CHQ-20-10 – UPDATE – Pay Equity for Rouge Flow Through Members
We have been receiving numerous inquiries about some amendments to the Labour Code and the pay inequity between Rouge and Mainline. CHQ-20-10 was filed in 2020 to address these inequities. The following is a little backgrounder on this grievance and some of the amendments to the Canada Labour Code with the introduction of Bill C86:
In response to what we considered to be an inequity in the pay structure for Rouge members the Union filed Policy Grievance CHQ-20-10. At that time a bulletin was sent out to members which said, in part:
“This Policy Grievance addresses the Company’s differential pay scale system for Mainline members who have undergone “flow-through” from Rouge. With the enhanced wage equity protections introduced by Bill C-86, and now enshrined in the Canada Labour Code, it is the Union’s position that different pay rates for members with the same seniority amount to a breach of the Code.
We understand that this information has been a long time coming, and we sincerely thank members for their patience on this particular grievance. We wanted to be certain of the merits and legal arguments in support of this issue. Having had time to review fully with legal counsel, we are confident in our position. We will keep you updated, as always.”
Keep in mind that the amendment to the CLC (s. 182.1) that relates to our policy grievance is still not in force. This amendment provides equal pay for equal work. We have been in constant communication with legal counsel about this matter. We will follow their guidance as they understand the legal landscape and can advise us accordingly. We understand how this must feel for all that find themselves in this position and are mindful of that. We will continue to actively pursue this matter and once it is in force will prioritize our policy grievance. As with all things such as this we will keep all members informed.
NOTE: The Pay Equity Act is a different law and is encouraging that proactive pay equity obligations be imposed on the company. It is also relating to gender. According to the government:
“the Pay Equity Act implementation is an important part of the Government of Canada’s commitment to close the gender wage gap and ensure that workers receive equal pay for work of equal value. It will put into place long-term, sustainable changes that will ensure that women’s work is valued and compensated fairly, now and into the future.”
As a part of the Pay Equity Act requirements the company is must begin the process of forming a pay equity committee and develop a Pay Equity plan. The Union will be inquiring on an ongoing basis as to the status of their compliance with the act. We will also be actively engaged in the forming of a committee. It is an important process, and we believe that it will help in some way to bridge the gap for women in the workplace.
Vaccination Status – Mainline and Rouge
Some members have slowly been reaching out to advise the Union that they do not have a schedule for the November 2021 block month and are wondering why. As per the Company Policy on Vaccination, all members were required to submit proof of vaccination. If that was not done, the company informed that those not vaccinated as per the policy would be removed from the payroll. This included the ceasing of their health and dental benefits and their travel privileges. If this has happened, and you sought an accommodation and have not had a response or believe that this was done in error, please reach out to your Local Union office. The Union is following this situation closely and both the Local Unions and Component are communicating on a regular basis to ensure we are informed of any new developments.
Buy on Board Commission – Mainline
The Company has advised the Union there was an IT issue and all members have had their commission owing corrected in Payrolls. AC Bistro commission will be paid out on your next cheque, November 17, 2021.
Bargaining Continuation – Mainline and Rouge
Your ACCEX (Air Canada Component Executive), CUPE National Staff Rep and legal advisors will be available and onsite in Toronto for the continuation of the 2019 re-opener as outlined in the Collective Agreement. This process is ongoing and as we move through it, we will keep all members updated.
We have been advised by Air Canada Labour Relations that they are working through some uniform provision challenges related to the supply chain. We are having regular discussions on this and are working to find solutions to help alleviate this issue to the greatest extent possible.
Wage Progression – Mainline and Rouge
We have been made aware that some members returning from layoff are being returned to the payroll at the wrong step on the wage scale, please verify that your pay rate on your paystub is accurate based on your revised service date. The period of time members spent on CEWS/CERB in the Spring of 2020 does count toward wage progression, however any period of layoff does not. If there is an issue with your current pay rate, please write to HR to have your wage rate reviewed and adjusted.