This is the second installment of our two-part bulletin, bringing you further important updates, reminders, and opportunities to connect with your Union at the Executive Level.
AIR CANADA COMPONENT OF CUPE EXECUTIVE (ACCEX) QUARTERLY MEET & GREETS ARE BACK
As advised in Part 1 of the Membership Update Bulletin issued on Monday, our Quarterly Membership Zoom Meetings are returning. Please note a correction to the date previously published in that bulletin: the first session will be held on July 8, 2026.
Registration will be required to attend these meetings. A bulletin with the registration link will be issued prior to the meeting.
PREGNANCY LOSS LEAVE
Employees are now entitled to job-protected leave in the event of pregnancy loss.
Eligibility Includes:
- Personal pregnancy loss
- Partner’s pregnancy loss
- Intended parent (including surrogacy)
Length of Leave
- Stillbirth: up to 8 weeks
- Other loss: up to 3 days
Paid Portion
- First 3 days paid (after 3 months of service)
Important Protections
- Job-protected leave
- Protection from discipline or reprisal
- Reasonable documentation only (no excessive detail)
EXPANDED BEREAVEMENT LEAVE (LOSS OF A CHILD)
New Entitlement
- Up to 8 weeks unpaid leave
Timing
- From date of death
- Up to 12 weeks after memorial services
Protections Include
- Return to same or comparable position
- Continued accumulation of benefits and seniority
- Protection from adverse treatment
NEW EMPLOYER OBLIGATIONS
As of December 12, 2025, employers must:
- Maintain leave documentation records
- Track payments (e.g., pregnancy loss leave)
- Record leave changes
- Update labour standards postings
We have contacted the employer to ensure that they are following this new legislation. We reached out on two occasions. We have not had a response. If you require utilisation of these Canada Labour Code (CLC) entitlements, we recommend that you reach out to your Local Office. We have provided the employer with a deadline to respond. If they do not, we will file a policy grievance.
If you have any questions, please reach out to contact@accomponent.ca.
FULL-TIME COMMITTEE MEMBERS TOP UP
In recognition of the workload, responsibilities and time commitment associated with the position of full-time committee members ACCEX put forth and approved a motion to compensate these committee members based on the reality of earnings members make online.
Motion: To approve the addition of the Full-Time Committee Member Top-Up as presented, with funding to be allocated from the surplus of the Negotiation Budget line. If there are any material changes in circumstances, ACCEX can revisit for any reason at any time.
Rationale: The additional top up represents the average of the newly negotiated Ground and Security Premium (GCSP). This measure aims to support the recruitment and retention of experienced and well-versed Committee members within the Component, ensuring continuity, expertise, and effective representation.
RAINMAKER ISSUES
The matter of Rainmaker and the many questions we have been fielding has led us to reach out to the employer with questions. In Canada, federally regulated employees have specific legal rights to understand how they are being paid, especially when a new system is implemented. Under the Canada Labour Code, the responsibility for clarity and disclosure lies strictly with the employer. We appreciate all the members who have reached out on this front, if you are experiencing issues with Rainmaker or your pay, please continue to reach out to us.
Employee Rights Under a New Pay System:
When an employer implements a new pay system, your rights are anchored in several key areas of federal law:
Right to a Clear Pay Statement: On every payday, your employer must provide a written statement that clearly breaks down your pay. This must include:
The specific pay period and total hours worked.
The exact rate of wages.
Detailed explanations for every deduction made.
Right to an Updated Employment Statement: If a new pay system changes your rate of wages or how they are calculated, your employer must provide an updated written employment statement within 30 days of that change.
Right to Access Payroll Records: You have the right to see the records your employer is legally required to keep regarding your wages, hours, and deductions. Employers must maintain these records for at least 36 months.
Right to “The Right to Know”: Broadly, the Canada Labour Code grants employees the “right to know” about workplace matters that affect them, which includes understanding the mechanics of their compensation.
Employer Responsibilities:
The employer is the party legally accountable for the transition to a new system. Their duties include:
Proactive Disclosure: They must proactively provide notices and updates rather than waiting for you to ask.
Accuracy and Verification: If a dispute arises, the burden of proof is on the employer. If they cannot produce clear payroll records to explain your pay, the Labour Program may rely solely on your evidence to settle a wage recovery claim.
What You Can Do if you don’t understand your pay under a new system:
Request an explanation: Ask for a written breakdown of how your specific pay was calculated under the new rules.
Review your Employment Statement: Compare your current pay to the written statement your employer is required to provide.
File a Complaint: If your employer refuses to explain deductions or provide pay statements, you can file a complaint with the Federal Labour Program.
We hope this second and final installment of the Membership Update Bulletin has provided a clear and comprehensive overview of the updates your Union has been working on. We remain committed to keeping you informed, supporting you, and continually striving to do better. As always, we welcome your feedback and insights. If you have suggestions, please reach out to us at contact@accomponent.ca.
In solidarity,
