ALONE WE CAN DO SO LITTLE;
TOGETHER WE CAN DO SO MUCH
ph: Office 905-676-2084
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JULY 16/2018
CELEBRATION OF LIFE for our Beautiful Friend and Collegue Barbara Abecassis.
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JULY 16/2018
ELECTIONS
There is 1 Vice Chairperson position available. Please see the Union Office for Nomination Forms.
Deadline for Nominations is 30 July/2018 at Noon.
Stay Tuned for Election Dates.
Jody James
District Chair
YYZARPT
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JULY 18/2018
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JULY 14/18
PUNCHCLOCKS
The Company and the Union have extended the 3 minuite grace until the 31 AUG/18. The Company continues to work on the Technical Difficulties. We will reassess closer to this date.
Thank You for your ongoing Patience during this period.
Jody James
District Chair
YYZARPT
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JULY 13/2018
For all Unifor Members please check the new Acpedia 2 Document made to the "Hardstand/Remote Boarding.
The changes made dictate 1 agent at the aircraft for Boarding. We have strongly voiced our concerns regarding this process for minimum staff.We are requesting agents exercise their right to refuse if you feel unsafe alone. Please notify Deployment and contact Health & Safety(2992)to file an incident report. We cannot stress the importance of working 'Safe' while performing this function as all eyes must be on the Task at hand.
Radio Room Updates:
Please note that Air Canada has distributed an email with status on Radio Room (radios/pda).July11/18
We encourage all members to read as these tools are often given to perform your duties.
Additionally we request that if you are questioned about your work area by the Radio Room Staff that you are cooperative. The base radios at each aisle are in working order and therefore no need for checkin agents to request radios.
Hopefull there will be a smoother transition to receiving equipment as the Company has communicated more assets coming shortly.
Please remember to contact Deployment should you be waiting more than 10 minuites after shift start as they may request you to proceed to work area regardless.
Thank You
Jody James
District Chair
YYZARPT
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MEMBERSHIP MEETING 4 JULY/2018
ATTENDANCE: JODY JAMES
KELLI LATRIELLE
ROSE CASALE
FRANCES GALAMBOSY
*200 FT 100 PT Canadian Benefits deadline 31 JULY/2018
*PUNCHCLOCK Update-3 min Grace until 15 July/2018
*ESS Reminders-Check even if on assined Bid Line.
*Hardstands(aircraft off gate parked on Tarmac) Health and Safety Issues with number of agents assigned to flights.
*Exercise your right to refuse if you feel unsafe at Hardstand Flight alone.
*RECIPROCOL Transfer deadline 14 July/2018
*GHO & VPP Option Deadline 15 Sept/2018-Be cautious when shift trading on Statutory Holidays-see Union Office for Vacation List.
*RADIOS AND PDA-Equiptment-Company has advised there is new equiptment coming by end of the week. Thanks for your Patience during this challenging Process. Contact Deployment
*UPCOMING NEGOTIATIONS- Proposal Meetings to begin in September. Dates TBA
Thank You to Everyone who came out to Educate and Participate in the 2nd Annual Membership Meeting.
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June 27,2018
Link Train Down 3July-17 Aug/18 between 10-1400 and 1 Train between these times.
Buses Provided.
Jody James
District Chair
YYZARPT
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June 27,2018
Due to the ongoing technical malfunctions of the Punchclocks the 3 min Grace for Punching in has been extended until July 15,2018.
We will continue to oversee this issue.
Jody James
District Chair
YYZARPT
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June 26,2018
JODY JAMES
DISTRICT CHAIR
YYZARPT
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June 15/2018
Air Canada Customer Sales and Service Agents: Bargaining Survey
June 15, 2018 at 12:00 PM
As previously announced, Air Canada has initiated discussions about entering into early bargaining. The airline industry, workplace, and workforce are evolving rapidly, thus provoking a need for change.
To provide the Bargaining Committee with a clear understanding of membership priorities on key issues, we have prepared a survey which we encourage all members to complete..............click here
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JUNE 14,2018
Due to Punchclock malfunction there are approximately 92 employees who have been affected with a "No Punch" error for 12 -14 June. Please check your Anomalies on ESS. The Company has Communicated that all errors will be corrected no later that 18 June/18 to not impact next Paycheck. Please contact Union Office if your ESS has not been corrected.
Once Again Thank You For Your Patience.
Jody James
District Chair
YYZARPT
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JUNE 14,2018
REDUCED OVERTIME
The Union is currently solidifying a Local Agreement with the Company in correspondance to parameters for the granting of RO.
Currently advanced RO is based on Shift and Seniority .Day of is based on Shift and time of request.
We do realize that the Company is also including "Area" into the equation as this is being addressed.
Thank You for your patience on this Topic.
UNIFOR TEAM
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JUNE 12,2018
In memoriam updated.......click here
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JUNE 7/2018
The Company has approached the Bargainning Commitee to negotiate early Bargaining. Although our Contract is not up until February/2020 the Company has expressed the desire to open talks to attempt to solidify a Contract early.Should the Talks and Voting not be in our favour then the Negotations will revert back to the effective date of February/2020.
UNIFOR TEAM
YYZARPT
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JUNE 7/18
In Memoriam updated.....click here
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MAY 31/18
The ongoing technical difficulties with the Punch Clocks continue.We have asked the Company to give a 3 minuite Grace for punching in based on our Investigation. The dates have been agreed to from 25 May/18 -30 June/18. Ongoing monitoring will continue.
Thank You for your patience.
UNIFOR TEAM
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MAY 29/2018
As per Canadian Law your Employer must give a 3 hour period between 9am-2100 to enable you to cast your ballot for the upcoming Election on June 7/18. Please check your ESS as the Company will be adjusting any employees shift that does not provide the 3 hour period. The changes will be made by 01 June/18. There will be no deduction in salary based on the adjustment of shifts.
UNIFOR TEAM
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MAY 28/2018
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MAY 22/18
FINALLY ITS OFFICIAL
2 additional white shirts for everyone and 1 additional pant for men. See below for details.
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MAY 17/2018
A FRIENDLY REMINDER to use SMART GATE when working in a Gate Function.
We have had several "Security Breaches " and to avoid progressive disciplinary action please sign into the Smart Suite Function.
We want to be proactive with this topic so that no further action is taken and none of our passengers are inconvienced.
UNIFOR TEAM
YYZARPT
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MAY 14/2018
WOMENS LOCKER CLEAN UP
We have an number of items in the UNION OFFICE including SHOES/VESTS/UNIFORM PIECES/PERSONNEL ITEMS.
PLEASE come to Union Office to Claim Immediately.
UNIFOR TEAM
YYZARPT
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MAY 13/2018
Concierge Bid now online. Please click here or navigate to Summer 2018 Shift Bid page on the left.
Please note all Concierge related info is noted "Added 13MAY18".
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May 11/2018
Unifor National Family Day
Sunday July 8, 2018
Full Day at the park (9am-10pm) plus a buffet lunch!
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MAY 5/2018
THE OFFICIAL STATUTORY HOLIDAY THIS YEAR IS JULY 2/2018
The Holiday act officially moves the Canada Day Stat holiday to the Monday when July 1st falls on a Sunday. Therefore if you work July 1st there is no stat pay. If you work Monday July 2nd and you are not in the GHO you get Stat pay.
UNIFOR TEAM
YYZARPT
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MAY 4/2018
GENERAL HOLIDAY OPTION (GHO) is officially open for application.
Convert your Statutory Holidays for straight time for an additional 2 weeks Vacation time for 2019.You will then have the option for 2 extra weeks for purchase(Vacation Purchase Program VPP) This will be payroll deducted bi weekly.
Bidding for Vacation for 2019 will take place in Nov/18
Deadline for Application: SEPTEMBER 15/2018
See your Air Canada email for more details.
UNIFOR TEAM
YYZARPT
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APRIL 30/18
After months of liasioning with the Company we will finally have an RO App
that is fast,easy and transparent. It will be accessible as an App on your
mobile device and also from the Computer Stations in your workplace.
We look forward to this new process for a clear concise and convenient
way to request Day of Reduced Overtime.
Please see above for more details
UNIFOR TEAM
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APRIL 20/18
UPDATE :2 Additional White Shirts
Prior to the launch of the New Uniform the Bargainning Commitee and the Company agreed to 2 additional White Shirts at No Cost for our membership.
Now that the New Uniform is in full swing the Company is re evaluating the need for the additional pieces.The Bargainning Commitee and Air Canada are still communicating daily and we are hopefull to have further information next week.
If you choose to order additional shirts the Company is currently charging 50% of the original price.Long sleeve $10.48 and Short sleeve $ 9.98.
If you order these items prior to the final desicion you will be responsible for the cost which will be payroll deducted.
Unifor Team
YYZARPT
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APRIL 18/18
DEADLINE:APRIL 19/18 @815 to the Bunker
EFFECTIVE: 29 APRIL/18
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APRIL15/18
A BIG THANK YOU for all those who made it to work during this extreme weather. If you are going to be late please contact Deployment at 905 676 2450. There will be opportunity to make up the time at the end of your shift.
I believe there is plenty of Overtime should you be willing to come in earlier than your shift or stay afterwards.
For those that were unable to make it to work due overwhelming driving conditions your Health and Safety is Number 1.
Jody James
District Chair
YYZARPT
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APRIL 9/18
STOP BY Conference C on April 9-13/18 and receive any assistance you may require to get access to Areonet/ESS/Employee Travel and HR CNX on your Mobile Device.
UNIFOR TEAM
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APRIL 6/18
UNIFOR TEAM
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MARCH 31/18
Please know the difference between BID SHEET and 615:
BID SHEET- Submit for Bi Yearly Bid and all Mini Bids
615- Any vacant lines available between Bids
Please make sure you submit the correct sheet or this may inhibit your chances of obtaining the schedule you are trying to request.
If you have any questions please contact a Vice Chairperson or Union Office.
JODY JAMES
DISTRICT CHAIR
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MARCH 28/18
Mini Bids AVAILABLE
Please submit your Bid Sheet for "Mirrored " Part and Full Time Shifts.
Please see your AC email for details. Sent from YYZHUB.
DEADLINE:2 April/18 @ 0815
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MARCH 27/18
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MARCH 23/18
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MARCH 17/18
VACATION Reconciliation information is now available.
Please check your AC email on Feb 20/18 under Unifor Vacation for more information.
THANK YOU to EVERYONE who made the S18 Bid a successful one. I appreciate each and every one of you for your ongoing dedication and support as Unionized Members.
JODY JAMES
District Chair
YYZARPT
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SUMMER 2018 SHIFT BID TIMES NOW ONLINE
also
PLEASE NOTE
The 6x3 cycle calendar has been reposted due to an error found on the original sheet. Please DO NOT use the 6x3 calendar if you printed it prior to 18MAR @ 1030.
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March 06/18 @ 1815
SUMMER 2018 SHIFT BID PACKAGE now online
bid times will be published on Thursday March 08, 2018
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MARCH 8/18
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MARCH 3/18
********The DATE has since been revised to 27 MARCH/18************
UNIFOR TEAM
YYZARPT
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GOOD LIFE FITNESS
MARCH 2/18
$430.00 plus HST $480.25
Payment Due to Richard Salazar by 23 March/18
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01 MARCH/18
This is truly an amazing opportunity
Please apply ASAP as spaces are limited
Jody James
District Chair
YYZARPT
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01 MARCH/18
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FEBRUARY 27/18
PROJCT MALAWI BAKE SALE TODAY
Come Support Project Malawi Orphanage
Lots of Goodies
0500-1700
LOCATION-LOCKER ROOM HALLWAY
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FEBRUARY 25/18
It has been brought to my attention that our group has had several complaints in reference to being #UNKIND. These complaints come from other groups as well within our own CSSA Division.
I can unequivocally say having worked with many of you that majority of our group are the BEST CSSAs and provide top notch customer service.
Please everyone take a moment "SMILE " and say "HI " or give a HI 5 to someone you don't know or do know.This may be a fellow Airport Worker or someone who has recently joined our Department. This takes little effort and will become the tradional way of entering our often Stressfull YYZ Airport..
I would never want us to be painted with a brush of being unkind so let's start the wave of #BeKind starting today.
Thank You For Your Ongoing Support
Jody James
District Chair
YYZARPT
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FEBRUARY 24/18
$2000.00 Scholarships Available
Detailed information about eligibility and how to apply for a scholarship can be found atwww.unifor.org/en/education/scholarships
DEADLINE Friday May 11/2018
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FEBRUARY 21/18
Our Members are encouraged to participate in the "RETURN TO SENDER" Campaign by dropping off their $500 Air Canada Voucher at your Union Office. The Vouchers will then be collected and returned to the AC Executives with a clear message of "ALL OR NONE."
The Vouchers are being distributed for those that worked outside during the Christmas Period.WE all work extremely hard to maintain the AC Brand with our own contribution to it''s continuous success. No one member works harder than another.The unfairness of this gesture is an injustice to one is an injustice to all. The presence of "alterative motives" looms over this "divide and conquer " measure.
Show your Support of "UNITY" as we will be awaiting your Voucher with Open Arms.
See you soon
UNIFOR TEAM
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FEBRUARY 16/18
The Company has claimed the "Punch Clocks" are all in working order .
Effective February 20/18 the 3 additional minutes will No longer be granted as RO.
Please advise the Union Office of any ongoing Punch In/Out issues going forward.
JODY JAMES
District Chair
YYZARPT
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FEBRUARY 14/18
Thanking Everyone who came out to a very Successful Membership Meeting Yesterday.
These were record numbers in Attendance and Participation.
Please feel free to come to Union Office to peruse the minutes or we would be Happy to give you a personal synopsis.
JODY JAMES
DISTRICT CHAIR
YYZARPT
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FEBRUARY 14/18
ASSISTANCE FROM YOUR UNION COLLEAGUES
The Following are assigned "Point Vice Chairs" that are well versed and have had Training on these Topics:
Please do not hesitate to Reach out if required by email or on duty.
ACCOMODATIONS-Carmen Franco
COLLECTIVE AGREEMENT- Eve Grahsm/Fil Amaral
CONCIERGE- Tracey MacFarlane
DIVERSITY-Jackie Wilson
EAP- Heather Grenier/Java D'I'gnazio
GIDIP-Samira Rezgui
GHO/VPP-Jody James/Rose Casale
PAY INQUIRES-Mohammed Seebak
PENSIONS- Frank Caira/Candi Orsini
RETURN TO WORK-Aviva Atlani
SCOPE VIOLATIONS- Helen Totton/Cecila Yoli
TIME AND ATTENDANCE- Gaylene Walker/Heather Grenier
VACATION-Saira Hamid
WOMENS ADVOCATE- Java D'Ignazio
LEADS-Helen Totton/Sheila Fardy/Carmen Franco
VICE PRESIDENT- Charlotte Pape
HUMAN RIGHTS- Linda Mryka
LGBTQ-Saul Santiago
MOBILE COMMUNICATION COORDINATOR-Jody Roche
**We are currently working on detailed Training for Pay Inquires and Pensions Although the above can address general questions.
UNIFOR TEAM
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FEBRUARY 10/18
TIP
To Ensure you are NOT Bipassed for Overtime please go to drop down and select "ALL"
Do NOT fill out comments
Change your email to your Contact Phone Number
UNIFOR TEAM
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FEBRUARY 6/18
OFFICIAL MEMBERSHIP MEETING
ALL UNIFOR YYZARPT CSSA MEMBERS WELCOME
UNITY IS THE KEY GOING FORWARD
FEBRUARY 13/18
BRIEFING ROOM
0730-0930
1300-1500
1730-1930
Come by for Information on all Union Activities
Healthy Snacks Provided
See you there
UNIFOR TEAM
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FEBRUARY 5/18
SUMMER SHIFT BID/18
Dates subject to change
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FEBRUARY 4/18
UNIFOR PRESENTS:
COME JOIN US-
February 9/18
10-1400
Location: Punch Clock Area
Come meet your Women's Advocate Java D'Ignazio CSSA YYZARPT
EAP Coordinator available for all Employee Assistance Services.
Josee Garand
CONFIDENTIAL
Special Guest -Jackie Hutchinson from Revlon
Make Up Tips and Samples available
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FEBRUARY 01/18
Correction: 17/18 not 16/17
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FEBRUARY 01/18
SHOE ALLOWANCE PAID 07 FEB/18
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As the Union Office continues to be renovated 29,30 January /18 we will be relocated to Conference Room B in the ATO Band.
We will attempt to have the phone lines set up at 905 676 2084 as well as Union On Call at 416 697 1234.
Please Contact Jody@yyzdistrict301.com
Kelli@yyzdistrict301.com or Rose@yyzdistrict301.com
THANK YOU for your Patience.
JODY JAMES
District Chair
YYZARPT
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JANUARY 25/18
The CRC Committee has been selected as per Art 6.11.01 of our Collective Agreement for the Upcoming Summer Bid.
Congratulations
They will commence 27,28 February 01 March/18
SAM PONZI
CHARLOTTE PAPE
GABRIELLA PEREZ
CHERYL GOMES
JODY JAMES
District Chair
YYZARPT
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As reassignments continue first check the roster and make sure the company has followed the LOU 39 listed below.
The time must be comparible within 30 min start time and the qualifcation of the employee must coincide with the area.
The Company does reserve the right to reassign you however the process must be followed.
If you find the company negligent in adhering to the process contact Deployment and give the information of employee you have found that is "Relief "or on a "shift trade" seniorty is not administered for "day of reassignments.
If these steps have been followed and there is still no resolve contact Union Office 905 676 2084 or Union On Call 416 697 1234.
We currently are at Level 2 with our "Reassignment Greviance "
UNIFOR TEAM
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JANUARY 17/18
The Punchclock issues continue to be an ongoing problem. The company has agreed to continue the already in place 3 min RO until further communicated.
The original agreement commenced from December 18/17.
THANK YOU
UNIFOR TEAM
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JANUARY 16/18
ALTERATIONS for New Uniform
"STITCH IT" is now located on the 2 floor near the Pharmacy.
Please stop by for an appoinment for your convenience.
UNIFOR TEAM
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JANUARY 16/18
RECIPROCALS-
Today at Midnight is the deadline for application for reciprocals.
As per LOU 14 your request must be submitted 15 days prior to 01 Feb/17.
Successful applicants will be contacted after 01 Feb/18.
UNIFOR TEAM
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JANUARY 12/18
The Company and Union have negotiated to replace our "Punchcard" complimentary for 1 time replacement within a reasonable time frame if lost or stolen.
The original cost to the employees was $25.00.
Please see the Bunker for Replacement.
UNIFOR TEAM
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JANUARY 10/18
The CRC(Cycling Rotation Commitee) Re-Shift Bid (Sumner/18)will be Meeting 20-22 February/18 -3 days at 10 hours.
Please contact me if interested at jody@yyzdistrict301.com
Jody James
DISTRICT CHAIR
UNIFOR
YYZARPT
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JANUARY 10/18
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JANUARY 10/2018
The Company has identified a technical software issue with the Punch Clocks and has agreed that from 18 Dec/17 -12 Jan/18 that no disciplinary action will take place for any Unifor Employee punching in up to 3 min late.
We will reconvene on January 12/18 to reacess this issue.
UNIFOR TEAM
The Technical Errors still continue throughout the weekend of 13-15JANUARY and will be once again be reassed on January 15/18.
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JANUARY 8/18
will take place on Pay issued 24 Jan/18
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JANUARY 6/18
UNION REPRESENTATIVES
PLEASE LOOK OUT FOR THESE UNION BADGES FOR YOUR REPS
Also located on Briefing Board as Well as Contacting Deployment
Union On Call- 416 697 1234
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JANUARY 5/2018
EQUALIZATION
EQUALIZATION from the previous bid has been delayed due to Technical Difficulties including implementation of new Paycheque format by HR Connex.I will keep you updated as soon as I have specific dates.
Jody James
District Chair
YYZARPT
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As the Operation is in full swing Please Remember to work "SAFE" and 1 passenger at a time. Ensure that your Flights are "Secure " as Upper Management has communicated to me that this is their Top Priority and that No Repercussions will come from the extra ensurance of "SECURITY "
Jody James
District Chair
YYZARPT
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JANUARY 3/2018
New Employee Assistance Program Effective Immediately
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JANUARY 3/18
If you are assigned to Z3 or Z2 and are asked to" Control" a Flight in Z4 or Z1on your PDA please exercise your Health and Safety Right to ask Deployment to retrieve your Coat etc in the locker area.These areas are extremely Cold with doors wide open . Deployment is aware of the protocol and will allocate additional time for this process.Please try to provide ample notice where possible.
Stay Safe and WARM as Temperatures are extremely Frigid.
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JANUARY 3/18
Please know that using any devices other than company issued to communicate with Management are Prohibited - Specifically "Texting" for OT and Assignments. The Upper Management Team has now advised their Team to no longer use this form of communication with the Membership. This can be used to favour and disadvantage employees therefore must be stopped immediately.
THANK YOU for your Co-operation on this Issue.
Jody James
District Chair
YYZARPT
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January 3, 2018
Health and Safety update.......click here
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THANK YOU to Everyone who contributed towards "Dreams Take Flight Raffle"
*******************We raised $1814.00*********************************
1F/T Shift-Shane Nicol
1P/T Shift-Effie Cheratas
30 Days Terminal Parking-Cloe Moriera
Air Canada Rollaway Carry On Suitcase -Admir Pejkusic
C1s
Shirley Shaw
Tina Lewis
Augusta Moran
Shane Nicol
Yioula Psmoulis
Rose Danesi
Cecilia Yoli
Candi Orseni
Maria Munoz
Diane Pengally
Lynne Robichaud
Francis Dookeran
Wendy Casalla
Liezele Guzman
M.Vandentbas
***UNIFOR Hoodie(Vintage)
Kathy McLeod
Bridget Reid
Dee Corderia
***UNIFOR Light Red Jacket
Sheila Sarne
Yoshi Takiya
***UNIFOR Black Jacket
Clifford Dasilva
CONGRADULATIONS Everyone and Thank You For Making Someone's Dreams Come True
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UNIFORM FITTING
Upon Investigation the Company has notified me that they were backlogged with submissions for the 1 hour compensation. So for those that have submitted the email to yyzmanpower@aircanada.ca you will see this on your next pay.
Thank You for your Patience
Jody James
District Chair
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Dec 9/17
HOLIDAY PASS GUIDELINES-25 DEC/17 & JAN 01/18
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December 8, 2017
UNIFOR 2002 MEMBERS AT PEARSON
Jody James
District Chair
Unifor Local 2002
YYZARPT
Air Canada CSSA
December 8, 2017
Hello Everyone
The transition has officially taken place and the team is in place. I want to start by saying a big "Thank You" to everyone who has stopped by with Congrats and Support for our New Unified Unifor Office. We are currently researching new forms of communication including our new "on call service " available by text/call @ 416 697 1234. The plan going forward is efficiency, professionalism, communication and "Unifying" our workforce. You will see "Unifor on the floor" so please reach out and say Hi as we are there for support and inquiries if needed. Please remember we have plenty of new employees here and we ask that you extend a "Welcome "and assist them if required.
Remember: Unity Is Stronger!
Jody James
District Chair
YYZARPT
Hi everyone,
I have had a few calls from members who have not pre-paid their GIDIP premiums while on an approved leave (LOA, Maternity or EI)
It's imperative members are aware that if GIDIP premiums are not pre-paid within 30 days of their leave, they will not be covered if they are unable to return to work due to illness. There is no way around this.
Be advised that "yes" it is an option not to pay, however,
Kindest regards,
Terry
October 14, 2017
You are reminded to vote for your
Health and Safety Representative
from the following candidates:
Lidia Kafieh
Linda S. Valle
Mary Bulka
Mary / Maria T. Granicolo
Lorrie / Lorraine E. Holden
This ballot begins Tuesday, October 17, 2017 at 00:01 and ends Thursday, October 19, 2017 at 23:59.
The notice of workplace vote times and location will be posted shortly.
As a result of a formal complaint filed by one of our members, we, the Toronto Airport Health and Safety Committee, have reached the stage where the company has agreed to conduct a type trial of a device designed to alleviate the prolonged standing hazard. Consequently, a sit /stand/perch stool will be introduced to allow our agents exposed to prolonged standing, to relieve the stresses /strains associated with these positions.
This trial will begin with the premium positions.
There will be protocols/policies developed on the usage of this equipment and employees will be trained and coached on its use. Depending on trial results, a final decisions will be forthcoming. In conjunction with other mitigation factors to the hazard of prolonged standing, it is reasonable to envision the hazard will be minimized.
This type trial is the result of a lot of hard work and effort put forth by a number of people who have been focused on improving your working conditions.
Lidia Kafieh
Health and Safety Co-Chair
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October 12, 2017
Union calendars / shift trade books are now available in the Union office. The booklet covers are laminated so plastic covers are not provided.
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October 11, 2017
WINTER 2017 SHIFT BID UPDATES CLICK HERE
PACKAGE NOW ONLINE (except equalization document).
In preparation for the upcoming Winter 2017 bid
What’s the difference between a T and C on the language profile?
Here is the language primer that you have all been waiting for. Route languages were introduced in the Collective Agreement in 1996 (LOU6) and the first hires were in 1997. Language qualifications other than French are only applicable at four bases, YYZ(excluding CJM), YUL, YYC and YVR No other base has the ability to force members into language lines or designate language specific lines. In order to easily identify who is forcible and has a commitment of hire, the company embarked upon an identification protocol.
S- means that a person self-declared a language ability. It does not mean they can bid a line.
T- means that a person has been tested for a language, The number attached to the letter is the important factor.
C- means that there is a valid Commitment of Hire letter on file.
2- means that a person has some ability in a language but not enough to bid a language line
3- means a person is tested every two years and is eligible to bid a language line..
4- means that a person’s ability to speak a language is considered mother tongue and there is no further testing.
Recently there has been some confusion as to what the difference between T and C is. A person who has the ability to speak a language but who does not have a commitment is identified as a T. This means that if they are a 3 or 4 they can bid a language line and are subject to all the rules and restrictions attached to it. A person who is hired outside of YYZ (excluding CJM), YUL, YYC and YVR at any other base/location in the country can never be hired as a language qualified commitment. If that person transfers to one of the four “language bases” they do not automatically then become a commitment of hire yet because they have the language ability they may bid on language lines.
There are also members who achieved proficiency in a language and tested. In doing so, however, they do not automatically become a Commitment of Hire. The only circumstance where you can have a Commitment of Hire is on your first hiring into the Bargaining unit. As usual, if you need further clarification drop by and see us in the union office.
Thank you, thank you and thank you to my friends and colleagues who soldiered through this election campaign with and for me. You stood shoulder to shoulder in support and I do appreciate all your efforts. Over the years I have had the distinct pleasure and honour to work and represent as your Vice Chairperson and most recently as your District Chairperson for the past three years. Moving forward, wishing good luck and congratulations to the newly elected District Chair.
- All members must submit a bid sheet to the bunker by the time indicated. You never know what could happen and at the last minute, you may not be able to get here to bid. Fill in your bid sheet and include a local phone contact on the bid sheet.
- Bid packages will be emailed to your Air Canada email and will be uploaded on the union website at yyzdistrict301.com The company will also include the cycle calendars for your convenience.
- Once the bid information package is uploaded to the union website, simply click on the Winter 2017 tab on the top left. These bid packages do not get printed by either the company nor the union office, it is up to the members to print a copy if they wish.
- Once you enter the bid room you will have two minutes to bid a line. Review your options carefully before your bid time.
- You will be able to bid all areas. Once you have bid and you may have bid an area that you are not trained in, you will be directed to the training department desk in the room and request training.
- Keep in mind, bidding is a very stressful time for some/all members.
In preparation for the upcoming Winter 2017 bid
What’s the difference between a T and C on the language profile?
Here is the language primer that you have all been waiting for. Route languages were introduced in the Collective Agreement in 1996 (LOU6) and the first hires were in 1997. Language qualifications other than French are only applicable at four bases, YYZ(excluding CJM), YUL, YYC and YVR No other base has the ability to force members into language lines or designate language specific lines. In order to easily identify who is forcible and has a commitment of hire, the company embarked upon an identification protocol.
S- means that a person self-declared a language ability. It does not mean they can bid a line.
T- means that a person has been tested for a language, The number attached to the letter is the important factor.
C- means that there is a valid Commitment of Hire letter on file.
2- means that a person has some ability in a language but not enough to bid a language line
3- means a person is tested every two years and is eligible to bid a language line..
4- means that a person’s ability to speak a language is considered mother tongue and there is no further testing.
Recently there has been some confusion as to what the difference between T and C is. A person who has the ability to speak a language but who does not have a commitment is identified as a T. This means that if they are a 3 or 4 they can bid a language line and are subject to all the rules and restrictions attached to it. A person who is hired outside of YYZ (excluding CJM), YUL, YYC and YVR at any other base/location in the country can never be hired as a language qualified commitment. If that person transfers to one of the four “language bases” they do not automatically then become a commitment of hire yet because they have the language ability they may bid on language lines.
There are also members who achieved proficiency in a language and tested. In doing so, however, they do not automatically become a Commitment of Hire. The only circumstance where you can have a Commitment of Hire is on your first hiring into the Bargaining unit. As usual, if you need further clarification drop by and see us in the union office.
Due to a technical issue, some members received an email with incorrect information. We are currently working on the problem and will resend new voting information to everyone as soon as possible.
Please delete the email you received Friday, September 15, 2017.
In solidarity,
Unifor 2002 Elections Committee
Please check your personal emails from Unifor Local 2002 for a new information regarding online voting.bid onwards. All WCCO and lift responsibilities will then be under IAM scope. Please note this agreement comes with no change to our overall staffing numbers (i.e. no reduction in staff).
Further information on the transition will be forthcoming.
To all colleagues who have handled lifts in the past or will continue to until the transition, please accept my heartfelt thanks for handling some of our most vulnerable customers with care and class.
Director, Customer Service - YYZ
Due to a technical issue, some members received an email with incorrect information. We are currently working on the problem and will resend new voting information to everyone as soon as possible.
Please delete the email you received Friday, September 15, 2017.
In solidarity,
Unifor 2002 Elections Committee
Please check your personal emails from Unifor Local 2002 for a new information regarding online voting.
Air Canada Bargaining Committee News: Issue #3
Employee Travel
The Union identified when travelling on a JSA pass that economy seat selection is not available, even if the flight has more than 10% of the seats open. The JSA pass holder will only get a seat assignment at the gate after cut-off, should there be no J seats available. An employee travelling on a C2/Y10 pass will likely be able to select better seating 24 hours prior when they check-in. The Company indicated that it required a programming change and are still investigating the cost.
The issue of contingent's double listing was also raised. Members will now see on the Employee Travel website that there is a notice advising people not to double list and the potential consequences of doing so.
CRC (Cycle Rotation Committee) PBS (Preferential Bid System) and Airport Scheduling
In 2016, the Union appointed a PBS Committee to explore and identify the pros and cons related to moving to a PBS at airports. Instead of bidding over many days, PBS would have automated the process. The Committee worked with the Company and went over the entire Collective Agreement in depth. After a thorough review, the Committee identified multiple issues and scenarios that would require changes to the Collective Agreement. The Committee felt that since most of the changes would be detrimental – and not benefit the membership – there was no incentive to move forward with PBS.
On April 12, District Chairpersons from the airports were brought together at a special meeting to discuss the current challenges with scheduling. Several concerns were identified at the meeting and an action plan was created. One item brought forward was the training of the cycling and rotation committees (CRC’s) as well as more comprehensive schedule training for members who identify an interest in scheduling. With additional retirements in the near future, we must ensure that the current individuals who have an extensive knowledge-base of scheduling, stacking and un-stacking, building schedules from infancy and ultimately the rotational plots, that this knowledge is passed on to the remaining members.
The Company has agreed to meet with the Union and discuss the various scheduling related concerns that have been raised.
MOU4/MOU8 – Duty to accommodate/ Innocent absenteeism Program (IAP) letters
There have been many accommodation requests and it appears that there is some confusion about the obligation of the person requesting an accommodation. Similarly, there are members whose predictability of coming to work may be impacted by a chronic medical condition. An accommodation could be as simple as no pushing wheelchairs up ramps or it can be more complex. Likewise, a chronic illness may lead to absences of one or two days at a time which eventually add up to more than the Company’s attendance threshold.
One issue that has come to light is that some members do not understand their obligation to substantiate either circumstance. A disabled member is entitled to an accommodation of their disability, but it is not just the employer who has to accommodate the member. The member must take reasonable steps to accommodate the disability. This means when a member who wishes to stay employed must return to work when they are able to work with or without an accommodation, and an opportunity is provided. Naturally, individuals worry about confidentiality. All medical information is confidential and is sent to OHS (Occupational Health Services).
The group of individuals at OHS (although employed by Air Canada) are bound by the same rules regarding confidentiality as any other medical professionals. Unless there is a release signed for others to have access to their medical records, they will not divulge any information to Air Canada management. They will only release what workplace restrictions are substantiated. Sometimes our members do not believe that they must comply. The matter has been repeatedly arbitrated and the consensus among arbitrators is that there is an obligation to comply fully and cooperate with the accommodation process. If OHS advises that a medical condition or accommodation is not substantiated then the Union will verify. If we believe all necessary information has been provided, then we will follow the normal grievance process to resolve the dispute. Cooperating with the process includes accepting an accommodation that is consistent with what a member’s seniority enables them to hold unless there is no position left that they can work within their restrictions. There is an obligation to balance the seniority rights of the member requiring accommodation with that of the overall workforce in the location.
ESS/Streamline
On June 26th, a meeting took place with the ESS/Streamline group to discuss a few issues including adding identifying icons for those members on GHO/STAT shifts, response times for email queries, route language assignments, shift trade pool and various other shift trade and display issues (ie. the little umbrella icon used to identify those on vacation).
We are waiting for a response to what changes can take place and how quickly they can be implemented and will keep you updated.
Negative Passenger Interactions
At the December 2016 UMHQ, the Union raised the issue that there is a lack of protocol on how agents are to deal with aggressive/disruptive passengers. This is increasingly becoming a concern with a rise in the frequency and severity of the situations. The Company presented a comprehensive plan which is still in the development stage. The presentation was encouraging and the foundation for the process/SOP will be a benefit to our members, particularly with the rise in the number of incidents.
Pension Statements
Air Canada has mailed out pension statements to members. This is an obligation under the Pension Benefits Standards Act. It is important to review the information provided and report any errors in age or accumulated service to avoid future problems.
In solidarity,
Unifor Air Canada Bargaining Committee:
Tammy Moore – Atlantic Region
Benoit Lapointe – Eastern Region
Frances Galambosy – Central Region (Chairperson)
Joanne Goulet – Western Region
Steve Murphy – Pacific Region
Euila Leonard – President, Local 2002
Leslie Dias – Unifor National Staff Representative
The Company acknowledges the importance of the scope provisions of the Collective Agreement.
For the life of the current Collective Agreement, the following will apply:
L41.01 Irregular Operations (IROP) events likely result in flight delays, flight cancellations, downgauge of aircraft etc. Depending on the nature, timing, location, duration and severity of an IROP, the planning and recovery strategy will vary.
L41.02 Stressed Operations
When the operations are stressed as a result of predictable or unforeseen circumstances, the following process will apply:
L41.02.01 1. Exhaust applicable overtime call-out list in accordance with Article 7.03.03 through broadcast means at the affected location(s) and cease granting any additional Reduced Overtime (RO).
2 Engage all other employees on shift in the affected location(s) to work overtime through verbal notice, punch clock messages, PDA messages, employee briefings, messages on employee boards, radio call outs etc. The Company will communicate through email with employees not on shift to offer overtime opportunities.
NOTE: The Company will explore alternative communication methods to maximize communication with employees.
3 Redeploy or offer overtime to employees assigned to functions covered under LOU#16, LOU#17, LOU #33 in affected locations, provided such employees are not already assigned to duties to support the operations.
L41.03.01 In the event of a severe IROP (e.g. severe weather phenomena, natural disaster etc.), the process under L41.02 will be followed. Once that process is exhausted, measures may be taken to fill the required employee complement as follows:
L41.03.02 The Company will consult the Union at Headquarters level prior to the deployment of non-unionized staff to temporarily perform scope duties, for a period not exceeding 24 hours. The Company will personally advise the local District Chair(s) or their designate in the affected location(s), of the approximate number of non-unionized employees that will perform scope duties. Thereafter, the Company will communicate to employees at work that the IROP process has been engaged.
L41.04 Should the IROP exceed 24 hours, the foregoing process outlined in L41.02 and, if necessary, L41.03 will be re-applied.
L41.05 When the IROP is no longer severe, all non-unionized staff will cease performing scope duties.
L41.06 The parties understand that hotel vouchers are a useful means of securing additional staffing during an IROP. Hotel vouchers will not be withheld unreasonably.
L41.07 This protocol remains subject to the grievance process, to be filed at Step 2-Corporate level.
See the schedule below for a course in your region!
Toronto November 6-7-8
location to be announced
This is in response to erroneous information which has been circulating on various social media outlets, Lidia Kafieh, Unifor Health and Safety:
23 June 2017.
To the members at YYZ:
A very serious comment was posted on a social media chain and when it was brought to my attention I felt obligated to reply to it, as it has tones that health and safety should be investigating the insinuations. In general, the claims seem to be that there has not been any precautions taken in regards to employee safety around any asbestos that existed in the old T1 and T2, and possibly that any actions regarding asbestos were at best secretive. First, most airports that were built in the past in Canada would have used, to some degree, asbestos in a variety of ways. It had fire resistance properties and therefore was utilized in construction. There was asbestos cement, asbestos millboard and paper for electrical panels, asbestos insulation for electric wiring, Spray-on fire retardant coating for steel girders in buildings, asbestos roofing and flooring compounds, and thermal insulation for offices. At no time was any employer that we were involved with keeping it secretive that there was asbestos in the old T1 and T2, and the government department HRSDC was aware and to various degrees involved with any aspect of its handling and removal. In fact, during the merge of the two airlines in the early 2000’s both Locals 1990 and 2213 each had 2 full time H&S committee members released from their duties to perform a monitoring of whatever construction aspects they wished to monitor to ensure that they felt the employer, the airport authority and HRSDC were being open and in honest, ensuring to the best of their ability that all employees were being kept safe from any exposure to asbestos. I compliment these 4 women for the thorough hard work that they all put into the task that they volunteered for, which was to attempt to keep all employees safe.
The posted comments stated that at the NAOSH week event an LSA was talking to the Occupational Health and Safety Rep for Ontario. That everyone that worked at T1 and T2 should submit a WSIB form for exposure to Asbestos. They stated that this information was taken from the ramp chat page and then stated just when AC kept telling us there was NO Asbestos.
When I was told about these postings, I felt it necessary to explain more about this issue to attempt to keep you informed on what took place back when asbestos was present in the old terminals and what the employer did in regards to it. I am not going to put out a comprehensive report because if any members are truly concerned they need to first of all address their concern to their direct manager and ask them for statements that can alleviate any heightened concerns that this posting had made.
As mentioned above, our 4 health and safety reps were, in my opinion, keeping a close watch, to the best of their abilities, on what construction and renovation that could have disturbed the encapsulated asbestos. Encapsulated asbestos is “an airtight enclosure of asbestos fibres with sealant or film that prevent fibres from becoming airborne and creating a potential health hazard.” Simply put, if a construction person or tradesperson was to have to drill through or work near and disturb asbestos-containing material, our H&S reps were supposed to be made aware to allow them to monitor what was taking place. While no system is foolproof, the commitment was made by the airport authority and the employer to warn our reps of activity.
I sought out the alleged “Occupational Health and Safety Rep for Ontario” who turned out to be the Workers Health and Safety Centre rep for Brampton, who had a booth at NAOSH, and I spoke to him to ask him about what he had actually said to the LSA and anyone else who spoke to him about asbestos in the old buildings. He clearly stated that he never said that all employees who worked in the old T1 or T2 should fill out an exposure form, but that he did say that it was an option available to anyone who wished to. Remember that in the past asbestos was contained in many products that citizens in Canada could have been exposed to, such as the brake linings of cars, some flooring squares that were used back in the 1960’s, popcorn poppers, slow cookers, toasters, dishwashers, pot holders, high temperature gaskets for stoves etc. Manufactured by W.R. Grace & Company, Zonolite attic insulation is possibly the most recognized asbestos product never banned by the CPSC. The vermiculite deposit in Libby contained tremolite asbestos, one of the more toxic forms of the mineral. This material is in many houses in Canada. The list is not meant to scare you; simply to inform you that asbestos was used in many things. The current Liberal government has announced a total ban on asbestos and asbestos-containing products by 2018. Therefore, while if one was exposed to asbestos at work and one developed an asbestos-related illness, one would be able to trace back their possible exposure to the fact that they worked in an asbestos-containing building while construction and renovation were taking place. This would happen if one filled out a voluntary form or not. The suggestion by anyone to fill out a form is not considered irresponsible, it is a fact that anyone can fill out a form if they worked in a building that contained asbestos. But also consider that not filling out one will not exclude you from ever attempting a WSIB claim if you do develop an asbestos-related illness.
The purpose of my posting is to neither encourage nor discourage you from filling out any WSIB form but one of providing you a little bit more background to the very important issue of asbestos exposure. I hope that I have accomplished my goal.
Thank you.
In solidarity,
Ian Bennie,
UNIFOR 2002,
National H&S Coordinator.
Many of you have come to the Union office with concerns about new agents with yellow RAICs meeting flights alone, or having an arrival 10 minutes prior to the CCT agents arriving.This is concerning from a safety and security perspective and causes difficulty for the new agents, too, as they are unfamiliar with surroundings and don't have door codes, etc.
I attended a Town Hall in the briefing room this week, where the Resource department introduced themselves and responded to questions about the work they do. I had sent an email to all levels of the company regarding this issue, and I brought it up to Jodi Bessey. She assured us that the seasonal employees and other agents with yellow RAICs were meant to supplement the regular agents, and are not planned to be in the gates areas alone. She assured us that Resource plans an arrivals agent (with purple RAIC) and then seasonal employees to help with pushing wheelchairs.
I then received a reply from Patricia Iglesias, Manager, Operations Deployment, which explains the process from a Deployment Perspective. She says that seasonal employees have been assigned to assist with wheelchairs: "spat", baggage hall or outbound wheelchair handling. They assign them to meet a flight if they are the second meet agent. Agents with yellow RAICs are predominantly assigned to stay in international and domestic. They are not assigned corridors, nor are they assigned to meet or assist with wheelchairs in Zones 1 and 4. Many are lift-trained and being trained this week, so they will be assigned to assist with WCHC.
Seasonal employees are identified on Streamline in flashing yellow for deployment, so should be hard to miss.
I am aware that many of you have experienced scenarios different to the ones described here. This is from the top: both Advance Planning and Deployment have confirmed that this is how it should be. We are now armed with information to challenge deployment if safety and security are compromised. Yellow RAICs should be helping with wheelchairs and outside security, and should not be expected to be gateside alone. I have asked Patricia to ensure that the coordinators are aware and onside. This is an important safety and security issue, and we must be vigilant.
In Solidarity,
Sheila Fardy (Acting District Chairperson)
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GIDIP: Air Canada and Aeroplan Health Care Spending Account
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May 03, 2017
Information of frequently asked questions is being uploaded to the new tab on your left.
For now, get the 411 !
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April 28, 2017
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April 25, 2017
Good news....
After months of negotiations with the company and in consultation with Health and Safety Co Chair Lidia Kafieh who submitted a comprehensive business plan, we are happy to report that Air Canada has agreed to cover our Health and Safety Office at 40 Full Time hours for our growing membership. Lidia will be available for you Tuesday through Friday from 1000 - 2000.
Our Employee role as the Health and Safety representatives is independent from management to ensure that the health of employees are protected and to check that management are following Regulations in providing a safe work environment. This is best achieved by a partnership in which the interest of the employer and employee are mutual and contribute towards continued success in lower accident rate. All of this helps make a more positive climate, create a greater awareness and better control of workplace risks.
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********* Payroll issue **********FYI from the company
A system error has been identified with our time & attendance reporting system that affects approximately 300 Part-Time Unifor employees. Our technical team has reprocessed the pay tonight so that they can all receive an off-cycle cheque on Wednesday.
There is a second group of employees (Unifor Full Time) that have probably been impacted as well but the impact is much less as they will all have been
paid their basic salary (only overtime/undertime hours might not have been picked up by the system).
March 29, 2017
Heads Up!
Management has advised us that there has been a large increase in security breaches (such as boarding passengers to wrong destinations) this year. They say we are at appproximately 75% compliance in using SmartGate, which is SOP. Management informed us yesterday that they will be disciplining agents for security breaches, and if we are not following SOP. Please be extra-vigilant in checking I.D. and using SmartGate.
February 22, 2017
Today, Wednesday,February 22, marks Pink Shirt Day. This day can be like any other day or it can be one where you take a stand and say "no" to workplace bullying.
You may wear your Bullying Stops Here pin today.
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FEBRUARY 7, 2017
Air Canada Bargaining Committee News: Issue #1
Nine cities, nine airports and one reservations office with three more reservations offices, Customer Journey Management (CJM) and Customer Relations (CR) are still to come. Each location identified commonalities within the system; both positive and negative. The uniqueness of each location also was evident. Consistent with all airports is the lack of staffing and the need to have more Lead Agents as quickly as possible. As the year moves forward the bargaining committee will continue to work on resolving the issues raised by our members. Below are the key issues which were discussed at all of the meetings.
New Leads Program
Who knows our work best? Obviously, our people. In 2016 the company asked the bargaining committee to identify areas where they [the company] could improve their relationship with our members. After discussions with our members, the committee responded to the company stating that their strategy of hiring managers with little or no airline/sales experience was a significant issue. Soaring Timatic violation fines and a directionless management style was hampering our members from performing their duties. Our findings showed that the massive reduction in Lead numbers over the last six years caused these complications. We convinced the company that reintroducing a vibrant Leads Program would be advantageous to the success of the company and improving our members’ abilities to carry out their functions. Supporting Leads with training and development and giving them the latitude to run the operation would generate a positive reaction. An agreement was born and the company is currently in the process of testing and interviewing 30 additional Lead Agents for airports.* Lead Agents that are currently on a bid line will not have to retest. All other Lead-qualified members must retest and interview for a permanent Lead vacancy. As the program evolves there will be additional Lead Agent opportunities available. As a by-product of this revitalization, managers will also receive additional training and be left to manage the workforce rather than the operation.
*There is an ongoing issue with the testing process which will be rectified shortly. An additional bulletin will explain the remedy.
Premium Agent
The Premium Agent program was initially introduced into the 'A stations' and is now slowly being introduced to the 'B stations.' On the upcoming spring bid, the Premium Agents will be coming to YHZ, YEG, YWG and YYT airport locations.
Negative Passenger Interactions
Over the last number of years there has been a rise in interactions between passengers and agents. In the United States, there is a law that was enacted in 2001 which protected Transportation Security Administration (TSA) workers from aggressive passengers. In early January, 2017, the United Sates Department of Justice confirmed that the law also included and protected airline workers who are victims of aggressive passengers. No similar Canadian law is in place for our members. Unifor will be actively perusing similar legislation under the Canadian Air Transportation Act review. At the last UMHQ (Union Management Headquarters Meeting) in December, 2016, the union raised the issue that there was no consistent policy for our members when faced with an aggressive/disruptive passenger.
There have been occurrences where it is a simple as a person taking a photograph/picture, but also there have been occurrences where the behaviour has been more aggressive. When faced with a situation where it is becoming increasingly uncomfortable or in an escalating scenario, the union is advising our members to take the necessary steps to remove themselves from the situation. Call the manager, the Lead Agent and/or Station Terminal Operation Control (STOC) and advise what is going on. You must follow through as you will be removing yourself from the immediate situation. An alarming number of airports reported that when members called the manager, Corporate Security, STOC or the Police, the response they received was less than helpful. This issue has been raised with the company and the expectation is that Air Canada will provide a comprehensive standard operating procedure (SOP) for dealing with such situations. Further, the company will be providing direction and guidance to members who may be victims of such behaviour.
B Station – IROP/Diversions
At the December UMHQ, the subject of irregular operations (IROP) was raised as a significant concern. Staffing in the evenings or early mornings at these locations is generally very low. Usually there is only a STOC manager in the airport, and when diversions happen, there is no standard operating procedure (SOP). Agents are left to try to figure out what to do with the protection of passengers and try to determine how to make the operation work. The union suggested that a focus group be formed to work on a plan of action and SOP that will assist members when certain situations arise.
Bill C-27
This is a piece of legislation that the Federal Liberal government introduced to amend the Pension Benefits Standards Act to provide a framework to introduce target benefit pension plans (TBP’s) for employers in federally regulated workplaces. The legislation, despite minor differences, has the same objective as the Conservative government’s proposal in 2014. It is a smoke-and-mirrors scheme that opens the way for employers to attack good Defined Benefit (DB) pension plans. The agenda is to allow employers to convert DB plans for current employees to TBPs. We are not opposed to TBPs on a “go forward” basis where only defined contribution (DC) plans exist or no pension plans at all. However, the Federal government is opening the way for employers to convert the DB plans for current members to TBPs. Furthermore, all past benefits and retiree’s pensions could be converted, meaning members that have already retired could find their existing benefits affected, after paying into the plan over the course of their entire working lives. The new legislation outlines that consent would be required before a conversion could take place, but Unions could face significant pressure in collective bargaining to convert DB plans to TBPs. For unionized workplaces, this new target benefit plan could only be accepted through the ratification process with the membership.
There are several documents on the Unifor Local 2002 website explaining this new legislation, as well as a pre-formatted letter for you to send to both your own member of parliament and Finance Minister Bill Morneau. Please take the time to send your email to them.
We have already collected more than 1,000 signatures from our members, but we need more. Unifor will also be lobbying the Members of Parliament in Ottawa this month to fight against this new legislation. The Canadian Labour Congress and its affiliates are organizing against Bill C-27.
Maximum 416 Additional Hours of Work
The Labour Standards Act allows for 48 hours of work per week, which we average over a one year period. This equates to 2,496 hours of work per year. The averaging period for the maximum hours of work is still calculated on an annual basis from April 1 to March 31. However, there have been some beneficial changes. The calculation is to include hours actually worked, not all hours compensated for. For example, if you have 5 weeks of entitled vacation, this equates to 200 hours of pay for hours not actually worked. The hours are not to be included in the calculation of hours of work. Other exclusions include Vacation Purchase Program (VPP) and General Holiday Option (GHO), bereavement leave, paid sick time, and statutory holidays where you are paid when you did not actually work. This change was effective late last week and should add considerable room to anyone who was close to or exceeding the maximum.
In solidarity,
Unifor Air Canada Bargaining Committee:
Cheryl Robinson – President Local 2002
Leslie Dias – Unifor National Staff Representative
Tammy Moore – Atlantic Region
Benoit Lapointe – Eastern Region
Frances Galambosy – Central Region (Chairperson)
Joanne Goulet – Western Region
Steve Murphy – Pacific Region
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January 18, 2017
Are you interested in being part of the Elections Committee ? There are two ( 2 ) positions that are required to be filled.
Send an email to VP Rita Reid to express your interest and be a part of the process. Deadline by January 25th.
Rita@unifor2002.org
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January 18, 2017
Remember to update your EMERGENCY contact information with the company.
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EMERGENCY CONTACTS
****** Very Important to update your EMERGENCY contacts, current address and phone contacts in EHR Kiosk*******
DO IT TODAY
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December 14, 2016
C1 pass explanation from the company
There are two types of passes that the Company is extending to employees for two very different reasons. The passes that a person will receive for working on Christmas or New Year’s day are considered earned passes ( you worked , you earned it) and as such do not have a shelf life.
This is the same way we treat other earned passes for example service anniversary passes.
The other pass being extended is the Thank You passes which is Air Canada's demonstration of its appreciation for entering into collective agreements that supports our long term growth and stability initiatives. Each member of a bargaining unit that has been awarded these passes will get the same allotment and they are treated just like the annual C1 passes we receive and must be used in the year in which they are granted.
You can only receive one pass per day if you work on Christmas day or New Years day. Working a double for instance wouldn't gather additional passes.
If you are not scheduled to work on either of those days but you pick up a shift through a trade you will get the pass( the donator of the shift will not receive a pass).
Those of us who are scheduled to work on those days needs only to start work on or conclude work on those days in order to qualify for the pass.
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December 12, 2016
Stop Bill C-27! Don't let the federal government roll the dice with your future
Back in 2015, the conservative government's proposed target benefit plan (TBP) framework was shelved because of the efforts of our members who wrote letters and petitioned their members of parliament.
Local 2002 President Cheryl Robinson thanked Local 2002 members but warned that the fight wasn't over.
It's not --- and we need your help.
On October 19, 2016, Bill C-27, An Act to amend the Pension Benefits Standards Act, 1985, was quietly introduced in the House of Commons. Bill C-27 will allow federal employers with
defined-benefit (DB) pension plans to rid themselves of the legal obligation to deliver promised and already-earned benefits.
Under C-27 workers and retirees could see their accrued defined benefit pensions converted to target benefit pensions (TBP). The conversion could lead to reductions of current and future pension payments as it would shift virtually all financial risk from the employer to plan members. Even retiree pensions could be reduced!
When the Harper government proposed a similar pension grab, Justin Trudeau promised in writing that "[Defined Benefit Pensions] which have already been paid for by employees and pensioners, should not retroactively be changed into TBPs."
Now, that the Liberals are in power, they have turned their backs on federally regulated workers and retirement security.
A target benefit pension plan is a big gamble, shifting the financial risk from the employer to employees and pensioners.
Don’t let the federal government roll the dice on your future.
- BILL C-27: NEW LEGISLATION FOR TARGET BENEFIT PENSION PLANS
- CLC PRESIDENT HASSAN YUSSUFF’S LETTER TO FINANCE MINISTER MORNEAU
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October 24, 2016
What’s the difference between a T and C on the language profile?
Here is the language primer that you have all been waiting for. Route languages were introduced in the Collective Agreement in 1996 (LOU6) and the first hires were in 1997. Language qualifications other than French are only applicable at four bases, YYZ(excluding CJM), YUL, YYC and YVR No other base has the ability to force members into language lines or designate language specific lines. In order to easily identify who is forcible and has a commitment of hire the company embarked upon an identification protocol.
S- means that a person self-declared a language ability. It does not mean they can bid a line.
T- means that a person has been tested for a language, The number attached to the letter is the important factor.
C- means that there is a valid Commitment of Hire letter on file.
2- means that a person has some ability in a language but not enough to bid a language line
3- means a person is tested every two years and is eligible to bid a language line..
4- means that a person’s ability to speak a language is considered mother tongue and there is no further testing.
Recently there has been some confusion as to what the difference between T and C is. A person who has the ability to speak a language but who does not have a commitment is identified as a T. This means that if they are a 3 or 4 they can bid a language line and are subject to all the rules and restrictions attached to it. A person who is hired outside of YYZ (excluding CJM), YUL, YYC and YVR at any other base/location in the country can never be hired as a language qualified commitment. If that person transfers to one of the four “language bases” they do not automatically then become a commitment of hire yet because they have the language ability they may bid on language lines.
There are also members who achieved proficiency in a language and tested. In doing so however they do not automatically become a Commitment of Hire. The only circumstance where you can have a Commitment of Hire is on your first hiring into the Bargaining unit. As usual if you need further clarification drop by and see us in the union office.
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September 22, 2016
Do you want a scope WAR? That was the message delivered to management today.
Enough is enough.
Bargaining Representative Frances Galambosy delivered 2 joint Union management scope presentations on September 15th. Front line managers attended and were given clear direction as to what is scope and what is not scope.
It identified that scope just like seniority is the foundation of the union – we will not let anyone take our scope.
As we did for the wheelchairs, we will fight tooth and nail to protect what is ours.
Bargaining Representative Frances Galambosy has won a multitude of grievances and arbitrations.
Current scope grievances moving to arbitration include;
GTAA/ WEBB scope (workers from these groups trying to do scope)
Lobby / Ramp scope violations
PRS activation (CJM)
Flight forecasting advising passengers
Upgrades (DCS records) Route control working on PNR’s.
To review the joint scope presentation hand out drop by the union office.
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September 21, 2016
Rumours abound as do conspiracy theorists.
Contact your District Chair or your Bargaining Representative Frances to clarify or validate
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September 21, 2016
Please see excerpts below from the pension text:
Basically, , 2017former CAIL benefits are calculated using two types: 1)AC-type for service since July 1, 2000 and 2)CAIL-type for service prior to July 1, 2000. For the AC-type, the best 36 consecutive months are used; whereas, for CAIL-type, it’s either the last 36 months or the highest-paid three successive calendar years whichever is higher. Please note that for some employees this could mean the same period.
For the AC-type, OT is included, unless the employee elected to exclude OT as indicated below in the Compensation section of the brochure also on page 41. However, for the CAIL-type, OT is excluded for the earnings prior to July 1, 2000.
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August 03, 2016
A comprehensive ESS explanation.
16/17_AVG_HRS_MOY – This account calculates all hours worked above the employee’s scheduled hours. In this account we add all MCR and OT and deduct MCD and RO. FT employees will no longer be able to pick up additional hours once they have surpassed 416 hours and PT employees once they have surpassed 1248. This is the only account that RO is counted in. It benefits the employee as it will allow them to pick up additional hours.
VAR_HRS_DON_16/17 – This account calculates hours Given away versus hours taken. It’s a simple calculation of MCD minus MCR. When a FT employee surpasses 520 hours given away and a PT employee surpasses 260 hours given away, they will no longer be able to give away shifts (MCD) unless they pick up shifts (MCR).
If an employee cannot pick up or give away a shift, please ask them to email eSShelp. The trades can be rejected for a number of reason ( qualifications, overlaps, etc…). We will be able to review the trade and advise what the issue is and correct if required.
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June 24, 2016
A grievance was heard regarding stat pay at arbitration on the 16th of June, 2016. Yesterday the arbitrator issued his award. The arbitrator ruled that the current company practice, of paying stat pay based on the shift and not the status of the person working the shift, will remain.
Therefore there will be no change to the current practice. If you pick up a shift trade with a GHO person and you are non-GHO yourself, then you will not get the 12 hours stat pay credit. Likewise, if you pick up a shift from a non-GHO person, you will get the credit.
This decision was disappointing.
The Union has been made aware that if a member shift trades off and they are non-GHO, this said member will not receive the 8 hours (6 PT) for not working the stat. A grievance will be filed shortly.
If you have any questions regarding the above, either contact the Union office or email us at info@yyzdistrict301.com
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