As many of you are acutely aware, the Company has just reconciled the vacation year 2022-2023. We have received numerous emails from those members who were impacted. At a minimum, each member should be receiving a full breakdown of the amount owed prior to it being deducted. Given the fact that many members are impacted by the cost of living and their low wages it comes as a shock to have this money deducted from your pay with little or no notification or explanation.

We have been advised that Planning has directed payrolls to reimburse monies that have been noted as clawed back in error. We again remind you to reach out to planning for a breakdown and confirmation of the amounts taken to verify if there was an error, and if there was, confirmation you will be reimbursed. The Company will follow Article 5.14.03 which stipulates that: 5.14.03 Under payments on a pay cheque resulting from an error which are in excess of fifty dollars ($50.00) will be reimbursed on a separate cheque within fourteen (14) days of the Company receiving advice of such underpayment.

We recommend at this point, that impacted members reach out to the employer to get a full breakdown of what is owed and verify it is correct. The first step is to ask for a breakdown and then to determine if you, in fact had vacation that you were not entitled to.

Below you will find an explanation that should assist you in making that determination.

The most common reason for a salary repayment is for taking more vacation than you are entitled to take in a given year. Vacation is awarded with the assumption that you will be working full time for the entire vacation year, from May 1 to April 30. If you take a leave of absence or are otherwise absent from the payroll for more than 15 consecutive days, your vacation may be reduced. If you have vacation days that take place after your absence, Planning will usually just reduce your future vacation, e.g. vacation scheduled prior to the vacation year end on April 30. However, if you are absent from work after you have already taken your vacation days, then the Company will “claw back” the excess days through a salary repayment. CUPE is not involved in this vacation reconciliation process, and we do not receive notice about it.  To find out the details of your situation, you will need to reach out to the Company. Once you receive the detailed explanation of why you are being clawed back, you can dispute with the Company why you think the dates are wrong.  However, if you were indeed over paid vacation or wages, there will be a requirement to pay it back.   Your local office can assist if you believe the dates / amounts are wrong. If the amount they are deducting monthly is excessive, you can ask to have the amount reduced. Given the impact of the cost of living and the low wages some of our members are receiving this may be required.

For any question or inquiries, please contact crewplng.east@aircanada.ca or crewplng.west@aircanada.ca.

We have reached out to the employer today requesting a full stop to the withdraws, a full repayment on the errors and a review of each file that shows monies owing. This is the least they can do to get any of us to have any trust in a process that is continually met with tension and confusion by the membership. We have also instructed legal counsel to review the legislation carefully as this seems to be an ongoing issue that does not improve.

Please continue to reach out as needed, once you get your replies from planning, please ensure you review it for accuracy.

In solidarity,

In March 2025, our 10-year Collective Agreement will expire. We have already started to prepare as your Executive and want to ensure our members are prepared too. During this 10-year Collective Agreement we have faced unprecedented challenges from COVID to skyrocketing inflation and the cost of living, alongside all the unpaid work our members provide. We have attempted to address the cost of living with the employer, but they have been unwilling to listen without significant concessions from our members. This is why we want to prepare our members now! Although your Executive will work towards a Collective Agreement that addresses all our concerns, the need to prepare to assert our right to strike is already becoming very apparent. We have had a lot of questions coming in on this and want to ensure all members are given the same information. We felt it necessary to have the “conversation”. Please see below a preliminary Q & A regarding CUPE’s Strike Fund as a part of our ongoing efforts to educate the membership. Please note this is for all members covered under the Collective Agreement, both Mainline and Rouge.

Q and A:

Q: What is the CUPE National Strike Fund?
A: CUPE National puts aside 5% of any per capita tax (Union Dues) for strike benefits, campaigns to avert strikes.

Q: How much does CUPE have in the Strike Fund?
A: As of Sept 2023, National Secretary Treasurers Report: Total assets in the National Strike Fund as of June 30, 2023 were $132.8 million.

Q: When does strike pay begin?
A: A member who is entitled to strike benefits under Stike Fund Regulations shall receive strike pay beginning on the first day of the strike.

Q: How much money does a member receive while out on strike?
A: National Strike fund provisions:
For each calendar week, maximum strike pay is $300 for a minimum of 20 hours of picketing or completing other assigned duties.

Starting with the 8th week of the strike, strike pay is increased to $350 per week, for a minimum of 20 hours of picketing or completing other assigned duties.

Starting with the 12th week of the strike, strike pay is increased to $375 per week, for a minimum of 20 hours of picketing or completing other assigned duties.

Starting with the 16th week of the strike, strike pay is increased to $400 per week, for a minimum of 20 hours of picketing or completing other assigned duties.

Q: How is Strike Pay paid out?
A: Each hour spent on the picket line will be recorded by a Picket Captain and submitted to Strike Benefits Committee for review. If you have met the requirements, a cheque will be cut and distributed weekly at the picket line.

Q: I have heard that the Airline Division also pays strike pay on top of what we get from CUPE National. What is the amount we receive and what are the requirements?
A: The Division Defence Fund shall pay benefits of $30.00 per day, up to a maximum of $150.00 per week, in addition to the CUPE Strike Fund entitlement for the first six months of a work stoppage. In the event of a work stoppage progressing beyond six months, the Council of Presidents has the discretion to increase its contributions to striking or locked out members by up to $50.00 per week.

Benefits will be paid in the case of a strike or lockout recognized by the CUPE National Strike Fund Regulations for the duration of the work stoppage or until Division funds are depleted.

Q: What do I have to do as a member to be entitled to Strike Pay?
A: To be eligible for strike benefits, a member must fulfill the following requirements:

(a) be in good standing, according to the CUPE Constitution, before a strike begins. For the purpose of this provision, a Rand Formula (Union dues) payee who makes regular contributions to the Strike Fund is considered to be a member in good standing;

(b) complete and sign a Strike Pay Application in the form provided by Picket Captain

(c) been on the active payroll of the employer who is subject to the strike action at the beginning of the strike; and,

(d) participate in the strike by performing assigned strike duties for at least 20 hours per calendar week. However, when deemed appropriate by the Strike Benefits Committee, and when approved by the National Secretary-Treasurer, schedule and hours of picketing can be designed differently to reflect the workplace and/or accommodate a member or group of members.

Q: Can I hold another job while on strike?
A: Yes, but you would still need to meet the requirements to receive strike pay.

Q: Do I still have benefits if I am on strike?
A: INSURANCE PREMIUMS:
The Strike Fund shall pay from day one of a strike or lock-out, group life and group extended health premiums for the members entitled to strike pay for the whole period of the strike, if the premiums are not prepaid.

Where the employer refuses to continue to pay its share of the insurance premiums, thus jeopardizing the group life and extended health coverage, the Strike Fund shall pay the full premiums for this coverage for the duration of the strike.

Payment will be issued upon receipt of a list of employees for whom premiums are being claimed,  showing the type of coverage held by each member and the rate of premium applicable.
Where the employer’s insurance company refuses to continue coverage for group life and group extended health premiums for the members, CUPE will ensure members don’t suffer any break in coverage for the duration of the strike.

If an illness is declared during a strike, and where no Short Term Disability (STDP) or Long Term Disability (LTDP) is approved by the insurance company, or if the Insurance company stops payment of STDP or LTDP because of a strike, CUPE will provide the member affected with weekly strike pay in lieu of STDP/LTDP

The Union always recommends that you seek clarity directly.  Please remember we are NOT in a strike position, nor have we commenced bargaining.  This is to clarify the multitude of misinformation online in regard to what strike pay would be, how it’s paid and where it comes from.  We felt it prudent to advise and inform all members so they were aware, and it can be clarified.

As always, if you require further information, you can simply reply to this email, and it will be directed to your Component Officers in a timely fashion for a reply.

Thank you for all you do online, wear your Union Pin with pride, assist one another over the holiday period and know we are here around the clock if needed.

In solidarity,

At a recent Executive meeting, your ACCEX discussed the continued practices of the employer in relation to the use of contractually provided sick leave entitlements. Members have reported to us that they have been impacted and have been asked for a medical note to substantiate an absence.

The Canada Labour code does allow employers to make requests for substantiation in some circumstances, but it is certainly not a carte blanche and open-ended management right. As we are all acutely aware, the medical system in Canada is under strain. Access to physicians is limited and our hard-earned sick time should be used to rest and recover and not to be chasing increasingly rare doctor’s appointments. During the holiday season there will be an influx of seasonal colds and flu.

We have filed grievances on these sick leave policy changes. If you have evidence of unreasonable behaviour on the part of the employer, please reach out to your local office with your examples and for support.

In the interim:

1. If Air Canada requests a note from a medical practitioner, you have the option of utilizing the Maple app for a virtual appointment as you see fit. This is a benefit provided for the members and we suggest that if you have not taken advantage of it, to do so.

2. When booking back on, please make sure to do so when you are fit to return to work.

3. Please note that as per company policy a Continuous Absence is an absence in which an employee books off – books on, followed by another book off without a scheduled duty in between. If you want to make sure that the absence is not treated as continuous, you will need to advise them that the 2 book-offs were for different or separate illnesses. It may be your preference to ensure that your absences are properly represented. If your book-off was for the same illness there is no need to advise them.

4. Please ensure to book off more than 4 hours prior to departure if circumstances allow.

NOTE: Medical certificates can now be provided by health care practitioners, not only physicians.

Part III of the Canada Labour Code defines a health care practitioner as a person lawfully entitled, under the laws of a province, to provide health services in the place in which they provide those services.

We want to wish all members a safe and healthy holiday season. You do much of the heaving lifting and bringing families together during one of the busiest times of year. Your contributions are valuable.

In Unity,

On this National Day of Remembrance and Action on Violence Against Women, let’s take a moment to reflect on the significance of the day and the collective responsibility we share in addressing gender-based violence.

December 6th is a day of solemn remembrance, marking the anniversary of the École Polytechnique massacre in 1989, where 14 young women lost their lives simply because of their gender. It serves as a poignant reminder of the ongoing challenges faced by women and girls, as well as the need for sustained efforts to create a society free from violence and discrimination.

This year, let us honor the memory of the lives lost and raise awareness about the widespread issue of gender-based violence. In doing so, we not only pay tribute to those affected but also commit ourselves to fostering a culture of respect, equality, and empowerment.

Let us stand united against gender-based violence, working together to build a future where everyone can live free from fear and discrimination.

In solidarity,