Pension Committee

Your pension committee advocates, educates and communicates on pension matters important to you.

Your pension plan is one of the most valuable assets you will acquire during your working career. For most members the Company pension will form the most significant portion of their retirement income. It is important that we work to protect, preserve and enhance this asset.

Our pension plans are governed by Federal rules and regulation. OSFI (Office of the Superintendent of Financial Institutions) is the federal agency that overseas federally regulated pensions. Our pension plans are subject to the rules and regulations established through OSFI and also by certain federal taxation laws.

There are separate workplace pension plans for CUPE members originally hired at Air Canada Mainline and those originally hired at Air Canada Rouge. CUPE members who transitioned to AC Mainline through the merger with Canadian Airlines International Ltd (CAIL) are members of the AC Mainline Plan (see note below). CUPE members who transfer between AC Mainline and AC Rouge and vice versa continue to participate in their original pension plan. Members who transfer will continue to accumulate qualifying service and allowable service in their original pension plan as if they were still working there.

Note: CAIL CUPE members who were age 55 or over and who were not in the CAIL pension plan on October 1, 2002, were not required to join the pension plan, following the merger with Air Canada. For all other members who were not members of the CAIL pension plan, membership became mandatory as of January 1, 2007.

The pension benefit provided for members hired at AC Mainline on or after November 7, 2011and the pension benefit for members originally hired at AC Rouge are the same. The CUPE hybrid pension plan provisions apply to these members. The hybrid plans have a mix of defined benefit (DB) and defined contribution (DC) components. Under the DB component, you accumulate a pension throughout your career at Air Canada Mainline and Rouge that is calculated based on a predetermined formula. Under the DC component, yours’ and Air Canada’s contributions, accumulate with investment returns – the account balance when you retire provides you with retirement income, in addition to what you receive from the DB component of your pension.

All other members of the AC Mainline Pension Plan (ie; those hired before Nov 7, 2011) participate and are covered by a defined benefit (DB) pension. A defined benefit plan (DB Plan) means that the pension you accumulate throughout your career at Air Canada is calculated based on a predetermined formula.

Members can find a summary of the details of their pension plan provisions, in the “Members’ Portal” on this CUPE website or on the AC aeronet under the “HR Connex” tab. On the AC aeronet once you sign in: > click on the HR Connex tab > under “Retirement” > click on “HR Connex Pension.” Under the “Knowledge Centre” tab (tile) you will find a very readable summary of your pension plan provisions. This site also has other very useful and informative information about your pension. For AC Mainline Plan members there is also a pension calculator where you can “Project Your Retirement Income”. If you want to find your Average Annual Compensation (best 3 years) and the time period it is based on, click on “Calculation Details” after you have done a pension projection. The pension projection tool is not yet available for Rouge Plan members but it is a feature that will be added in the future.

You can reach out to your pension committee representatives on any pension related matters. We encourage you to initially contact HR Connex Pensions, now the AC Employee Care Team 1-833-847-EMPL (3675) with any specific questions regarding your pension as they have access to your file and should be able to address most issues.


  • Marc Roumy

  • Members
  • Henly Larden
  • Caroline Lozeau Gélinas

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    PBS Committee

    The Joint and Local PBS Committees provide support for the membership in regards to the PBS system. Our goal is to ensure that the system is reliable and that our members have the information and skills that they require to utilize PBS to the best benefit of their seniority.

    The Joint PBS Committee works with the Company and the PBS software supplier in ensuring that PBS is functional and available to the membership.  In addition to providing support for the Local PBS Committees, they ensure that new features and system development is completed and tested for adherence with the specifications of the software and compliance with the Collective Agreement.  The Joint PBS Committee also provides information, on a national scale, to the membership for PBS issues and new features.

    The Local PBS Committees are the local interface for PBS and are available and accessible to the membership for PBS questions and bidding assistance.  They participate in the monthly PBS activities such as Pairing Review, Bidding Assistance, Awards Process and Contesting.  Your Local PBS Committee is aware of the specific nuances at your base.  They are there to answer your questions on PBS as well as provide assistance and support for new features.  Our bidding strategies change depending on what we want, or what is going on in our daily lives.  Local PBS Committee members are available at the Communication Centres during the bidding period to guide you through the system,  help you with your questions and assist you to best manage your bidding strategy.

    Committee members

    Joint Committee Co-Chairs:

    Marie-Eve Simard
    Mary Mulholland

    – – – –

    If you have questions or need assistance with PBS, you can reach your Local PBS Committee at the following e-mail addresses:






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    New Aircraft Committee

    The CUPE New Aircraft Committee reviews aircraft designs from a health and safety perspective. Two aircraft are being reviewed: B787-800-223 passenger and B787-900-256 passenger models.

    We are waiting for a chance to tear suppliers products apart and test ergonomics in YUL. Previous hands-on testing for galley equipment took place in January 2008.

    Requests for Proposals (RFP’s) have been evaluated from vendors for B787-800-900 series aircraft for the following systems:

    • Bun warmers
    • Galley Waste Disposal Units
    • Ovens
    • Coffee Makers
    • Trash Compactors
    • Lavatory units

    Our meetings with AC are irregular, usually a conference call. No activity yet over the summer. A report was made to CUPE AC Component Executives (ACCEX) in June 2009.

    The Bottom Line:

    Air Canada posted their latest financial results 07 August 2009. Employees have been advised that 37 Boeing 787 Dreamliners remain on order, with the first delivery scheduled for the second half of 2013. The aircraft purchase agreement was amended in July to include options to purchase 13 additional aircraft, with purchase rights for ten more.  Air Canada and Boeing have agreed to amend commercial terms and delivery dates to help finances.


    revision date: August 2009

    Chair: Cesar Martello

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    Hotel Committee

    The mandate of the Hotel Committee is to ensure that you are both safe and comfortable while on layover.

    Your CUPE Hotel Committee is comprised of a Component Hotel Chairperson, Vice-Chairperson, and currently nine Local Hotel Representatives spread across the YVR, YYC, YUL, and YYZ bases.

    Periodically, when Air Canada flies to a new destination or a hotel contract expires, a “contract” goes out for bid and hotels that are interested in housing crew will respond.  Once the Company receives these “bids”, site inspections are scheduled in order to establish a layover property.  These inspections are attended by Air Canada Strategic Purchasing, CUPE and ACPA.  The Hotel Committee Chairperson will select a Local Hotel Representative to perform the hotel inspections, which will be completed according to specific safety and security criteria.  Some of the criteria that the Hotel Representative will be looking for is to ensure that essential requirements, such as non-smoking rooms, rooms away from vending machines and work closets, and rooms that are not on the first floor, can be met.   Once all of the site inspections are finished, the Hotel Representative compiles a list of which properties are deemed acceptable, ranking in order of preference, and provides this along with a comprehensive report on each property to both the Hotel Committee Chairperson and the Component President.

    Though Air Canada Strategic Purchasing makes the final decision on the hotel selection process, contractually, they are required to consult with the Union and respect CUPE’s ranking of properties when making a final selection.

    Once a hotel is selected, your feedback is essential in ensuring that our rights to safe and comfortable accommodations are upheld.  Should you have an issue with either a layover property or the transportation provided when on layover, please submit a hotel and transportation report.  While the reporting system has changed to CrewCare, you can still access the form on the portal through Globe by clicking on: Globe > Tools and References > Crew Scheduling and Planning > CrewCare.

    The report will be submitted to the Company and a copy forwarded to the Hotel Committee Chairperson.  The Company is then responsible for ensuring that each complaint is addressed with the hotel or transportation company involved and that every Member receives a response.  The Component Hotel Committee Chairperson tracks these reports to ensure that the Company performs the appropriate follow up.

    Should you have any questions or comments about the Hotel Committee, please feel free to contact us at

    Committee members


    Melinda Allen & Alex Habib

    Daniel Dudar
    Reagan Goulding
    Edward Wong

    Lorie Hrynkiw

    Francesca Di Iulio
    Iris Oren
    Chandra Wang

    Sandra Jodoin-Battaglieri
    Marie Chantale Labreche

    Kimberly Duarte
    Maya Heble
    Amber Purnis
    Shallis Ryder
    Craig Smith

    Grievance Committee


    Hello and welcome to the new Grievance Committee Website.  We are very excited about our new home and feel that this will allow us to interact directly with our Members and give them guidance and information about the grievance process.  We also want to provide you with updates regarding the grievances and/or arbitrations that our committee is involved with.  The grievance committee consists of a Chairperson, Carmela Iermieri, and additional members as required.  We are all flight attendants and have experienced many of the things our members experience every day. We take great pride in the role that we have and feel strongly about the fair and equitable treatment of all of our Members.


    The Component Grievance Committee is the centralized Headquarters of all Mainline and Rouge grievances. We work on grievances through the assistance of any affected members by gathering evidence and writing a brief for each case.  We work on all types of rouge and mainline grievances as follows:

    • Grievances that start directly at level 2:
      • Policy grievances (which affect the membership system wide), and
      • Individual Termination/Suspension Pending Discharge grievances), and
    • Individual/group grievances that are denied at level 1 and are sent with all required evidence from the 5 local unions (locals 4091, 4092, 4094, 4095, and 4098 (rouge)) for review in the hopes that the grievance can move to the next step of the grievance process.

    The Component Grievance Committee also:

    • assists the local Presidents and Vice Presidents with grievance handling,
    • assists the Component Officers with grievance research and history, and
    • works directly with legal counsel when preparing cases for mediation and arbitration.

    The purpose of the Grievance Committee and the grievance procedure is to establish a fair and agreed-upon method of resolving disputes arising over the interpretation or application of clauses in our Collective Agreement and/or Air Canada policy. A fair grievance procedure is the historically proven method of avoiding protracted and mutually antagonistic conflicts between employees and their employer.


    Our Agreement defines a grievance as “all differences concerning the interpretation, application, administration, or alleged violation of the Collective Agreement”.  In short, any violation of our contract, of the law, of the rights of our Members.


    Experience has shown that certain problems occur often.  Everyone has been in a situation wherein they feel that they were entitled to a Voluntary Extension flying award, yet it was given to someone else. Some of our hardest working Members are our reserve flight attendants and we see violations of their rights too.  We also see numerous grievances involving discipline issued to our members.

    In general, you are likely to have a grievance if you are being treated in a manner that appears to be different from the norm and contrary to that required by the Collective Agreement.


    If you believe you may have a grievance you should immediately contact your Local office (Union office at the airport). Please do not delay; there are time limits within which a grievance must be formally filed. Please ensure you provide your local with all evidence, i.e. a written statement of the event (a must for all grievances), screenshots, pictures, written witness statements, names of Company representatives you spoke to (who, when, where, what), emails/letters between yourself and Company representatives and any other relevant evidence you can think of or your local requests from you. Unfortunately, many grievances have been lost because of an individual’s reluctance to seek resolution through the formal grievance procedure or to provide a statement and evidence to support their grievance before the time limits have passed. Be sure to contact your Local office as soon as possible for assistance with determining if you have a valid grievance and how to go about defining and resolving it.

    THE ARBITRATION STEP (Last Step of the Grievance Process)

    Any member can approach the Union requesting that a grievance be filed on his/her behalf however the Union has carriage of all grievances.  The Union has the discretion to file or not file a grievance, will process a grievance through the initial steps and has the legal authority to pursue or not pursue a grievance to arbitration. At any point prior to arbitration the parties can mutually agree to a settlement of the dispute and end the process. If, however, Air Canada refuses to be reasonable, the Grievance Committee in conjunction with our Legal Department will review the case and discuss its merits to furthering it to arbitration.

    As outlined in s. 37 of the Canada Labour Code, employees do not have the absolute right to demand a grievance be filed, or if one is filed, that their grievance be referred to arbitration.  A union may decide not to file a grievance or not to pursue a grievance, or may settle a grievance without the employee’s agreement, as long as the union’s decision is not arbitrary, discriminatory or made in bad faith.


    A strong grievance procedure vigorously enforced by the Union is necessary to ensure equitable treatment under the contract. We recommend that all Members periodically review their Collective Agreement and become familiar with their rights.

    Contract enforcement is the most demanding, time-consuming, and expensive task that the Union performs for you. Without enforcement, a contract is worthless. We must maintain constant vigilance, especially in this climate of financial duress, to ensure that our hard-won gains are not eroded by management any further than they already have been. Your Grievance Committee prides itself on having built a strong grievance process which operates democratically for all of our Members. Keep in mind that we need your help to make it work.  We will use this new website as a means to communicate important issues to you and also to provide a way for you to keep our finger on the pulse so to speak.  We rely on you to be our eyes and ears out there.  We have the brightest and most resourceful group in the unionized work force and we shall build on those strengths together.  We look forward to hearing from you!

    Committee Chair

    Carmela Iermieri
    (416) 798-3399 Ext. 257

    Committee Members

    Dionne Solomon
    (Rouge Grievances)
    (416) 798-3399 Ext. 260

    Kirk Horsman
    (416) 798-3399 Ext. 266

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