Discover more from Harold’s Newsletter
October 11, 2022
Employee Assistance Program Changes
The union has agreed to a 12-month temporary trial of enhanced services offered by Lifeworks (Morneau Shepell). This represents an upgrade which started last month, and if it works out well then the union can consider keeping it on a permanent basis. To access these services, you can call 1-844-880-9137 at any time (24/7/365) or visit
for a free and confidential consultation. Be sure to select “Air Canada - Canada” as the company or organization in the selection box if prompted. Lifeworks can also be accessed from inside the Aeronet by clicking on the “UBY” signage.
The program offers a number of improvements, such as access to a medical doctor by phone who can provide advice for you and your family and is able to fax or call in prescriptions to pharmacies across the country if needed. You also have access to counselling, legal advice, financial advice, and mental health, just to name a few. This is offered at no cost to employees and the service is 100% confidential.
Please see the D301 website for more details on how to access TeleMedicine: https://yyzd301.com/lifeworks-telemedicine/
LOU 38 – Joint Harassment Investigation Process
When Bill C-65 was updated, the company felt they no longer had to follow LOU38 and the “joint process” section bargained in the collective agreement. You can still file a HRHO complaint/concern, and we encourage you to do so as and when needed. However, it is important to be aware that the company will not communicate with Unifor 2002’s Human Rights department to coordinate a joint investigation. The union does not agree with the Company’s interpretation of its obligations, and a policy grievance has been filed for a hearing with an arbitrator. Stay tuned for more information.
In the meantime, it is important that anytime you file a HRHO complaint to also advise your union office so that we can follow up and ensure due process continues to be followed.
Work From Home Interview
I am very proud of Vice-Chair Andrea Panagopoulos from D300 (YTO-RES) for participating in an interview that was featured in the Financial Post.
Here is a quote from the article:
“Andrea Panagopoulos’s employer knows the length of every customer call she handles and can listen back to any of them. The company knows if she pauses before accepting another call. It knows how much time she takes for her allotted daily breaks.”
The full article can be read here:
Small Base or C Base Arbitration from 2019
Your bargaining committee is always having discussions with the company to uphold the collective agreement and arbitration decisions. It can be long process, but it’s an important part of our work as a Union. Here is a key paragraph from Arbitrator Hodges’s 28-page decision issued in 2019 that was significant, and which we continue to monitor:
Transitioning from a Jazz to an Air Canada base will be determined by time and
CSA service. Service requirements are determined by passengers. Passengers are determined by seats. Once a base has obtained a 60% seat threshold for 2 consecutive schedules it will complete the Transition. Calculating the 60% threshold will not include incidental or ad hoc scheduled aircraft. Once a transition is completed it will not transition back to the previous employer until a 2 years period has elapsed. Given the existing scheduling uncertainty and the 737 Max fleet situation transitioning will not result until the thresholds set out above are established and confirmed by the 2020 summer schedule. Once confirmed the provisions of new MOU will take effect in the following pay period.