Unreasonable Service Level Increases – New Grievance Filed

As a follow up to our last bulletin issued about workload increases on November 15, 2019 (click HERE to view), and after receiving reports from concerned members about the recent announcements of further increased service levels, the Union has filed a policy grievance (click HERE to view).

We are at work first and foremost to ensure the safety of passengers and crew. Any time our workload is increased without a corresponding increase in crew complement, our ability to safely complete our tasks is invariably affected.  Because we all take pride in the service we provide, there is a natural tendency to try to get the job done despite the challenging conditions.

We would like to remind you that the extra effort should never come at the expense of our safety responsibilities. Many an accident/incident investigation has concluded that the crew member should have “exercised more caution” when carrying out his or her duties. The fact is that if you are rushing your duties and injure yourself or someone else, you will be held accountable. Service guidelines should never be ignored, but safety must always come first.

Remember to work at a comfortable pace, always take your full contractual crew rest entitlements, and make sure to eat and stay hydrated.

If any portions of service cannot be completed, the Service Director should be filing the required report.

We need your assistance in gathering evidence for our recently filed grievance. Please send your detailed statements to i.jovic@accomponent.ca and also remember to always fill out health and safety complaints (H&S Concern forms/e-reports) if you notice any safety concerns as a result of these new service increases.

In solidarity,

Updated Contract Guide

In the interest of  keeping you informed, and ensuring that you have the tools that you need, we are providing you with an updated copy of the Contract Guide, which we hope will serve as a resource for you as we enter into the winter months.

See the Contract Guide in English HERE and in French HERE.

You may wish to download a copy of this guide to your mobile phone, so that it becomes a handy tool that you do not need WiFi to access.

In solidarity,

Flow Through

Thinking of Flowing Through to Mainline or Rouge?

Here are some comparisons we feel you should consider. Please note that this a simplistic comparison and we encourage you to reach out to your Local Union office if you have any further questions.

What will my pay rate be?
*** Though the Union receives the most concerns regarding this issue for members flowing over, this is not something we can address until the expiration of the current collective agreement in 2025 as it was agreed to by the Company and the Union during the 2015 Collective Agreement.  Your leadership at all levels are equally concerned about this, and the larger scale effect it is having on the membership as more members flow from Rouge to Mainline. ***

If you are transferring from Mainline to Rouge, your pay rate on the Rouge pay scale will be based on your years of service at Mainline.

If you are transferring from Rouge to Mainline, your pay rate will be placed on the Mainline pay scale at the closest dollar rate without earning less.  You will be then be frozen at that wage step until you accrue the equivalent years of service at mainline.  In essence, for pay purposes you start at Mainline with NO service and won’t move up the wage scale until you’ve accrued the required Mainline service. However, you still receive 2% wage increases each April 1st. Click HERE to access a handy document that explains the wage rate in more detail.

How does parking work?
At Mainline the Company pays for your parking. Note that if there is a monetary cost to your parking spot, it is considered a taxable benefit.

At Rouge, parking can cost up to $130 per month and is not covered.

What are my minimum days off?
At Mainline, as a regular block holder you are entitled to 12 days off per block month.  As a reserve block holder, you are entitled to 13 days off per block month.

At Rouge, you are entitled to 10 days off per block month.

What the scheduled flight time limitation?
At Mainline, the scheduled flight time limitation is 80 hours per month. The Company may designate four months per year as 85-hour block months. You may volunteer up to 100 hours.

At Rouge, the scheduled flight time limitation is 95 hours per month. You may volunteer to increase your hours with no upper limit.

Are there duty overtime premiums?
At Mainline, if you choose to stay on duty beyond your maximum duty day, you are entitled to a 50% premium on all flight credits involved in that duty period.

At Rouge, there is no premium and you are required to stay on duty for up to 17 hours.

How does Reassignment work?
At Mainline, if you are subject to Reassignment, you will receive credit for the greater of your scheduled flight sequence or the actual credits to which you are reassigned.

At Rouge, if you are subject to Reassignment, you will be given another assignment or placed on 24-hour ready reserve with no pay protection for your original pairing.

What about draft?
At Mainline, if you are drafted, you will receive a 50% premium for the drafted flights.  In addition, you will be pay protected for the any flights missed as a result of the draft.

At Rouge, you will receive a 50% premium for the drafted flights on scheduled days off only.

If I have to stay on duty after my duty period was to end, can I claim for post duty credit?
At Mainline, the Service Director can submit a pay claim for the crew to ensure they are compensated for remaining on duty.

At Rouge, there is no process for claiming post-duty credit. You are simply not compensated.

If I choose to attend voluntary training or a voluntary focus group will I be compensated?
At Mainline, you would receive ground credits for the time.

At Rouge, you will not be compensated.

Overall, the differences in working conditions are quite stark.  The Air Canada Component of CUPE will continue to fight to improve the conditions our Rouge members face. Many of the bargaining proposals for Rouge address these issues.

In solidarity,

Union Response To The Company’s Air Quality Bulletin

The Union recently issued a bulletin concerning cabin air quality (Click HERE to view), and since then two company documents have been referenced prominently in the Mid-November issue Move Me News (Employee Communication Regarding Cabin Air Quality – Update CSSI_12-06R2, and Frequently Asked Questions About Cabin Air Quality – Update CSSI_12-06R2_FAQ). It is the Union’s understanding that these documents have also been provided to its members following recent fume events.

To put it bluntly, the Union’s position is that the company’s cabin air quality literature cherry-picks the science and facts that suit it while discrediting research conducted by reputable scientists and world-renowned academic institutions that don’t. Furthermore, the company’s documents make factually incorrect and/or misleading statements regarding assurances from both health and safety officers as well as Occupational Health and Safety Tribunal Decisions concerning cabin air quality.

Cabin air quality is something the Union takes very seriously. It has over 15 years of experience in dealing with this issue on your behalf.  Oil and hydraulic fluid fumes can contaminate the ventilation air onboard and are a concern. The fact that it has been normalized by industry is no excuse.

Some major airlines are now working with companies like Pall Aerospace and their unions to address this problem at its source through total filtration technologies. These are real solutions to a real problem and the Union encourages our company to do the same. Why is an airline with a proud history of firsts choosing address fume events as regular maintenance and nuisance events when air should simply be clean – period?

Ask yourself: Would your managers or company executives find it acceptable to have odourous mists containing oil or other mechanical fluids in their offices at any concentration at any time? We think not.

Attached in the link below, please find the Union’s response to the company’s bulletin, simply intended to set the record straight. We pose the same questions as the company, but – as you can read below – our answers are quite different. For the Union’s take on reporting these events, skip to point #12.

 

Union Response

 

DISCLAIMER: This bulletin contains important technical information. Translation can sometimes alter the meaning of such messages. In order to avoid any confusion, the original English version will be considered the official version.

In Solidarity,

OBSM Using Crew Rest Unit

We wanted to provide you with some clarity on the crew rest facilities. The Union has received reports from several Service Directors demonstrating confusion from OBSMs on this issue. This has sometimes led to the disruption of legal rest, or the uncomfortable and unprofessional situation of crew members sharing intended rest time and space with the person who is assessing them onboard.

Our Service Directors have been rightfully concerned that addressing this issue with OBSMs directly may negatively affect the assessments being carried out onboard. As such, Service Directors have been placed in challenging situations in which they do not feel empowered to assert their rights as workers.

Let us be clear, OBSMs cannot take their rest until after operating crew have done so first. OBSMs must confirm with Service Directors that operating crew have taken their contractually provided rest. OBSMs are not to take rest in the crew rest facilities while operating crew are doing the same. Finally, OBSMs ought to seek instruction from the Service Directors about the appropriate time for them to use the crew rest facilities.

In situations in which the crew bunks are not available to OBSMs, Service Directors may remind OBSMs that they are permitted to use empty passenger seats, as available and appropriate.

The Union has communicated with the Company directly on this issue. The Company committed to reminding all OBSMs in writing of the proper usage of crew rest facilities. There should not be any further instances of OBSMs attempting to join operating crew members in the bunks. If this occurs and you do not feel comfortable confronting the OBSM directly, please reach out to the Union right away.

In solidarity,