 35
The Company and the Union were in mediation last week with our Chief Arbitrator William Kaplan.  CHQ-22-48 (COLA, LOU 35) was discussed. There was some attempt to mediate however there was no change to the current position of either party, and no resolution was reached.  The Union and the Company will move this forward to arbitration. When dates have been established, we will advise you.

Wheelchairs and Duties Outside of the Aircraft
We wanted to give a friendly reminder that pushing wheelchairs, assisting at gates and assisting with baggage on the bridge is not our role as cabin crew.  When issues arise inside the aircraft, that falls to us to assist.  Please be mindful that our colleagues on the ground are sometimes short staffed or in training and may require more time.  If you are required to remain onboard to look after passengers awaiting assistance from an agent, please claim the time.  You are not required, nor is it encouraged for you to push wheelchairs up the bridge, assist with carry offs or direct passengers at the gate, we are not trained for these roles, and need to always maintain proper crew compliment on the plane, that’s our role, and we never want to jeopardize safety.

Hotel and Ground Transportation Issues
We wanted to send a reminder that reporting hotel and ground transportation issues is critical to effecting change in the future. When hotel and ground transportation contracts are up for renewal your Hotel Committee and Air Canada management rely on the information found in crew care reports to justify a change in the market. Please continue to report even if it’s a repetitive issue and encourage others on your crew who experience issues to also report.

Updated Maternity Handbook

The Component Women’s Committee is pleased to announce that we have updated our Maternity Handbook. We hope that this provides updated information about the who, what, when, where, and how for prospective parents.

Click HERE for the English version of the Maternity Handbook

Click HERE for the French version of the Maternity Handbook

You can also find the Maternity Handbook on the Component website at www.accomponent.ca under the Resources tab.

We understand that this can be a challenging and exciting time and hope this updated handbook makes your journey easier. If you have any questions and need guidance through this process, we are here for you. You can reach out to us at womens@accomponent.ca.

Air Canada’s Mandatory Vaccination Policy

Dear Members,

As you’re likely aware by now, Air Canada released its mandatary vaccination policy on Wednesday which covers our members at Air Canada and Air Canada Rouge. The policy was released following the federal government’s announcement on August 13, 2021 that COVID-19 vaccinations would be mandatory for federal employees and those working in federally regulated industries, including the aviation sector, no later than the end of October 2021.   In addition, Transport Minister Omar Alghabra announced that the vaccination requirement would also extend to travelers.

The Union is aware that mandatory vaccination policies represent a variety of competing interest, rules, and sensitives.  However, we are in agreement with the medical and scientific communities that vaccines are critical to providing a safe work environment for our membership and promote the continuing recovery of our industry.   We continue to encourage all of our members to get vaccinated to protect themselves, their colleagues, and their families.

The Union had some concerns with the timelines applicable to cabin crew in Air Canada’s policies as the government mandate is not planned to come into force until October 31, 2021. However, upon further discussion with Air Canada it is clear that those not vaccinated with a first dose by September 8, 2021 will not be subject to flight removal until the start of the November 2021 block month.

Air Canada’s policy states that “failure to be fully vaccinated by October 30, 2021 will have consequences up to and including unpaid leave or termination”. The policy acknowledges the duty to accommodate under medical and religious grounds which we are pleased to see. We expect that those who claim either exemption will have to provide pre-existing evidence that they meet these criteria.

The Union will challenge any discipline issued to a member who elects not to comply with the vaccination policy as we believe alternative accommodations should be made. As always, the grievance procedure will be followed for any discipline issued to our members.

We had previously provided the membership with a legal opinion that we obtained with the Jazz Flight Attendant Union, CFAU. This was done in order to ensure that you have the necessary information to make your choice as to whether or not to comply with the mandatory vaccination requirement as it could have consequences to your ongoing employment. You can click “HERE“ to review again.

Now that we have Air Canada’s policy on COVID Vaccines, your Union is once again having Legal Counsel and CUPE National review the terms and will file a grievance where the policy is found to be unreasonable or discriminatory.  We have received feedback from many members, both for and against the vaccine and want to once again assure you all, that we are looking at all angles and avenues to ensure that each member is respected and represented though this process.

As always, we will continue to provide updates to the membership as we move closer to the October 30, 2021 deadline.

In solidarity,

Your ACCEX

Self Identification Survey

In keeping with their commitment to create a workplace where diversity and inclusion is valued, Air Canada’s People, Culture and Communications branch has launched a self-identification survey. According to Air Canada, the purpose of the questionnaire is to “collect information about its workforce to ensure barriers to employment that disadvantage members of the designated groups are removed.” The information collected, will be used to develop initiatives and measures to promote Diversity and Inclusion at Air Canada as well as to comply with the Employment Equity Act.

The Component Diversity Committee encourages you to participate by completing the questionnaire. The information collected will remain strictly confidential.

The questionnaire was sent to all employees via their Air Canada email. Please check your inbox for the email. You can also complete the questionnaire from inside the Air Canada network by clicking here or from outside the Air Canada network by clicking here (after logging into ACaeronet).

COVID Tracing Update – Effective August 8, 2021

We were informed a short while ago that the employer will be changing their contact tracing decision tree questions. While Air Canada continues to recognize that disclosure of vaccination status is voluntary, one of the first question you will be asked by the contact tracer is whether you have been fully vaccinated. Our understanding is that those who indicate that they are fully vaccinated will be identified to “self-monitor” and will continue flying.

Air Canada’s COVID vaccination policy states that:

“In order for the employer to assess future biosafety measures, all employees who are coming into the workplace are encouraged to notify Air Canada of their Vaccination status.”

Your Union recognizes the important role that vaccination plays in protecting the health and safety of Canadians, and in returning to the new normal. However, we also recognize the sanctity of medical privacy. At this time, a mandatory vaccination policy has not been adopted by our employer, and any disclosure regarding vaccination continues to be voluntary.

We recognize the sensitivity of this topic, and we will continue to support our membership while ensuring Health and Safety remains at the forefront. The purpose of this brief bulletin is to clarify the current employer policy on disclosure of vaccination status. Click HERE for a link to the Policy.