Yesterday the Union had a call with Government Officials in regard to the Repeal of the COVID-19 Vaccination mandate. We have listed the Q and A afforded to the Union below. We will be discussing the process of the return-to-work plan for members that chose not to disclose their vaccine status to the employer, and once we have more information we will share with all members.

We understand there are a lot of questions and appreciate your patience as we work through the process.

Frequently Asked Questions Relating to the Suspension of the Vaccination Mandate for the Federally Regulated Air Sector

 

Q1: What is the scope of the suspension and how does it apply to federally regulated air sector?

A1: As of June 20, 2022, at 00:01 EDT, employers in the federally regulated air sector will no longer be required to have mandatory vaccination policies in place for their employees. This includes aerodrome operators, air carriers, NAV Canada.

This also means that all air passengers boarding a plane for domestic or outbound travel and all individuals who need to access the aerodrome property or restricted area of a Canadian airport no longer need to be fully vaccinated, or have an exemption (i.e. medical or religious), to do so.

 

Q2: What are the impacts on unvaccinated Canadian crew members operating inbound international flights?

A2: Unvaccinated Canadian crew members that cross the border while performing their duties or for the immediate purpose of performing their duties continue to be exempt from most COVID-19 border requirements. They must continue to use ArriveCAN to submit their travel details. Crew members continue to be exempt from pre-entry testing, tests in Canada and quarantine requirements.

 

Q3: Are there any changes to the inbound requirements for foreign crew members?

A3: At this time, there are no changes to the requirements for foreign crew members. All foreign nationals travelling to Canada, including foreign crew members are required to be fully vaccinated, unless the individual meets one of the limited exceptions outlined in the Public Health Agency of Canada’s Order in Council Minimizing the Risk of Exposure to COVID-19 in Canada Order.

Individuals will still be required to show proof of vaccination when entering Canada.

 

Q4: In light of the suspension of the mandate, will TC issue guidance to industry/other levels of government as a number of contracts were put in place requiring individuals to be fully vaccinated?

A4: Transport Canada is not planning to issue guidance or advice to industry or other levels of government regarding contracts. Entities responsible for each contract may want to consider if the vaccination clauses that were included as a result of the vaccination mandate should be or can be removed. Transport Canada can answer any questions regarding the suspension of the mandate, but the specifics of each contract will have to be discussed by the parties who entered into an agreement.

 

Q5: Will the reporting requirements outlined in the Interim Order for Civil Aviation Respecting Requirements Related to Vaccination due to COVID-19 end? If so, when?

A5: Per Transport Canada’s Operational Bulletin, issued on June 15, 2022, while the Interim Order is set to be repealed at 00:01 EDT on June 20, 2022, in accordance with the principles of the Interpretation Act, the effect of the repeal does not affect any obligation accrued or accruing under the repealed Interim Order.

As such, Transport Canada expects those who were required to retain records under the Interim Order, to retain those records for the duration of the remaining term (12 months from the date the record was created). This is to ensure that Transport Canada has access to such records should a need arise (i.e. enforcement purposes).

 

Q6: Are there any changes to the mask mandate? Are masks still required in the restricted area, and non-passengers screening checkpoint?

A6: All other public health measures, including wearing a mask and all other requirements outlined in the Interim Order Respective Certain Requirements for Civil Aviation Due to COVID-19, continue to apply and will be enforced throughout a traveller’s journey.

All persons must wear a mask at the screening checkpoint, during the boarding process, in flight, while deplaning, and in the customs and border processing area. This includes wearing a mask in the arrival testing area or when interacting with a public health or border services officer. Exceptions are in place for those who:

(a) are less than two years of age;
(b) are at least two years of age but less than six years of age who are unable to tolerate wearing a mask;
(c) provide a medical certificate certifying that they are unable to wear a mask for a medical reason;
(d) are unconscious; and
(e) are unable to remove their mask without assistance.

All crew members are also required to wear a mask at the screening checkpoint, during the boarding process, in flight, while deplaning and in the customs and border processing area. The only exception is if the crew member is on the flight deck or if wearing a mask interferes with operational requirements or the safety of the flight or endangers the crew member.

Gate agents are also required to wear a mask at the screening checkpoint and during the boarding process (unless the gate agent is separated from any other person by a physical barrier that allows the gate agent and the other person to interact).

Click HERE to view the entire document.

In solidarity,

 

 

We want to take a moment to give a warm and sincere welcome to all of our new hires. As CUPE Union members we have been in your shoes, and we understand the challenges that you face. The Union and its members are a great resource for you, and we encourage you to reach out if you have any questions. Keep in mind in these early days and months that you will have a period of adjustment.  Flying as a crew member is a whole new world as they say, and you will need to take care of your health and well-being as some of the days can be long and grueling. The challenges faced by Flight Attendants in this modern world are unprecedented but there are so many life changing experiences that you will have and so many great crew members you will meet that will make it all worthwhile. We wish you the best with all of these challenges and hope that you will enjoy many amazing layovers and spend time with colleagues who will become lifelong friends.

In the spirit of helping you to manage some of the twists and turns of your workday we want to remind you that have many resources at your fingertips. Check out our website at www.accomponent.ca.  Under the Resources tab you will find links to much needed support which include your Local Union office, Health and Safety Committee, Reserve Committee, Women’s Committee, Preferential Bidding Committee and many more. If you ever have questions relating to these things or anything else, we encourage you to reach out to us at contact@accomponent.ca.

In solidarity,

In 2021, the Federal Government introduced new laws and regulations on workplace violence and harassment. The changes apply to federally regulated workers. The intent of these changes was to empower people who have experienced violence and harassment in the workplace. The legislation outlines a new complaint process that prohibits the health and safety committee from receiving complaints or participating in the resolution processes.

New Process
When violence or harassment is perpetrated by an employee of an organization (including supervisors or higher), the new regulations lay out a very specific complaint process:

1. Report the violence or harassment to your supervisor or designated recipient (the person your employer has designated to deal with violence and harassment complaints). The complaint can be verbal or written. Reports can be made anonymously or by a witness but must include the name of the target of violence or harassment (the principal party).
2. After a report is made, the employer must contact the principal party within 7 days to acknowledge the complaint, provide the employer policy, explain the resolution process, and inform the principal party that they can have a representative support them throughout the process.
3. Within 45 days, the employer, the principal party, and, potentially, the alleged perpetrator of violence or harassment (the responding party) must start a joint process to see if the complaint can be resolved. This is called negotiated resolution.
4. The process may lead to conciliation (mediation) or an investigation. An investigation can take place at the same time as conciliation.
5. If the principal party asks for an investigation, the employer must ensure an investigator is appointed within 60 days. You do not have to accept a company investigator. Speak to your Union for more information about this step of the process.
6. The resolution process should be completed within one year from when the complaint was filed.

Contact your union – but not your health and safety committee!
The new law prohibits the health and safety committee from receiving or investigating reported violence or harassment. However, you can and should approach your local union executive with any questions or concerns about the reporting process. And remember – whether you are the principal party or the responding party in a complaint, the employer must ensure that you are provided the opportunity to have a representative throughout the process. This can include a union representative.

What if there are problems with the way an employer is handling a complaint?
If you are concerned with your employer’s treatment of a complaint, we strongly encourage you to reach out to your union executive as a first course of action.

You can also contact the federal regulator at:
NC-HVS-HSV-GD@labour-travail.gc.ca  or  Tel: 1-800-641-4049

Additional resources:
CUPE’s full guide on the new federal violence and harassment legislation (Bill C-65)

CUPE’s federal sector violence and harassment complaints wallet cards

Union Contacts:
Your Component and local office contact info can be located HERE.

In solidarity,