I am sending this message out to remind everyone that in just a few hours your electronic ballot will be sent to your personal email address for the positions of President, Unifor Local 2002, Financial Secretary Treasurer, Unifor Local 2002, and Regional Vice President Unifor Local 2002.

As with all Union positions, it is important that you take the time to vote. This is how your voice is heard, and democracy remains at the center of our Union. We are the largest Local in all of Unifor, something we should all be proud of, but with that comes the responsibility to choose strong leadership to guide us through the next three years.

I will be sharing who I am voting for and the reasons why. That said, your vote is your choice, and I respect whatever decision you make.

Tammy Moore for President Unifor Local 2002

I support and vote to re elect Tammy Moore because she brings proven leadership, deep experience, and a strong track record of delivering results for members. She has been our President since August 2021, and throughout that time has demonstrated her ability to lead, navigate complex bargaining environments, and advocate effectively for aviation workers. Tammy has represented members across the board, from the smallest units to the largest, ensuring every voice is heard and every group is supported. Her experience at both the local and national level, combined with her strong background in grievance handling and collective bargaining, shows she understands the challenges members face and knows how to address them with strength and professionalism.

Equally important, Tammy is committed to building a fair, inclusive, and unified union. She has led important initiatives and consistently worked to advance the rights of members across the country. Her focus on education, advocacy, and representation reflects a leader who not only fights for workers’ rights but also empowers others. Tammy’s experience, integrity, and dedication are why I support her to continue leading our union forward.

Charlotte Pape for Financial Secretary Treasurer (FST)

I support and am voting to re-elect Charlotte Pape because she has demonstrated steady, experienced leadership and a clear commitment to putting members first. With over 37 years at Air Canada and more than 9 years in Unifor leadership, including her current role as Secretary Treasurer since 2023, Charlotte understands the Local from the ground up. From the smallest units to the largest, she has consistently shown that she listens to members, supports District leadership, and works to deliver real, meaningful change. Her background in both union leadership and financial oversight brings a level of experience and stability that our Local needs.

Charlotte has also taken concrete steps to strengthen accountability, transparency, and financial reporting within the Local. She has pushed for improved processes, better communication, and regular quarterly financial reporting to members, ensuring greater oversight and trust. Her focus on modernizing internal systems, strengthening financial controls, and increasing transparency shows a forward-looking approach that benefits all members. She has already made progress, and I believe she is the right person to continue building a stronger, more accountable Local 2002 moving forward.

Dien Nguyen for Regional Vice President for the Central Region (the region I am from)

I support and am voting to elect Dien Nguyen as Vice President of the Central Region because he consistently goes above and beyond for members, not just within his own district but across the entire region. He continues to volunteer his time to strengthen this Union, demonstrating a level of commitment and dedication that is essential in leadership. His willingness to step in, support others, and contribute wherever needed shows that he is focused on building a stronger, more unified membership. He is exactly what the Central Region needs right now.

Dien has also played a pivotal role in supporting large and complex arbitrations, particularly through his work in evidence gathering, compiling, and explaining detailed cases. His efforts during the D301 LOU 39 reassignment arbitration in 2024 were instrumental in achieving a successful settlement, reflecting both his work ethic and his ability to deliver results. His experience, dedication, and proven track record make him the right choice to help lead the Central Region forward.

For the record: I respect your vote and above are the candidates of my choice.

I want to be clear that these are my personal choices and each of you including retirees are encouraged to vote and make your own choice.

If you have not received your electronic ballot in your personal email by noon EST May 4, 2026 please check your junk folder and if it is still not there then use this link to register to vote. Every Vote counts please use yours to make your voice heard.

LINK TO UPDATE or REGISTER TO VOTE: Click Here

Harold is currently one of four Assistant to the Local 2002 President. He works with several of the units in Unifor Local 2002 ranging in size from 40 to over 1000 members.

Disclaimer: This newsletter is issued by Harold Bateman but NOT in his capacity as Assistant to the President of Unifor Local 2002. It is not intended to reflect or communicate the views, positions, or opinions of the duly elected officials of Unifor National or Unifor Local 2002. It is simply a summary of matters that have crossed his desk which he believes may be relevant to the membership of Local 2002.

Assistant to the President Unifor 2002

I am honoured to share that I have been appointed by the Executive Board of Unifor Local 2002 to serve as Assistant to the President. I begin this new role today, on October 28, and the process for selecting a new Central Region Bargaining Representative will soon be underway through an election called by Vice President Saul Santiago. It is bittersweet to say goodbye to my colleagues on the Bargaining Committee, and I will do my best to assist with a successful transition supporting members of the Central Region.

Representing our region as your Bargaining Rep, and before that members of D301 (YYZ-ARPT) as District Chair, has been a privilege. I am deeply grateful for the trust and support the membership as well as Unifor leadership has shown me. I look forward to continue advocating for all members of Unifor 2002 in this new role!

Thank you again for your support.

-Harold Bateman

Click here for the official Unifor Local 2002 announcement.

Local 2002 President Tammy Moore and I spent Labour Day participating in the Annual Toronto Labour Day Parade, an event with deep historical significance dating back to 1872. This year we had members from Local 2002 executive board from across the country march in our Labour Day parade. Despite being positioned at the end of the parade, Unifor remains the largest union present, proudly representing the strength and solidarity of organized labour. Labour unions are a testament to the hard work of our ancestors, who fought for the rights and benefits we enjoy today. It is always an honour to walk side by side with fellow union members in this historic celebration of workers' rights.

Pay Equity Update

On September 4, 2024, the company released an update, curiously dated August 24, 2024, announcing that the Federal Government has approved a one-year extension for the pay equity deadline. The new deadline is now set for September 3, 2025.

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Contact Centers and Frozen Computers

This is a reminder that if the phone system freezes and you are unable to complete a call, it is essential to open a Trouble Report, remark the PNR, and call the customer back. Always follow SOP. Failure to follow these steps could lead to a meeting with management.

District 304 - CJM Yellow Shirt Day

On a random day back in June, several members from CJM D304 wore the same colour as a coincidence. District Chair David P noticed it was the same colour as our current Collective Agreement. What a way to show solidarity without even realizing it!

Unifor/AC Bargaining Committee Chair

Eastern Region (Quebec) Bargaining Representative and Committee Chair Benoit Lapointe is retiring  after more than 10 years of service as the Bargaining Representative for the Eastern Region and 27 years with the company. For the past two years, Benoit has also served as the chair of the Air Canada Bargaining Committee. I want to extend my heartfelt thanks to him for his dedicated years of representing the labour movement and wish him all the best in the next chapter of his life. I am honored to have been elected to chair the committee for the remainder of the term.

ALPA Information Picket

ALPA held an information picket at YYZ-ARPT on August 27, 2024. To show Unifor’s solidarity, Pacific Region Bargaining Rep Soppo and I drove by the ALPA members' information picket at Toronto Terminal 1 with the Unifor flag proudly flying from the sunroof. Unifor is closely monitoring the situation and fully supports ALPA members in their fight for better wages, benefits, and working conditions.

See Unifor 2002 Executive Board’s message "A pilot Strike will Impact all of us"

National Truth and Reconciliation Day

Each year, September 30 marks the National Day for Truth and Reconciliation.

The day honours the children who never returned home and survivors of residential schools, as well as their families and communities. Public commemoration of the tragic and painful history and ongoing impacts of residential schools is a vital component of the reconciliation process.

This statutory holiday was added to the federal labour code after the ratification of our Collective Agreement in March of 2020, and therefore it is not included in Article 13 (Statutory Holidays).  This means it is not part of the GHO program, even though September 30 is a statutory holiday for all members (GHO or non-GHO).  If you have any questions, please contact your district Union office.

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General Holiday Option (GHO) / Vacation Purchase Program(VPP) Deadline

Deadline for GHO and VPP for 2025 is September 15, 2024. No exceptions past this date are possible. Inactive employees who do not have a confirmed return to work date in 2025 as of October 1, 2024 will not be eligible for GHO/VPP.

To sign up or change your selections: ACaeronet under HR Connex > Go to eHR Kiosk > Unifor AC General Holidays & VPP.

DISCLAIMER: This is a newsletter from the Central Region representative of the Bargaining Committee. This newsletter is not intended to communicate any views, positions or opinions of duly elected officials at the Unifor National, Local 2002, or of the Bargaining Committee. This is simply a summary of things that have crossed my desk as the representative for Central Region, which I believe the membership in the Central Region may find to be relevant.

BUS Service TO/FROM YYZ and Hamilton Airport, Kitchener/Waterloo Regional Airport

Air Canada, BUS or PLANE UNIFOR SCOPE IS STILL THE SAME!

The Union has organized a silent information picket at Toronto Pearson Airport tomorrow, June 5, from 11:30 AM to 1:30 PM. We encourage all members who are able to attend to show their support. If you have a uniform, please wear it in full. Members on scheduled breaks during the picket times are also welcome to join us.

The Unifor Air Canada Bargaining Committee has filed a policy grievance concerning the work, including but not limited to check-in, seat selection, and boarding of the bus segments, being performed by Landline bus company staff at YHM and YKF. We assert that this work falls within our scope as both locations are part of the Toronto base. Additionally, the District Chair has filed a district grievance claiming that the work done by Landline bus company at Pearson is exclusively within our scope and should be immediately assigned to the members at D301.

Scope work is defined in Article 4 of our Collective Agreement. It is crucial that we all defend this work, as without it, our jobs could be quickly outsourced to an external company. We cannot allow any erosion of our scope work.

This information picket will send a powerful message to the company that we will not tolerate this violation of the Collective Agreement. Everyone is welcome to join President Tammy Moore, the Unifor Air Canada Bargaining Committee, and the leadership from District 301 at this information picket.

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DISCLAIMER: This is a newsletter from the Central Region representative of the Bargaining Committee. This newsletter is not intended to communicate any views, positions or opinions of duly elected officials at the Unifor National, Local 2002, or of the Bargaining Committee. This is simply a summary of things that have crossed my desk as the representative for Central Region, which I believe the membership in the Central Region may find to be relevant.

Hybrid Pension plan educational video:

For any member hired on or after June 27, 2011, the company has created an educational video to explain the hybrid pension plan and the options available to you. Members who started with Air Canada since this date can maximize the company’s contribution amount by increasing the amount you choose to deduct from your pay.

For member hired since June 27, 2011, please find the video here:

https://mercerhrs.com/ca/AirCanada/Presentation/EN

https://mercerhrs.com/ca/AirCanada/Presentation/FR

If you have any questions, please reach out to the Unifor 2002 Pension reps:

https://www.unifor2002.org/Services-Departments/Pensions-Pension-Communications/Air-Canada

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Share Trust Update # 6:

Please see link below for the latest update issued on April 29, 2024 by the Council of Unions.

https://www.unifor2002.org/News-Room/Air-Canada/AC-Customer-Sales-and-Service-CES/Council-of-Unions-2009-Share-Trust-Update-6

Moncton and Charlottetown to return to Mainline staff in early July 2024:

Because of an arbitration award from 2019 both YQM and YYG have met the criteria to revert back to a mainline base on July 7, 2024.  The transfer tool is now available with YQM and YYG.  All residency clauses are applicable

GIDIP premiums for Part Time members:

The Air Canada Bargaining Committee has successfully resolved a grievance on GIDIP premium deductions for part-time members. Starting June 9, 2024, part-time members will have their GIDIP premiums deducted at 20 hours per week regardless of how many hours you work, aligning with the deductions for full-time members.

Additionally, if any member (full-time or part-time) has a net zero pay period due to shift trades, the company will advance the GIDIP premiums, with repayment deducted from the next paycheck with available funds. This does not apply to Leave of Absences (LOA), during which members must continue to pre-pay their GIDIP premiums.

Please see the link for the Bargaining Committee bulletin:

https://www.unifor2002.org/News-Room/Air-Canada/AC-Customer-Sales-and-Service-CES/Air-Canada-Part-Time-GIDIP-Premiums-Arbitration-U

Unifor urges Senate to pass anti-scab bill and government to implement it without delay

Unifor applauds Parliament for unanimously passing the amended Bill C-58, or anti-scab legislation, and urges the Senate for quick approval. Unifor National President Lana Payne highlights that this law protects fair collective bargaining and the right to strike, marking a significant achievement for workers. The bill aims to modernize Canada’s labour relations by restricting federally-regulated employers from using replacement workers during strikes or lock-outs, with fines of $100,000 a day for violations.

Unifor has long advocated for anti-scab legislation across Canada to ensure workers' rights to free and fair bargaining. Bill C-58 is expected to reduce labour disputes' frequency and duration, balance collective bargaining power, and create safer picket lines. The bill passed its second reading in the House of Commons with all-party support on February 27, 2024.

For the full Unifor bulletin:

https://www.unifor.org/news/all-news/unifor-urges-senate-pass-anti-scab-bill-and-government-implement-it-without-delay

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DISCLAIMER: This is a newsletter from the Central Region representative of the Bargaining Committee. This newsletter is not intended to communicate any views, positions or opinions of duly elected officials at the Unifor National, Local 2002, or of the Bargaining Committee. This is simply a summary of things that have crossed my desk as the representative for Central Region, which I believe the membership in the Central Region may find to be relevant.

BUS SERVICE to/from YYZ and YHM & YKF

The Bargaining Committee recently engaged in discussions with the company concerning the introduction of a bus service set to commence on May 1, 2024. Operated by Landline under an AC flight number, passengers will receive E-TKT coupons and boarding passes with the added convenience of advance seat selection. These “flights'' are being offered via the RES offices or through the AC website.  Notably, the buses will be decked out with Air Canada mainline logos and colors.

However, progress in these discussions stalled, prompting us to file a policy grievance. Our aim is to advocate for the inclusion of crucial scope work at both YHM and YKF airports. This scope work encompasses check-in/acceptance, bag tags, DOC checks, seat selections, issuance of boarding passes, disruptions, and boarding verification for the flight segment.

It's worth noting that both YHM and YKF have historically had mainline City Ticket Offices (CTO) for decades, reinforcing their significance within the Toronto base. Currently, the base is comprised of CJM, YTO-RES, and YYZ-ARPT; however has also included CTOs in Hamilton, Kitchener/Waterloo, St. Catharines, and three separate locations in Toronto (ex. Royal York hotel, 4900 Young, 200 Wellington St.) in the past.

Stay tuned for further updates as we continue our efforts.

AC press release:

https://media.aircanada.com/2024-02-21-Air-Canada-Expands-Regional-Services-with-Luxury-Motorcoach-Land-Air-Connections-for-Customers

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T2200 for Work from Home Members

As stipulated in the newly bargained LOU34 – Telework language, the company has agreed to provide a T2200 annually for tax purposes. However, despite this agreement, the company has indicated unwillingness to issue these forms for the 2023 tax year. In response, the bargaining committee has taken action by filing a policy grievance.

Please stay tuned for further updates regarding this matter.

For reference, you can access the LOU34 – Telework language.

https://www.unifor2002.org/resources/UNF/PDF/22-11-01_Unifor-AC-AE_LOU34-Work-at-home_Final.pdf

Seven Seconds between calls sometimes down to five seconds

There has been an occasional decrease in the gap between calls, sometimes reaching as low as five seconds, instead of the standard seven seconds. It's important to note that this issue isn't isolated to YTO-RES but is occurring across all three contact centers. During the latest Monitoring & Measuring meeting held earlier this month, this concern was addressed. The company has assured us that this deviation from the standard protocol is not intentional. Consequently, they have initiated an IT investigation to identify and rectify the underlying cause.

GIDIP and your Health Spending Account:

The GIDIP Board of Trustees have published a new bulletin to provide Clarification of Coverage on the Health Spending Account.  This is $300 for FT and $150 for PT members.

What You Should Know:

Effective Date: August 1, 2023. You will be able to submit receipts for expenses incurred from August 1, 2023, through to July 31, 2024. Claims must be received in the office of the Plan Administrator by 12:00 noon (EST) July 31, 2024. Any unclaimed credit amounts at the end of July 31, 2024, are forfeited.

Amount Available to You:

Full-time Members: $300.00

Part-Time Members: $150.00

Who is Eligible:

• Active Members contributing GIDIP premiums on August 1, 2023.

• Disabled Members in receipt of GIDIP benefits.

• Active Members aged 65 plus and Retirement Phase In.

You can also submit claims for your dependents (spouse, common-law spouse, and children) including parents and grandparents who are considered dependents under the Income Tax Act).

Any questions please contact your regional GIDIP Trustee.  In the Central Region that is Terry@unifor2002.org

For all other regions please click here:

https://www.unifor2002.org/Services-Departments/GIDIP

March GIDIP Bulletin can be found here:

 https://www.unifor2002.org/resources/UNF/PDF/2024/2024_GIDIP_March_Issue_300_English.pdf

Original GIDIP Health Spending account Bulletin from July 2023:

https://www.unifor2002.org/resources/UNF/PDF/2023/Issue-2013-July-2023-English-Final.pdf

Claim Form:

https://www.unifor2002.org/resources/UNF/PDF/2023/GIDIP-Health-claim-form_EN-2023.pdf

GIDIP MAX Benefit Level Increase:

Due to the recent EI legislation change effective January 1, 2024, the EI maximum benefit level has increased from $650 to $668. To provide a plan equal to or better than EI, the ShortTerm Disability maximum benefit level has been increased to $690 weekly from the current $650 for new claims starting January 1, 2024. There will be no change to the current contribution level.

Full GIDIP bulletin:

https://www.unifor2002.org/resources/UNF/PDF/2024/24-03-28_2024-GIDIP-DISA-issue-3003-March.pdf

Federal Minimum Wage Increase

Effective April 1, 2024, the federal minimum wage is scheduled to rise to $17.30. If you are presently on Step 1 of the B pay scale, your wage will automatically increase from $17.14 to $17.30. It's important to note that this adjustment solely impacts Step 1 of the pay scale; no other steps will be affected.

Should you have any inquiries, please contact your District Chair.

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DISCLAIMER: This is a newsletter from the Central Region representative of the Bargaining Committee. This newsletter is not intended to communicate any views, positions or opinions of duly elected officials at the Unifor National, Local 2002, or of the Bargaining Committee. This is simply a summary of things that have crossed my desk as the representative for Central Region, which I believe the membership in the Central Region may find to be relevant.

CJM Arbitration Update:

Last month, our bargaining committee presented comprehensive evidence, delving into the scope of OPR and the staffing levels at CJM. This represents over a year and a half of work, resulting in the presentation of more than 500 pages of evidence and written statements from both active and retired members. Rest assured the Union has spared no effort in making our case on behalf of the membership. Now, we eagerly await the decision from the arbitrator.

I also want to acknowledge the hard work of the leadership at District 304 CJM. DC David and several members have stepped up with expertise and presented compelling testimony during the arbitration process.

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MAX HOURS that can be picked up (OT & Trades) or Donated (RO & Donated shifts):

Every fiscal year, running from April 1 to March 31, there are limitations on the number of hours you can pick up, trade, or donate, encompassing both overtime (OT)/undertime (RO) and shift trades. As we approach the end of the fiscal year, many members may face restrictions on acquiring or donating shifts and/or engaging in OT/RO.

For a detailed explanation, please refer to the link provided by D301 under header “ESS RESTRICTION & LIMITATION SHIFT TRADE”:

 https://yyzd301.com/shift-trade/

It's crucial to note that all hours are reset to zero on April 1 of each year. If you have any further questions, feel free to reach out to your District Chair for assistance.

Telecommunications Key Performance Indicators (KPIs) and Monitoring/Measuring Protocols Across All Work Locations:

As outlined in LOU 11 within the Collective Bargaining Agreement, the company has established guidelines regarding when and how calls, both internal and external, can be monitored. The recent implementation of a new system in contact centers and the digital phone system in CJM enhances the company’s ability to identify various KPIs, including but not limited to hold time, dead air calls, and time spent transferring calls to other departments.  It is essential to exercise caution and adhere to Standard Operating Procedures (SOP) to ensure responsible call handling.

Particularly, please avoid any misuse of calls when no customer is on the line. If you encounter anomalies, it is crucial to report these issues promptly to the IT department and document your TR number.

At airport locations, an example can be calls to/from Deployment/Streamline, STOC, or the sick line are recorded.

The company maintains a zero-tolerance policy for phone abuse. For any inquiries or concerns, do not hesitate to contact your District Chair.

Pay Equity Update:

Pay equity remains a significant and ongoing topic of discussion. While there is no major update at this time, it's confirmed that the Unifor 2002 pay equity committee is actively engaged in efforts on this project. The committee has until September 2024 to complete their work, and updates will be shared as they become available.

For information on pay equity, including federal government links to pay equity information you can refer to an earlier newsletter at this link:

https://www.unionharold.com/p/pay-equity

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Harold is the Central Region Representative on the Bargaining Committee.

DISCLAIMER: This is a newsletter from the Central Region representative of the Bargaining Committee. This newsletter is not intended to communicate any views, positions or opinions of duly elected officials at the Unifor National, Local 2002, or of the Bargaining Committee. This is simply a summary of things that have crossed my desk as the representative for Central Region, which I believe the membership in the Central Region may find to be relevant.

'TIS THE SEASON TO SPREAD CHEER!

As we gear up for the festive season, let's make sure to prioritize safety and well-being just as we prepare for the bustling days ahead and the unpredictable weather. Remember to take those well-deserved breaks, and if you are ever asked to skip a lunch, remember that you have the right to decline and stick to your scheduled downtime.  In the gate functions on your PDA, upon acknowledging your lunch, the Deployment/Streamline team is required to reach out to you to inquire about your willingness to delay or move your lunch. Reference Article 6.02.04 Note 2 for more details; you must be presented with available options before moving your lunch accordingly.

Additionally, please note that breaks for Full-Time employees must not be scheduled in the first or last 60 minutes of your shift, and for Part-Time employees, the restriction is within the first or last 45 minutes.

This reminder goes out to all our fantastic members across Central Region—Airports, CJM, and Reservations. Happy holidays!

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REACH OUT ANYTIME: 988 SUICIDE PREVENTION

Help is just a call or text away! 📞📱 The 988 Suicide Prevention hotline is now available 24/7, 365 days a year, offering support across Canada. Whether you prefer to call or text, assistance is at your fingertips. Click on this link for more details: https://988.ca/get-help/what-to-expect .

Remember, you're not alone—reach out when you need to.

ARBITRATION UPDATE

Our Bargaining Committee was actively engaged in two significant arbitrations this fall. The first revolves around CJM-related scope work, while the second tackles habitual reassignments from BID lines at airports. Although specific details remain confidential due to the ongoing process, we're thrilled to share that both arbitrations are in full swing, with multiple dates scheduled well into the next year.  While the arbitration journey may be lengthy, it's a fair and crucial avenue for resolving disagreements between the company and the Union. Stay tuned for more updates as we navigate this process together.

Better working conditions equals better travel conditions.

In an editorial, Lana Payne, Unifor National President, emphasizes the challenges and systemic issues within the aviation industry, particularly during the holiday travel season. Lana highlights the government's response to past travel disruptions and urges collaboration between the federal government, airports, and airlines to address underlying problems. The piece underscores the need for improvements in working conditions, fair pay, and adequate staffing to enhance the overall travel experience for both workers and passengers. Lana introduces Unifor's Air Transportation Workers' Charter of Rights, which outlines essential rights to be met for a better working environment. The editorial calls for a re-evaluation of the industry's treatment of workers, emphasizing that improved working conditions are integral to resolving travel-related issues.

To read Lana’s full editorial:

https://www.unifor.org/news/all-news/better-working-conditions-equals-better-travel-conditions

To Read Unifor’s Air Transportation Workers’ Charter of Rights and Freedoms:

https://www.unifor.org/airtransportcharter

Unifor aviation members rally in Toronto on Day of Action for better working conditions.

On December 18, 2023, Unifor aviation members staged a demonstration at Pearson International Airport, shedding light on poor working conditions contributing to holiday travel disruptions. Lana Payne, Unifor National President, called for a comprehensive plan to address issues like contract flipping. The union introduced the Air Transportation Workers' Charter of Rights, emphasizing nine essential rights for the government to address, ensuring compliance with Air Passenger Protection Regulations. The initiative advocates for fair pay, scheduling, and improved working conditions, urging public support through a petition to the prime minister and federal transport minister. Unifor, Canada's largest private-sector union, represents 16,000 members in the aviation sector, advocating for workers' rights.

For full details:

https://www.unifor.org/news/all-news/unifor-aviation-members-rally-toronto-day-action-better-working-conditions-0

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Harold is the Central Region Representative on the Bargaining Committee.

DISCLAIMER: This is a newsletter from the Central Region representative of the Bargaining Committee. This newsletter is not intended to communicate any views, positions or opinions of duly elected officials at the Unifor National, Local 2002, or of the Bargaining Committee. This is simply a summary of things that have crossed my desk as the representative for Central Region, which I believe the membership in the Central Region may find to be relevant.

Explanation of Pay Details Report (Code 36, 37 and 38):

Currently two lines are incorrectly displayed in hours (Code 36 CAW Sick hours) & Code 38 (CAW GIDIP Bank Hours).  The company is aware of this issue and working to have it corrected with a change in the IT systems for early next year.  The company has also indicated they are working on a new payroll system to launch in 2024. 

Until this is corrected, to receive your correct number of days remaining in each line; you must either call HR at 1-833-847-3675 or email people.employes@aircanada.ca from your company email.

Full Memorandum of Agreement (MOA) for Sick Days: https://www.unifor2002.org/UNF/files/38/381d246e-9731-48d5-b469-49e57659b94d.pdf

Code 36: CAW Sick hours Counter: Currently displayed in hours; however, will be in days once corrected in 2024.

Code 37: CAW Sick Legacy Bank Hours:  This is the only Code that will remain in hours and will be used by the hour. This only applies to you if you were hired before 2003.

Code 38: CAW GIDIP Bank Hours: Currently incorrectly displayed in hours with a MAX of 112 hours.  Once corrected, this will be displayed in days to a MAX of 14 days.

The “CAW Sick Legacy Bank Hours” (Code 37) goes back to 2003 and the CCAA restructuring collective bargaining.  Anyone hired after 2003 will not have a Code 37 “Legacy Bank.”

Sick leave for Unifor members works by way of 3 banks that are used in the following sequence (Point 10 on MOA) and can be found on the Pay Details Report:

●        Code 36: CAW Sick Hours Counter: This one is the regular sick counter that is replenished on January 1^st of each year. Currently showing 80 hours, on January 1^st (for Full Time), which should be the 10 Paid Sick days. (Point 7 on MOA)

●        Code 38: CAW GIDIP Bank Hours: This counter will absorb any untaken hours (days in new system) from accrual of Code 36, on December 31^st of each year, up to a maximum of 112 hours (or 14 days in the new system). Code 38 will only be used when employees reach GIDIP and will cover their sick days during the 7 day waiting period. (Point 9 on MOA)

●        Code 37: CAW Sick Legacy Bank Hours: This accrual holds legacy hours from previous tenures and will be used only when Code 36 & Code 38 is depleted during the GIDIP only waiting period. This Code will disappear with time as it is not granted to any new employees hired after 2003. (Points 10c & 12 on MOA)

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Family Responsibility Hours:

● Your 48 hours (for Full Time) hours will not be displayed on the Pay Details Report until the new payroll system is launched in 2024 (exact date TBD).  To receive your correct number of FR hours remaining; you must either call HR at 1-833-847-3675 or email people.employes@aircanada.ca from your company email.

● The new Family Responsibility Leave hours will replace both the Family Care Days (as described in Article 11.09.01 of our collective agreement) and the “Federal Family Responsibility days”, so that instead of 3 paid days (FR), you will have a single allotment of Family Responsibility Hours which can be used for any of the reasons listed under the federal Family Responsibility code (see link).

Bargaining Committee bulletin regarding FR and 10 Paid Sick Days:

https://www.unifor2002.org/News-Room/Air-Canada/AC-Customer-Sales-and-Service-CES/Air-Canada-CSSA-CES-Unifor%E2%80%99s-negotiated-Settlemen

District Elections:

Congratulations to the newly elected Unifor Leaders that will take office on November 1, 2023.

From the Central Region the District Chairs are:

Round 1 results:

https://www.unifor2002.org/News-Room/MISC/Elections/Unifor-2002-Election-for-District-Representati-(1)

Round 2 results:

https://www.unifor2002.org/News-Room/MISC/Elections/Unifor-2002-Election-for-District-Representati-(2)

Round 3 election/results:

https://www.unifor2002.org/News-Room/MISC/Elections/Unifor-2002-Election-for-District-Representati-(3)?lang=en-us

Congratulations to the newly elected Vice-Chair and Health and Safety leader roles within our union! It's indeed a testament to the strength and unity of our Union when so many members are willing to step up and contribute to helping improve our workplace.

There are still elections taking place in YTO-RES for Health and Safety and a runoff for Vice Chair positions.  Good luck to all candidates.

Outgoing District Chairs and Vice-Chairs:

On behalf of the membership from the central region I would like to thank Satya Singh DC D300-YTO-RES and Sheila Fardy DC D301 YYZ-ARPT, along with all the Vice Chairs for their hard work and dedication.  THANK YOU!

Roles and Responsibilities of the District Chair & Vice Chair can be found in Local 2002 Bylaws on page 33, under Article 5, Section 7 for District Representatives:

https://www.unifor2002.org/resources/UNF/Documents/Unifor-2002-Bylaws-rev-17-06_English.pdf

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DISCLAIMER: This is a newsletter from the Central Region representative of the Bargaining Committee. This newsletter is not intended to communicate any views, positions or opinions of duly elected officials at the Unifor National, Local 2002, or of the Bargaining Committee. This is simply a summary of things that have crossed my desk as the representative for Central Region, which I believe the membership in the Central Region may find to be relevant.

District Elections:

Now that the nominations are closed it is great to see that there is strong interest and participation in the upcoming election for District Chair, Vice Chair, and Health & Safety roles. These positions are crucial for representing the membership and ensuring that their voices are heard over the next three years.

It's excellent to hear that there are multiple highly qualified candidates running for these important leadership positions. The elected leaders will begin their three-year term on November 1, 2023, which provides a clear timeline for when their responsibilities and duties will commence.

I wish all the candidates the best of luck in the election process, and I hope that the chosen leaders will work diligently to represent and serve the membership effectively over the next three years. It's an exciting time for Unifor Local 2002, and I'm sure the elected leaders will make valuable contributions during their term.

RUN OFF Election:

During the tri-annual convention for Local 2002, held last May, the delegates voted to adopt a new election process for all future elections. It's important for members to understand how the process works so that you can effectively exercise your rights. Elections now require a minimum of 50% + 1 (a majority) for a candidate to win to ensure that the winning candidate has the support of the majority of voters.

This means if we have multiple candidates and none of them get over 50% of votes, we move to runoff elections between the top two candidates. This is to help ensure that the ultimate winner has the support of a majority.

Here is a short video that explains run off elections:

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Candidates and Acclaimed Candidates:

Here is the link where the lists of Candidates and Acclaimed Candidates will be posted.

https://www.unifor2002.org/News-Room/MISC/Elections/Election-District-Reps?lang=en-us

I would like to congratulate all the acclaimed candidates from the Central Region!

REGISTER TO VOTE:

You must be registered to vote with a personal email (Non AC e-mail)

https://www.unifor2002.org/Services-Departments/Elections/Update-Your-Voter-Profile

To reach a member of Local 2002 Elections Committee, please contact:

Tel: 1-888-226-8885 Ext: 284  |  elections@unifor2002.org

Manon Camiré - Chairperson
Nadine Bailey - Member
Astraea Sam - Member

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Bilingual vs Route Language

In the Collective Agreement under LETTER OF UNDERSTANDING NO. 6 (LOU 6) – LANGUAGE, the minimum required number of bilingual (French and English) employees within the Customer Sales and Service (CES) classification is defined by base and location.

LOU 6 also defines Route Language as meaning any other language that the company deems necessary to provide service to our customers for example German, Dutch, Hindi, etc based on routes the airline operates from that location (airports) or in the case of the contact centres the route network.

Article 3 (Reservations of Management) and LOU6 allows the company to determine what location/start times and how many lines will be designated bilingual bid lines for each bid.

The current bid before D301 is designed within the parameters of the Collective Agreement.  Changes in the terms of the Collective Agreement on this or any other items are possible in the next round of bargaining. Please make sure to join proposal meetings and make your voice heard. 

DISCLAIMER: This is a newsletter from the Central Region representative of the Bargaining Committee. This newsletter is not intended to communicate any views, positions or opinions of duly elected officials at the Unifor National, Local 2002, or of the Bargaining Committee. This is simply a summary of things that have crossed my desk as the representative for Central Region, which I believe the membership in the Central Region may find to be relevant.

What is Pay Equity:

Pay equity is equal pay for work of equal value. If two jobs contribute equal value to the employer's operations, and one job is commonly held by women while the other is commonly held by men, then the employees in these jobs should receive equal pay. “Equal pay for work of equal value” is like comparing apples to oranges – they are different, but equally nutritious. For example, you could compare the value of the work of a truck mechanic commonly held by men to that of an account technician commonly held by women. 

Youtube video explanation of Pay Equity:

The Pay Equity Act is meant to address systemic gender-based discrimination in compensation so that  employees in predominantly female jobs receive equal compensation for work of equal value.

The above photos show the posting that was required from the employer at the workplace under the federal Pay Equity Act. 

Current Status

The Pay Equity committee appointed representatives from the Mainline bargaining unit in Spring 2022.  This includes Manon Camire (YMQ-RES), Michelle Doucet (YSJ-RES), and as a back up Tracey Potter (YYZ-ARPT). The Pay Equity plan must be completed no later than September 2024. 

Pay Equity Plan

The Pay Equity Act requires employers to establish and then update a Pay Equity Plan. In developing a plan, employers must:

●       identify the different job classes made up of positions in their workplace

●       determine whether each job class is predominantly male, predominantly female or gender neutral

●       determine the value of work of each predominantly female or male job class

●       calculate the compensation of each predominantly female or male job class, and

●       compare the compensation between predominantly female and male job classes doing work of equal or comparable value

Employers have to establish their pay equity plan within 3 years of becoming subject to the Act. More details including the Full Pay Equity Act can be found on the Federal Government website by clicking link below:

https://www.canada.ca/en/services/jobs/workplace/human-rights/overview-pay-equity-act.html

Unifor National Pay Equity announcement:

https://www.unifor.org/payequity

Company’s FAQ on Pay Equity dated May 2023 (must be logged into Aeronet for link to work):

https://acaeronet.aircanada.ca/f5-w-68747470733a2f2f636f6e6e65782e61697263616e6164612e6361$$/selfservice/servlet/kbfile/account/en_CA/Files/PayEquity_FAQ_EN.pdf

This process is still underway and as soon as more information is available it will be shared with the membership.

From the Woman’s Advocate from the Central Region Yolanda Cornwall:

Greetings Everyone,

 As your appointed women’s advocate, I’ve had the pleasure of meeting, helping and supporting a lot of our Unifor members. One of the most pressing issues that has been echoed throughout the past 3 years is the daily struggle with the cost of living, especially among our younger workers and newcomers to Canada.  Changes to our compensation can only be renegotiated at the next round of collective bargaining, which will lead to a new collective agreement in 2026.  While that is still far away, the work towards that will start well in advance and we encourage you to participate in upcoming meetings and discussions in deciding our bargaining priorities. 

Central Region Woman’s Advocate Contacts:

https://yyzd301.com/womens-advocate

All Contacts for Woman’s Advocate from coast to coast:

https://www.unifor2002.org/Services-Departments/Women-s-Advocate

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DISCLAIMER: This is a newsletter from the Central Region representative of the Bargaining Committee. This newsletter is not intended to communicate any views, positions or opinions of duly elected officials at the Unifor National, Local 2002, or of the Bargaining Committee. This is simply a summary of things that have crossed my desk as the representative for Central Region, which I believe the membership in the Central Region may find to be relevant.

One Year Anniversary

This marks the one year anniversary since I took office as Bargaining Representative for the Central Region. It continues to be a very rewarding experience as I get to know more members from across the country and especially within our Region, which makes up 45% of the total Air Canada membership. Every day brings new challenges and opportunities to help make our workplace better, and I want to thank members of the Central Region for your continued trust and support.

YTO-RES Jamboree

On July 21, 2023, YTO-RES had their second annual Jamboree.  The Bargaining Committee was in town for meetings and were invited to attend.  It was great to see both Union and management participating in this joint event.  Thank you District Chair Satya Singh for the invitation and your amazing hospitality.

Annual Time Bank Deposit: For September 1, 2023

Article 7.08.04: On September 1st of each calendar year, the Company will deposit into each full-time employee’s time bank the following hours:

Employees with less than 15 years of company service – 16 hours

Employees with greater than 15 years:  48 hours

NOTE:

●       The amount is half for Part Time employees.

●       To be eligible you must have worked at least one day within the previous year.

●       If you have a time bank, the hours will be deposited into your time bank, otherwise the hours will be shown on your pay stub.

●       Layoff and LOAs will affect your company service date and your new company service date will be used to determine eligibility.

Workload at all Work Locations

Once again it is the busy summer season and flights are full.  The media is reporting that the company has more staff than the summer of 2019 but some departments are in fact well below this figure.  I don’t want to get into specifics about this as there is an arbitration scheduled in September for this very issue with CJM.

For the time being, I want to remind everyone not to put your personal health and wellbeing at risk as workloads increase. It is important to always take your breaks in all work areas including Reservations, CJM or Airports.

The increase in workload and the impacts on operations extends beyond just Air Canada. The CEO of the GTAA recently had a press conference on this as the number of cancellations and delays had increased.

Telework (Work from Home): 48 hours notice required if requested to come into the office under LOU34

If you receive a call or email requesting that you attend an in-person meeting at the Contact Centre, you must be given 48 hours notice.  The company may ask you to come in with less than 48 hours notice, but you do NOT need to agree.  You are entitled to 48 hours so that you can make any necessary arrangements in your life outside of work.  Complete language below:

L34.09 Employees requested to attend in office for matters other than an emergency or disruption will be given a minimum of forty-eight hours (48) advance notification. This provision does not apply to disciplinary matters.

The full LOU34 can be found on this link:

https://www.unifor2002.org/UNF/files/1f/1fe1e2bc-aa0f-4237-8f7d-0b20e81c0b1a.pdf

LOE issued for not guarding the printer/gate/paperwork:

The company has issued a Letter of Expectation (LOE) against a member in the Pacific region for having left their position at a departure gate so that they could print their OSL, as the printer at the assigned gate was not functioning.  The company alleges the agent had moved on to other tasks and the OSL did print at the original gate area when it was unattended. This OSL was not shredded and no TR# was recorded. 

The local managers issued a Letter of Expectation arguing what happened is a breach of procedures.  This will not be the last time a printer malfunctions, so to protect yourself against an LOE in case of a printer malfunction, make sure to always obtain a TR# from the Airport Authority/Amadeus Help desk and advise management of the situation before proceeding to your next task.   Please see the full Air Canada Bargaining Committee bulletin to avoid putting yourself in this situation:

https://www.unifor2002.org/News-Room/Air-Canada/AC-Customer-Sales-and-Service-CES/Air-Canada-Reminder-to-Remain-at-your-GATE-to-avo

GHO and VPP Deadline:

Want more Vacation time in 2024?

The GHO and VPP deadline is 23:59 on September 15, 2023 for the following year.  No exceptions are possible if you miss the deadline.   For full details please see the link below.  Any questions please contact your District Union office:

https://yyzd301.com/vacation/

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Harold is the Central Region Representative on the Bargaining Committee

DISCLAIMER: This is a newsletter from the Central Region representative of the Bargaining Committee. This newsletter is not intended to communicate any views, positions or opinions of duly elected officials at the Unifor National, Local 2002, or of the Bargaining Committee. This is simply a summary of things that have crossed my desk as the representative for Central Region, which I believe the membership in the Central Region may find to be relevant.

Congratulations to the newly elected Vice-President from the Central Region.  I wish Saul all the best in his new role and look forward to working with him.

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Quebec City and small bases

Starting June 11, 2023, Quebec City will revert back to being a mainline AC base.  This means that you can now use the online transfer tool to submit a transfer.  When vacancies are declared your transfer will be considered.

Retiree Health Care Plan

Members hired before May 1, 2014, are eligible for post-retirement medical benefits.  However, those of you hired on or after May 1, 2014, are not eligible for these benefits.  This is not new, but just a reminder as many newer members hired since May 2014 may not be aware, and we have to start thinking about our next round of bargaining in 2026.  Members will be asked to provide the bargaining committee with their top priorities at upcoming proposal meetings. The bargaining committee can only bargain for this, or other proposals, if the membership tells us it is important to them at proposal meetings.

There is no change for anyone hired before May 1 2014.

GIDIP and your Pension

If you were hired on or after June 27, 2011, and you were on an approved GIDIP claim, you have a one-time window to buyback your (DC) Defined Contribution part of the hybrid pension plan.  What does this mean for you?  It means that you must contact the pension office within 90 days of returning to work to initiate this buyback.  It is your responsibility to follow up with the pension office and this cannot be done once the 90-day window has passed.  The Form required is ACF850F.

If you were hired before June 27, 2011, there is no action required.  When on an approved GIDIP claim, your qualifying pensionable service is uninterrupted.

To contact Pensions, call 1-855-354-6944.

B1 Passes

As communicated by the company, the B1 passes are coming to an end.  This is very good news, and it was only possible thanks to the collective effort of all union groups. I want to thank everyone that has shared their concerns with me and with others in leadership and for making your voice count.

Part Time payroll Deductions

The Bargaining Committee has filed a policy grievance regarding the Part Time calculations on GIDIP premiums and other deductions like VPP payroll deduction.  This grievance is to address the issue where some Part Time members have overpaid GIDIP premiums while others have underpaid.  Through the grievance process we will be asking the company to correct these deductions and correct the under/overpayments.

June is PRIDE MONTH

Unifor is committed to representing all members and creating safer and fairer workplaces for lesbian, gay, bisexual, queer, two-spirit, intersex, non binary and trans union members. We're proud of the work we do to confront homophobia and transphobia in the workplace.

All members are encouraged to get involved in local Pride events taking place this month and to bring Unifor’s dedication to social justice to cities and towns throughout the Central Region.

My Unifor Includes Me - YouTube

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Canada’s Wonderland Membership Appreciation Day, Sunday, July 9, 2023

https://www.unifor.org/news/events/canadas-wonderland-membership-appreciation-day-sunday-july-9-2023

Harold is the Central Region Representative on the Bargaining Committee

DISCLAIMER: This is a newsletter from the Central Region representative of the Bargaining Committee. This newsletter is not intended to communicate any views, positions or opinions of duly elected officials at the Unifor National, Local 2002, or of the Bargaining Committee. This is simply a summary of things that have crossed my desk as the representative for Central Region, which I believe the membership in the Central Region may find to be relevant.

Financial Secretary Treasurer

Today you should receive a link with your electronic ballot for an important election in our Local: the Financial Secretary-Treasurer (FST). 

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Elections are not the fastest or cheapest way to pick people for jobs, but when the work involves decisions that affect the membership, then it is important to hold elections so that the union remains accountable to you.  As you receive and cast your ballots to elect our next FST today, I also invite you to think about if this is a role you may want to run for in the future yourself. The more members get involved in running our union, the better off and stronger we will be.  To be clear, the role of FST is not to be an accountant.  Just like we would never hire staff lawyers through elections, we are also not looking to elect an accountant in this role.  The union hires professional chartered accountants and bookkeepers, and the FST provides leadership and oversight to represent the membership in the day-to-day operation of our Local.  For example, I invite you to read the profile of the FST of Unifor National: Len Poirier | Unifor National

In a lot of ways, the FST is the glue that holds the Local together with responsibilities that include:

-          managing the everyday operation of the office;

-          ensuring membership lists are up-to-date and all applications for membership are properly handled;

-          overseeing the preparation of annual financial statements for the Local by staff, and ensuring these are certified by an independent auditor for the Executive Board; and

-          performing the duties of Recording Secretary and Secretary Treasurer as needed according to our Constitution.

For this election, we have two candidates to choose from:

■     Charlotte Pape:

Charlotte has served as Vice-President of the Central Region since 2017 and EAP coordinator since 2021.  Charlotte brings a lot of experience and leadership in various roles in the airline industry and diverse roles within the union supporting the membership. 

■     Wade Ireland

Wade is the incumbent, having served for 12 years as FST and 37 years in aviation, and many years as a vice chair.

Please take the time and cast your vote for the candidate you think will represent you best in this role. 

Electronic Voting Begins on Thursday, April 27, 2023 at 12:00 Noon and ends Tuesday, May 02, 2023 at 11:59 AM. 

If you have not received a link to your ballot in your personal email (non-AC email)  by noon on Thursday April 27, 2023, then follow the link below to register!  Every vote counts!

https://www.unifor2002.org/Services-Departments/Elections/Update-Your-Voter-Profile

B1 Passes

We hear you: the B1 passes remain a top concern for the membership. It is simply unfair to arbitrarily grant B1 passes to some employees and leave Unifor members behind.  It’s clear that if the company feels the need to grant other employees the B1 passes, it’s only to compensate for inadequate compensation or benefits in other areas, but this can’t be done at our expense. The bargaining committee is taking this issue very seriously, and the Union has raised the issues concerning B1 passes at the UMHQ (Union Management Headquarters) meeting earlier this month, and we will continue to press the company on this again in the future. 

I also want to acknowledge that many members have sent the Union form emails to show support for raising this issue.  We love to see members being engaged, and I invite you to continue supporting your union leadership in further escalating this issue.  Instead of form emails, please consider sending specific examples to your district leadership showing exactly how the B1s have directly affected you with real life examples.  A form letter from 100 members is not nearly as strong as 25 members explaining how it has affected them directly.

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Harold is the Central Region Representative on the Bargaining Committee

DISCLAIMER: This is a newsletter from the Central Region representative of the Bargaining Committee. This newsletter is not intended to communicate any views, positions or opinions of duly elected officials at the Unifor National, Local 2002, or of the Bargaining Committee. This is simply a summary of things that have crossed my desk as the representative for Central Region, which I believe the membership in the Central Region may find to be relevant.

President Tammy Moore Acclaimed

Congratulations President Tammy Moore on your re-election!  After a successful term leading Unifor Local 2002, Tammy was acclaimed for a second term as President.  Speaking for the Central Region, we are pleased to have Tammy at the helm leading us through challenging times. 

MAKE SURE YOU ARE REGISTERED TO VOTE!

We will be having elections in the upcoming weeks for the positions of Financial Secretary-Treasurer of the Local and Vice President for the Central Region.  These positions are elected to represent your interests on important issues, so I urge everyone to take the time to register to vote and to cast your ballots!

Unifor 2002 uses an electronic election process.  It is fast, safe, and accurate.  Once you are registered to vote, you will receive a link to an electronic ballot.  This can only be done using a personal email address, as the Union will never use your company email address for Union elections.

If you are not registered to vote, or you are unsure, please use the link to below to register:

https://www.unifor2002.org/Services-Departments/Elections/Update-Your-Voter-Profile

YTO-RES “AP MED(A)”

YTO-RES members are still eligible for what was formally called “Medical R/O”.  It is important that you try to shift trade first, and as a last resort request via email (cc Union), AP MED(A) from your local manager.  The company has committed to trying to help you as a last resort, but it is still subject to operation requirements. 

On recent changes to our leave provisions

With the new leave provisions in place, Family Care is no longer a type of leave, and instead we have ten paid sick days along with 48 hours of Family Responsibility (FR) leave.  With these changes, you are also required to substantiate leave requests, as appropriate.  This is a change in some circumstances, where previously you were not required to substantiate a Family Care leave to look after parents, dependent children, etc.

Be sure to provide information when it is requested by management so that the company does not enter your leave as AU (Unpaid).

Attendance line for Contact Centers

When leaving a voicemail, try to provide the pertinent details in your message so that your leave is entered correctly by the company.  For example, if you are calling in ill for your shift, it’s important to specify the absence is due to yourself being ill.  If you are reporting an absence for family responsibility, you also need to clarify that, for example, you are not reporting to work because your mother is ill. 

AIRPORTS & CJM sick days VS Family Responsibility

To take a sick day, you would report to the sick line, and if you need to use leave for FR, you must fill out the FR DAY-ONLINE form.  The link to the Form can be found here:  https://yyzd301.com/family-responsibility-day-fr-day/ 

Remember you must be signed into Aeronet to access the FR-DAY Form and it can be filled out up to 29 days in advance.

If the company requests for substantiation of your leave, and you are unable to provide the requested information, you will need to email YULER to explain why you are unable to provide the requested information, to avoid having your leave coded as AU(unpaid).

Any questions about leave provisions, please reach out to your District Union Office

Assigned seating at CJM

Thank you to everyone at CJM for your participation in the survey on recent changes in your workplace.  With your support, D304 District Chair David was able to have the company reverse the practice of assigned seating.

YOW-ARPT and Streamline Concerns

YOW District Chair Tracy N and I met with local management and Labour relations to discuss the concerns brought forward with Streamline.  The company has agreed to review and work on more training with the coordinators of Streamline. 

Harold is the Central Region Representative on the Bargaining Committee

DISCLAIMER: This is a newsletter from the Central Region representative of the Bargaining Committee. This newsletter is not intended to communicate any views, positions or opinions of duly elected officials at the Unifor National, Local 2002, or of the Bargaining Committee. This is simply a summary of things that have crossed my desk as the representative for Central Region, which I believe the membership in the Central Region may find to be relevant.

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Update on Family Care Policy Grievance

The union has reached a settlement with the company on the implementation of ten paid sick days and the Family Care language we had in our Collective Agreement.  The Unifor Local 2002 Air Canada Bargaining Committee has issued a bulletin dated March 14, 2023 with more detail, available at the following link.

Volunteer Manager Grievance: Protecting our Scope Work

The union filed several grievances in the summer of 2021 because the company had called all available managers for all departments to come and “assist” with the operation at YYZ-ARPT.  This was a clear scope violation, as anyone who is not a member of Unifor is not allowed to be brought in “as needed” to perform our work.  If there is a staff shortage at the airport, the solution is more adequately trained CES Agents.

Our grievances on this issue have resulted in the company providing funding and hours for District 301 union leaders to attend training with Unifor’s National Education Department, since the scope violations occurred at YYZ-ARPT.  This is a significant outcome to show to the company that the union will always stand up to protect our scope work.  The training opportunities for the District that was affected by these violations will also help the union serve the membership more effectively into the future.

This was only possible thanks to the support and collaboration of members so that the union could file grievances over several examples. A special thank you to the former Bargaining Rep for the central region, and current District Chair of CJM, David Peng, for his dedication to this arbitration, which started under David’s leadership when he was the Bargaining Rep and he carried it through to the finish.

GIDIP ROAD SHOW

Come and meet the Unifor 2002 GIDIP trustees and ask any questions or concerns regarding our disability plan.  It’s always good to be well informed and to get to know the plan, and hope that you never need to make use of it.

A zoom link will be made available for anyone unable to make it in person.  Zoom links and exact location and times will be communicated by your District Chairs closer to the event. Upcoming dates include:

April 27: Toronto, Sheraton Four Points Hotel – Meadowvale 1000-1200 & 1500-1700

April 28: Toronto Terminal 3 Sheraton Gateway 0900-1100 & 1300-1500

To View the full Unifor 2002 Bulletin: Bulletin Link

Small Base update coming soon

The bargaining committee continues to meet with the company and our counterparts at Jazz as instructed with the arbitrators’ decision.  The committee will be sharing any details as soon as they are available.

Not using your company email when communicating with the Union

Here is an interesting article on a well-known Canadian employer that was secretly having every email sent from their company’s email system to automatically BCC Labour Relations, without the sender’s knowledge.  Some unionized employees had been using their company email to communicate with their union, and only found out by accident that these emails were being shared with the company as well.  To be clear, there is no reason to think that this has happened with our employer, but this article is a reminder that our employer’s email system is controlled and monitored by the employer.  It is always recommended to use a personal email address, and not one issued by the company, to communicate with the union. For the article click here:

https://www.theglobeandmail.com/business/article-snc-lavalin-email-surveillance-union-negotiations/

“On Dec. 1, 2021, several Candu employees reported to the union that when they sent an e-mail to staff members of SPEA or to an SPEA e-mail account, they received an automatic “out of office” response from one of SNC’s labour-relations managers, Dana Duncan. This was despite the fact that Ms. Duncan’s e-mail address was not included in the original e-mail.”

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Harold is the Central Region Representative on the Bargaining Committee

DISCLAIMER: This is a newsletter from the Central Region representative of the Bargaining Committee. This newsletter is not intended to communicate any views, positions or opinions of duly elected officials at the Unifor National, Local 2002, or of the Bargaining Committee. This is simply a summary of things that have crossed my desk as the representative for Central Region, which I believe the membership in the Central Region may find to be relevant.

Membership meetings held in the Central Region

Very grateful to all the members that participated in our membership meetings last month in the Central Region.  If you were unable to attend, we will have these again.  If you have attended in the past, make sure to let the new hires know what the meetings are about and bring them along with you.

It’s been a while since the last newsletter of the Central Region, but a lot has been happening and we are due for an update.

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CJM, District 304

After much hard work by CJM District Chair, David P, the company has agreed to bring back the leads in this department.  Communication went out to the members of D304 last month and the selection process has begun.

The Leadership of Unifor Local 2002, including President Tammy Moore, was on hand in early January to support David in meetings with local management over numerous concerns at CJM affecting our members.  I want to thank members of D304 for rising above the challenges and to assure you that the leadership at Unifor Local 2002 will continue working to improve working conditions. 

YTO-RES, District 300

Setting up work from home configurations has hit a few obstacles, with the first phase of Internet speed tests taking longer than expected.  I understand that kits have started to be handed out, with even more on the way. The next phase of speed tests is expected to start in the next week.

Your District Chair, Satya, and I met with the company for the quarterly Monitoring and Measuring meetings.  A number of issues were discussed, including the recent issue where our members’ schedules were not loaded into total view.  The company agreed this was not acceptable and committed to investigate and resolve the problem. 

In other good news, the Groups department will be increasing on the next shift Bid as customer loads continue to increase.  Your DC Satya and I are committed to representing the growing membership in this specialized function in Toronto. 

YOW-ARPT Planners

District Chair Tracy N and I have had discussions with Labour Relations and local management regarding concerns of how planners are scheduling the blocks.  We are working together to try and fix some issues.  In the meantime, it’s important to remember that once you acknowledge your lunch break, it cannot be changed without the company advising the employee of their available options. (Article 6.02.04 NOTE 2)

Rates of Pay Increase

Everyone will receive a rate of pay increase at the end of February.  Details are covered in Article 5.04.

On the A scale, your pay will go up by 2%. On the B scale, your pay will move over to the 2023 column at the same step.

It is important to remember that it will be the first FULL pay period after Feb 28.  This means your increase will be reflected on the pay that is scheduled to be deposited on March 29, 2023.

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Sick Days

We are still waiting for the company to inform the Union of how they plan to implement the new federal law granting 10-PAID sick days to federally regulated workers.  I understand they have already finalized discussion with IAM, and we have been told to expect something for Unifor shortly.  The Bargaining Committee will keep members informed as soon as there are any developments.

Arbitration on LOU-38 Joint Harassment Investigation Process

Since July 2021, the company has not been following LOU 38 set out in our Collective Agreement.  A Policy Grievance was heard at arbitration late last month, and I am pleased to share that we have reached a settlement.  For any harassment complaints that involve two members of the same bargaining unit, a thorough and detailed investigation will be conducted by a fully trained and qualified Unifor Local 2002 staffer.  All complaints are still to be filed via the company  HRHO office.  If you have any questions, please contact your District Leadership.

2022 T4

It’s that time of the year again: tax season!  In preparation for tax time, the company has issued T4 slips for the 2022 year.  There has been some confusion as the company issued two T4s for the same year, but the company has confirmed that this was not a mistake and that you need to use both when filing your taxes for 2022.  If there are any issues with your T4 slips or you have any questions about this issue, please reach out to Air Canada HR.

GIDIP Road Show

The first GIDIP stop in the cross-Canada tour kicked off in Vancouver earlier this month.  If you have any questions or concerns about our disability insurance plan, please attend an upcoming meeting in the Central Region.  The first meeting in Vancouver proved to be very informative, and it was a great opportunity for members to speak directly with our GIDIP trustees. 

March 23 – Ottawa

April 27 & 28 – Toronto

Your District Chairs will announce the locations and times closer to the event.

DISCLAIMER: This is a newsletter from the Central Region representative of the Bargaining Committee. This newsletter is not intended to communicate any views, positions or opinions of duly elected officials at the Unifor National, Local 2002, or of the Bargaining Committee. This is simply a summary of things that have crossed my desk as the representative for Central Region, which I believe the membership in the Central Region may find to be relevant.

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Merry Christmas & Happy Holidays

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With the holidays fast approaching, I want to wish you and your loved ones a Merry Christmas and happy holiday season!   While many workers start to wind down as we get closer to Christmas, in our line of work this is one of the busiest and most challenging times as the winter weather sets in. I want to remind everyone working in CJM, Contact Centres and the Airports to make sure you take your breaks, take one customer at a time, and to work one duty/assignment at a time.

It can also be a stressful time of year outside of work and your Employee Assistance Program is available 24/7.  Remember it is 100% confidential and free to use. They can be reached toll-free at 1-844-880-9142

CUPE & SCOPE WORK

Our CUPE union partners representing In-Flight have agreed to issue a bulletin reminding their members not to perform our scope work, for example by pushing wheelchairs on flight arrival.  I appreciate the solidarity and support from our friends at CUPE.

In return, CUPE is asking for our support to help protect their contractually bargained crew seats on board flights. All crew seats are to be left empty unless every single non-crew seat is occupied.  For example, if there is even one other empty seat anywhere on the flight, we should not be using crew seats to seat a family together.  Crew seats can be identified by a dark blue highlight around them.  The picture above is an example of the crew seats on a seat map.  Any questions please reach out to a LEAD or CM Coach.

Sick Days

With the announcement from the Federal Government regarding the ten paid sick days we have asked repeatedly for an update from Labour Relations on how exactly this will be applied for our compressed shifts.  An update from both the company and Union should be forthcoming.  Here is a link to the latest details from the Government of Canada.

https://www.canada.ca/en/employment-social-development/news/2022/11/minister-oregan-announces-final-regulations-to-bring-10-days-of-paid-sick-leave-into-force.html

GIDIP

Your GIDIP board of trustees are planning a cross-Canada roadshow starting in February 2023, with dates and locations to be announced soon.  This is to give everyone the opportunity to ask questions and get to know your GIDIP trustees. 

You can also share questions or concerns directly with the GIDIP trustee for your region at any time.  In Ontario, Terry Carlucci is our trustee and she can be reached at Terry@unifor2002.org

I look forward to seeing you at one of these upcoming meetings.

Small Base Update

Our bargaining committee has met with the company to begin discussions on the Arbitrator’s decision on the small bases.  The discussions are currently ongoing and it’s too early to share any outcomes.  We have tentatively booked dates to continue this important work in January 2023.  Stay tuned for more updates to come.

Unifor’s Submission to Labour Shortages in the Canadian Transportation Sector

Here is a quote from the submission: “As customer satisfaction deteriorates and bottlenecks get worse, aviation workers are facing increasing harassment on the job including verbal and physical assaults, with many being filmed and posted about online for a situation they have no control over – by design.”

The full submission can be read here:

https://www.unifor.org/resources/our-resources/unifors-submission-labour-shortages-canadian-transportation-sector

Visiting the District where I started

I had the opportunity to visit and participate in District 508 (YSJ-RES) membership meeting, where I started my career with Air Canada in 1996.  I look forward to visiting more districts in the new year and meeting more members to hear what’s on your mind, the good and the bad!

Thank You Atlantic Bargaining Rep Tracy R, District Chair Edie K, and President Tammy M for your invite to D508.  Can’t wait to go back.

I wish you and your family all the best during this holiday season!

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Harold is the Central Region Representative on the Bargaining Committee.

DISCLAIMER: This is a newsletter from the Central Region representative of the Bargaining Committee. This newsletter is not intended to communicate any views, positions or opinions of duly elected officials at the Unifor National, Local 2002, or of the Bargaining Committee. This is simply a summary of things that have crossed my desk as the representative for Central Region, which I believe the membership in the Central Region may find to be relevant.

Work at Home Agreement for Contact Centre

After weeks of discussion with the company, your bargaining committee has come to an agreement for work at home.  This agreement will be rolled out in three phases in all three contact centres. 

Some highlights for YTO-RES:

●      Once you accept a telework position, you are committed for a minimum of six months

●      You will be provided with a laptop, one monitor, a keyboard and mouse, a docking station, power cord, and a headset

●      A T2200 for income tax purposes

●      You must have an adequate workstation available in your home

●      You are responsible for the office furniture that meets your needs

●      You must have high speed internet

●      ONE shift BID/VAC BID for those in telework and working in office

●      Catchment area is 120 minutes from the office

●      Any transfers into RES would need to complete their training before exercising their seniority to apply to participate in the telework program when telework vacancies are declared.

Full negotiated Language can be found here:

https://www.unifor2002.org/resources/UNF/PDF/22-11-01_Unifor-AC-AE_LOU34-Work-at-home_Final.pdf

Solidarity with CUPE education workers

On Sunday, October 30, CUPE education workers served their 5-day strike notice ahead of a final week of mediation with the provincial government. These education workers are some of the first groups to negotiate with the province after facing four years of Bill 124’s 1% wage caps.

The Ontario Government's Education Minister Stephen Lecce invoked the Notwithstanding Clause and introduced back-to-work legislation to prohibit a strike and impose a contract on 55,000 education workers. No government in Canada has ever taken this egregious action before.

The Supreme Court of Canada has repeatedly upheld workers' collective rights to engage in free and fair bargaining.

Unions across the province are standing up. You can help by making calls to support education workers. RSVP for the Justice for Workers Phone Zap on Wednesday, November 2, 2022.

The right to strike must not be eroded. In Canada, workers agree to abide by an already rigid set of laws that govern the right to strike, and how and when it can be used. Invoking the Notwithstanding Clause revokes that right and we must all strongly oppose this attack on worker’s rights.

Unifor will stand with CUPE education workers as they determine their next steps in this fight. We know that the only place to reach a fair contract is at the bargaining table, but Minister Lecce refuses to meet education workers on equal footing.

Workers must remain united and be firm in our demands for fair wages.

Tweet from Unifor President Lana Payne:

The #notwithstandingclause was NEVER meant to be used to circumvent constitutionally guaranteed union rights. Those rights include the right to collective bargaining and to strike. What is happening in Ontario right now is an attack on workers rights everywhere. #onpoli #canlab

GIDIP Trustee

In the Central Region we are very fortunate to have Terry Carlucci as our GIDIP Trustee.  Terry works as a CES in YOW and has been a GIDIP trustee for several years.  If you have any questions like applying for, appealing or what can be done to ensure an easier return to work, please reach out to Terry.  Please remember to use your personal email and not your AC email address when communicating with her.

Terry@unifor2002.org

All conversations with Terry are confidential and private. 

For more information on the GIDIP program and your GIDIP benefits at a glance, see this page on the Unifor 2002 website: Unifor2002 - GIDIP

Women’s Advocate – Central Region

A Women’s Advocate is a specially trained workplace representative who assists women with concerns such as workplace harassment, intimate violence, abuse, suicide prevention, depression, pregnancy, stress, separation, and divorce.

Yolanda Cornwall is our Central Regions Women’s Advocate.  She currently works out of YTO-RES but before 2020 she was a member at YYZ-ARPT.  Contrary to her title she is available to help any members regardless of gender.  Her number is 519-280-5134 and her email is yolanda@unifor2002.org

All communication with her is strictly confidential.

Here is a link for all regions’ contact details:

https://www.unifor2002.org/Services-Departments/Women-s-Advocate#:~:text=The%20women's%20advocate%20provides%20referrals,separation%20and%20divorce%2C%20and%20stress.

DISCLAIMER: This is a newsletter from the Central Region representative of the Bargaining Committee. This newsletter is not intended to communicate any views, positions or opinions of duly elected officials at the Unifor National, Local 2002, or of the Bargaining Committee. This is simply a summary of things that have crossed my desk as the representative for Central Region, which I believe the membership in the Central Region may find to be relevant.

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Municipal elections will be held in Ontario on Monday, October 24.  Make your vote count, and be part of the change you wish to see by participating in your municipal elections across Ontario. 

You will be asked to show one piece of identification that has your name and address. See the complete list of acceptable documents for voter identification.

As you take the time to read over the platforms of the various candidates, I also invite you to have a look at the information being made available by the various regional labour councils across Ontario.  In some regions, they may have endorsed candidates that take workers’ issues seriously.  Here are a few local labour councils across Ontario for your reference:

Toronto & York Region Labour Council:

https://www.labourcouncil.ca/municipal2022

Peel Labour Council:

https://www.peellabour.ca/municipal2022

Ottawa Labour Council:

https://ottawalabour.nationbuilder.com/ottawa_labour_council_endorses_candidates_for_city_of_ottawa_councillor

Hamilton Labour Council:

https://www.hamiltonlabour.ca/municipal_election_2022

London Labour Council:

2022 City of London Municipal Election Resources – London and District Labour Council (londonlabour.ca)

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Harold is the Central Region Representative on the Bargaining Committee.

DISCLAIMER: This is a newsletter from the Central Region representative of the Bargaining Committee. This newsletter is not intended to communicate any views, positions or opinions of duly elected officials at the Unifor National, Local 2002, or of the Bargaining Committee. This is simply a summary of things that have crossed my desk as the representative for Central Region, which I believe the membership in the Central Region may find to be relevant.