Settlement of CHQ-rouge-18-12 – UDOs and Unforeseeable Circumstances

In 2018 the Union filed grievance CHQ-rouge-18-12 – UDOs and Unforeseeable Circumstances, based on Air Canada Rouge forcing Cabin Personnel to work into their Untouchable Days Off in the event of flight delays.  In July 2020 the Union and the Company mediated a Memorandum of Settlement prior to this grievance being heard at arbitration. We didn’t communicate the outcome of this mediation at that time as Rouge was non-operational, so we apologize for the delayed notice.

Effective the date of this Memorandum of Settlement:
• If more than three and one-half (3:30) hours before scheduled departure, a flight is forecasted to encroach on a flight attendant’s UDO the flight attendant will be given the option of not operating the pairing.
• Cabin Personnel will not be awarded a UDO the day following a pairing that is scheduled to end at or after 22:30.

If a flight is forecasted to encroach on a UDO more than 3:30 hours before scheduled departure, crew scheduling will contact the flight attendant to provide the following options:
(a) operating the pairing and accepting the encroachment on their UDO; or
(b) not operating the pairing, subject to the provision in this MOS.

Should a crew member choose to not operate the pairing, they will be reassigned in accordance with article L55.15.07.

To review this MOS in its entirety, please click HERE.

In solidarity,

Settlement of CHQ-18-72, CHQ-19-24 and Related Grievances – Deferred Salary Plan

The Union filed policy grievances CHQ-18-72 and CHQ-19-24 and other individual grievances about Air Canada’s failure to offer all six (6) Deferred Salary Program options. This included our assertions that there was a failure to publish the Deferred Salary Program award list on the employee portal. On November 29, 2021, these grievances were scheduled for arbitration before Arbitrator Kaplan.  The Union is happy to report that the Union and the Company were able to come to a settlement on these matters.  We reached a go forward resolution that will now secure certainty with regards to all six (6) options of the Deferred Salary Program being offered and awarded. There is a minimum number of DSP’s that must be awarded every year. In addition, the Deferred Salary Program award list will be published and provided to the membership.  Please see link to the settlement HERE.

In solidarity,

Unacceptable Staff Shortage – Update and Grievance Filed

As a follow-up to our bulletin, sent on Saturday, regarding IFS Management working flights, we are writing to advise that we have filed grievance CHQ-21-15 – Work of the Bargaining Unit. A copy of the grievance form can be accessed by clicking HERE.

The Union alleges that Air Canada has violated the Collective Agreement by assigning managers to do the work of the bargaining unit. In total 13 pairings were operated by managers over the weekend, in addition to pairings operated by our members on special assignment. This all occurred while over 4,500 bargaining unit members remained on layoff status.

The Union will continue to monitor for management assigned pairings, but encourage members to advise their Union immediately if they are assigned onto your flight. In addition, we continue to monitor short-crewing and drafting and will continue to push for further recalls.

Please remember that if you do have a manager onboard, that they are not permitted to perform onboard service. As per Company policy, any adjustments or deviations from service standards must be documented in an onboard service report (eOBR).

In Solidarity,

Wesley Lesosky
President, Air Canada Component of CUPE

CHQ-21-01 – WIP/PAS

On January 12, 2021 the Union advised you of the filing of CHQ-21-01,  Click HERE to view the grievance form.

For over 40 years, the Company provided up to 14 days of paid sick-time.  Without notice to the Union or the WIP Board, the Company unilaterally revised the amount of paid sick days from 14 days to 7 days and now requires medical clearance from the Company’s OHS in order to return to work from a sickness-related absence that exceeds 7 days.  The Company issued an update on ePub.

The Union did not consent to the Company’s unilateral change of a long-established practice. As the Union strongly disagreed with this unilateral change in practice the matter was moved to Arbitration in an expedited fashion. Chief Arbitrator Kaplan issued his award and a copy can be accessed by clicking HERE.

Unfortunately the grievance was dismissed. This is not the news, or award we wanted.  The Union is examining our next steps, and will keep you posted.

CHQ-21-13 – Cease and Desist Motion

On July 28, 2021, your Union filed a policy grievance CHQ-21-13 – COVID-19 Leave of Absence (To view click HERE). Today, your Union filed a motion for an interim order directing Air Canada to cease and desist from:

·       denying members’ statutory entitlement to take COVID-19-related leaves under section 239.01 of the Canada Labour Code;

·       demanding members provide documentation to substantiate the COVID-19-related leave in violation of section 239.01 of the Canada Labour Code and Canada Labour Standards Regulations; and

·       refusing to process COVID-19-related leaves beyond September 25, 2021 in violation of the Canada Labour Code and Canada Labour Standards Regulations.

The Union submits it is entitled to an interim cease and desist order until a determination on the merits of the case is rendered for the following reasons:

The Case on the Merits is Arguable and Favours Interim “Cease and Desist” Order 

In breach of its statutory obligations to grant a job-protected unpaid leave of absence under s. 239.01 of the Code, since July 2021, the Company has denied all but one COVID-19-related leave to the Union’s members at first instance. Moreover, Air Canada has required eligible members to provide supporting documentation to substantiate the leave notwithstanding that there is no statutory obligation for employees to provide anything beyond a “written declaration” if the employer requires one. Indeed, the Code explicitly provides that an employer may require a written declaration. There is no dispute that completing the request form on the online kiosk satisfies the written declaration criteria under s. 239.01(8) of the Code. The Company’s broad and excessive demands for confidential and private information and documentation of the member and/or their family members constitutes an unreasonable and unjustified breach of privacy rights of members and their family members.

Air Canada is unreasonably frustrating our members’ right to access their statutory entitlements under the Code. In doing so, it has unreasonably aggravated the circumstances of members already facing hardship because of COVID-19. Without a doubt, Air Canada has breached its statutory obligations under the Code and is discriminating against members contrary to the Canadian Human Rights Act.

Balancing of Harm to Both Parties Favours Interim “Cease and Desist” Order 

There is no remedy that can provide members the timely leave they require as a result of the COVID-19 pandemic. The personal COVID-19 leave or caregiving COVID-19 leave is time-sensitive and it cannot be remedied with unpaid leave at a later date. Indeed, the federal government has indicated that the COVID-19-related leave Code provisions will be repealed by no later than November 20, 2021. This is not a situation where retroactive redress is appropriate or even possible.

Further, it is settled law that putting privacy interests at risk constitutes irreparable harm. In this case, in the absence of a statutory requirement, the Company refuses to grant members access to their statutory leave entitlements unless the member submits confidential and private information and documentation to an unidentified entity at The Company has not taken any steps to protect the privacy interests of members and members’ families notwithstanding that it is not entitled, statutorily or otherwise, to the members’ confidential and private documentation. Once the information is on Air Canada’s servers, there is simply no way of eliminating knowledge of it. The Supreme Court of Canada has repeatedly recognized that this type of harm is irreparable, specifically that “loss of that privacy interest would, in itself, constitute irreparable harm”. Further, “privacy, once lost, cannot be regained”.

The Code provisions for COVID-19 leaves will be repealed by no later than November 20, 2021. Without a cease and desist, the members’ statutory entitlement to access the time-sensitive leaves will be meaningless.

The Union is aware that some members have reached out to the Labour Program:

We do request that you advise the Union on your communications with the Labour Program, and that you cc Component on any written communication.