days until our Collective Agreement expires, we are preparing, we are united and we will make change.

Tel Aviv Operations Resumption – April 2024

We have had many inquiries from within the membership about the resumption of operations to Tel Aviv.  We have had discussions with the company about the importance of regular updates on this issue as it is a high priority for us.  Here is what we currently know regarding a potential return to Tel Aviv.

We have been briefed by Corporate Health and Safety, along with our Component Health and Safety Committee on the work that has been done with Corporate Security and numerous other agencies, representatives, and organisations. We have been very vocal about our concerns and have requested a thorough understanding of all facets of this situation. We will be reviewing further with the company our concerns which include onboard security, safety and security at destination, transportation, and accommodation reassurances.

We are committed to ensuring the best possible process for the analysis and evaluation of this destination. We feel that Air Canada shares our perspective on the importance of a comprehensive review.  We will continue to review and evaluate this and promise to update you as we know more.

In solidarity,

International Women’s Day

Today, we join the global community in celebrating International Women’s Day, a day dedicated to honoring the achievements of women and advocating for gender equality worldwide. This year’s theme, “Inspire Inclusion,” urges us to reflect on the importance of creating environments where all women feel valued, respected, and empowered.

Inclusion is not just about inviting women to the table; it’s about ensuring that their voices are heard, their contributions are recognized, and their rights are protected. It’s about breaking down barriers and stereotypes, challenging bias and discrimination, and creating opportunities for women from all walks of life.

As we celebrate International Women’s Day, let us reaffirm our commitment to fostering a culture of inclusion in our organization and beyond. Let us strive to create workplaces, communities, and societies where diversity is celebrated, where everyone has equal access to opportunities, and where women can thrive and succeed on their own terms.

Today, we honor the trailblazing women who have paved the way for progress and inspire us to keep pushing for change. We recognize the contributions of women from all backgrounds, experiences, and identities, and we stand in solidarity with those who continue to fight for equality and justice.

Let us use this day as a catalyst for action, to inspire inclusion in all aspects of our lives and to build a future where every woman and girl can reach her full potential, free from discrimination and prejudice.

Happy International Women’s Day!

In solidarity,

The Weekly Dispatch – Medical Substantiation Requests

When an employer requests medical substantiation they cannot make blanket requests. The request must be specific to your individual circumstances. In August 2010, our Chief Arbitrator rendered a decision about this. In his decision, Arbitrator William Kaplan noted that when the employer asks for substantiation, they must provide a reason. This reason should be “related to the behaviour or circumstances of the employee, such as, for example, excessive absenteeism, particular attendance patterns, or a book off after a leave request is denied, etc. These reasons, related to the individual employee, must be clearly stated in the medical substantiation request.

Please reach out to your Local Office if you have any questions about substantiation of sick leave. Your knowledge of this process can serve to avoid the many pitfalls in it.

The Weekly Dispatch – IMMS Leaves

IMMS Leaves – Mainline

An IMMS leave is a leave that can be offered to some members. The acronym IMMS stands for: “Inability to Meet Medical Standards”. It relates in part to Article 16.05 of the Collective Agreement. Members are eligible for an IMMS leave if they are unable to meet medical standards to perform flight duties, i.e. are not fit to fly due to sickness or injury and have exhausted or do not qualify for paid sick leave, wage indemnity program (W.I.P.) payments, workers’ compensation, and/or other disability benefits. There is a requirement to provide medical substantiation of the inability to perform flight duties as part of the qualification for this leave. If you have any questions about this, we encourage you to reach out to your local office.

16.05 Where due to incapacity resulting from sickness or injury an employee is transferred outside the scope of this Agreement or is on leave of absence, s/he shall maintain and accrue seniority for three (3) years. At the termination of this period his/her name shall be removed from the seniority list. This period may be extended by mutual agreement between the Union and applicable company.

Leave of Absence – Rouge

If a Rouge member is not in receipt of disability benefits, they can reach out to OHS to request a medical leave. For this leave to be granted medical substantiation must be provided and support the leave.