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

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

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

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)

GIDIP: Air Canada and Aeroplan Health Care Spending Account

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 May 03, 2017



For now, get the 411 !

 Click here

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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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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.

• Click here to view Bill C-27 documents

• Click here to email Finance Minister Bill Morneau and your own MP

  
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.

January 16, 2017

EMERGENCY CONTACTS

****** Very Important to update your EMERGENCY contacts, current address and phone contacts in EHR Kiosk*******

                       DO IT TODAY

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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.

TAKE ACTION NOW!

Email Finance Minister Bill Morneau and your own Member of Parliament to demand the withdrawal of Bill C-27.

• BILL C-27: NEW LEGISLATION FOR TARGET BENEFIT PENSION PLANS
• CLC PRESIDENT HASSAN YUSSUFF’S LETTER TO FINANCE MINISTER MORNEAU