Cost of Living Adjustment (COLA)

The cost of living is increasing and it has outpaced the annual Cabin Personnel wage increases of 2% prescribed by the Collective Agreement.

LOU 35 requires the Company to negotiate wage increases (above the annual 2% wage increase), where the consumer price index of the previous year exceeds the wage increases by more than 1%.  In other words, whenever the consumer price index is more than 3%, the Parties are required to negotiate wage increases to address and remedy the disparity between wages and inflation.

In late March 2022, we advised the Company that LOU 35 had been triggered and that we should meet to negotiate wage increases.  Since the Company disagrees that LOU 35 has been triggered and refuses to negotiate the wage increase we are seeking, we have filed a grievance.

You will be able to find the Mainline policy grievance CHQ-22-48 HERE, and the Rouge policy grievance CHQ-rouge-22-16 HERE.

We will keep all members appraised as we move through the process.

In Solidarity,

Wesley Lesosky
President, Air Canada Component of CUPE

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.