our Bargaining Committee has entered the final weeks of the 60-day conciliation process. At that point, we will move into the 21-day cooling-off period if we do not have a tentative agreement to present, an important step in the legal process. This is the final phase before potential job action becomes legal, and we are preparing accordingly. Remember, before any job action can take place, your Union will come to you for a strike vote, and with that, will outline the issues we are up against as to why we need the strike mandate to move forward. We have included a link to the last Podcast that deals with this: https://youtu.be/qptJIBJK1zo?si=Hr02actPLGs4I7Ru.
A Strike Q&A bulletin was previously issued — click HERE to review it.
Here is a list of FAQ’s on strike preparedness that have been coming in:
Strike FAQ:
1. Vacation during Strike – what happens, do I remain on vacation, can I get double pay for vacation and picket?
If you are to go on Strike or be locked out, your vacation will stop, and you will be placed on Strike or locked out.
2. I’m a temp transfer; I get bulletins from both bases. Where should I be participating?
You should sign up wherever it is easier for you to participate, that can be your new temp base, or any other mainline/ rouge base.
3. What is Strike Pay all together? What do I need to do to get it?
All this info can be found in our Strike Q&A (this will be posted on the ACC HQ website)
4. What is Strike date? How do I bid?
As per the most recent podcast #4, we do not have a Strike date established. We will be in a position to provide a minimum 72hr Strike notice as of August 16. We would need to take a Strike Vote prior to this, as well. The Union must provide a minimum 72 hrs notice of a Strike and like wise for the employer to lock us out.
5. If I miss ART because of a Strike, will I need to do SPIN (requal)?
This will all be dependant on how long we would be out for, and if the company seeks any exemption due to job action.
6. WIP:
Medical questions: If I’m on WIP can I still walk the picket line? If I’m on WIP, do I still get WIP or would I be forced out on Strike?
If you are on WIP, and are a member of the Union, you can walk the picket line as long as you are medically able to and are not jeopardizing your recovery. You may support the Strike cause , if it is not a conflict to the reason you are off on disability. IE broken limb so I help with the telephone line. You will not receive Strike Pay if you are already collecting lost wages through WIP.
Can those on WIP vote in the Strike mandate?
Yes, those on WIP can still participate in a Strike Vote.
7. If on layover and Strike what happens to us? Do I need to pay my own way home?
The Union has proposed a shut down plan to the employer, and we are awaiting a reply. This agreement ensures our members are not stranded and that the shut down is done with the least impact to members. Part of this agreement also speaks to how we would return from Strike.
8. Also: If I’m on layover I know AC/Union will try to get me back to home base, but I’m a commuter from YVR-YYZ, can I get sent directly back to YVR from Asia instead of YYZ base?
The Union will be asking that all members be returned to their base.
9. I’m on probation, what can’t/shouldn’t I participate in?
You are a full member of the Union and cannot be disciplined, suspended or terminated for participating in any lawful, Union sanctioned activities. To be clear, probationary employees have the same rights when it comes to supporting their Union during bargaining. If the employer chooses to target those members the Union feels we would have the grounds to grieve and have a high likelihood of success.
10. Will we still be paid on Friday, August 15th for the August mid-month pay cycle?
As it stands currently, we see no interruption of pay for members on this date.
11. In the event there is a Strike action, and I had days off scheduled during the Strike, are they rendered irrelevant? Am I expected to be available on those days to assist?
Yes, they are rendered irrelevant, and you will be asked to reach out to your Local to schedule your time on the picket line or doing other Strike duties as assigned by the Local in order to collect Strike Pay. The Locals will do their best to accommodate members’ schedules.
12. Will our schedules with time off and time scheduled for work for the rest of August be nullified by the Strike action. Or will they just resume intact afterwards once our job action stops? What about our members with vacation time? Is that vacation time deferred or is it just lost?
As it stands there will be no impact to your August schedule, now this can change and in that event the Union will be holding information session Zoom meetings to provide these details when appropriate. We are trying to secure agreement on how the Airline would “start up” in the event we Strike and the Strike ends.
13. Even though our voting begins already on July 31st, will you be encouraging members to wait before they vote? If, for example, no tentative agreement is presented on July 31st, but you contend one is forthcoming?
The Union has yet to set a date for a Strike Vote. We are gauging progress at the table and will communicate if and when a Strike Vote will be needed in the coming weeks. The Vote will be opened at on a predetermined date and time and we encourage ALL members to VOTE as soon as they are able.
14. I did listen to the podcasts, but I am still a little confused on the health benefits portion. I am pregnant and need to make sure I am still covered for all of my tests and midwife appointments. Would we still be receiving basic health care coverage from the company?
CUPE National Strike Regulation on Benefits:
INSURANCE PREMIUMS
7.1 The Strike Fund shall pay, from day one of a Strike or lock-out, group life and group extended health premiums for the members entitled to Strike Pay for the whole period of the Strike, if the premiums are not prepaid.
7.2 Where the employer refuses to continue to pay its share of the insurance premiums, thus jeopardizing the group life and extended health coverage, the Strike Fund shall pay the full premiums for this coverage for the duration of the Strike.
7.3 Payment will be issued upon receipt of a list of employees for whom premiums are being claimed, showing the type of coverage held by each member and the rate of premium applicable.
7.4 Where the employer’s insurance company refuses to continue coverage for group life and group extended health premiums for the members, CUPE will ensure members don’t suffer any break in coverage for the duration of the Strike.
7.5 If an illness is declared during a Strike, and where no short-term disability plan (STDP) or long-term disability plan (LTDP) is approved by the insurance company, or if the Insurance company stops payment of STDP or LTDP because of a Strike, CUPE will provide the member affected with weekly Strike Pay in lieu of STDP/LTDP.
Remember, a strike vote shows solidarity and does not mean a strike, it means that we are all in it together, it does not mean a strike will happen. It will show your strength is behind your Bargaining Committee.
August is shaping up to be a busy and critical month. We are expecting twists, turns, and turbulence ahead. We will be looking to you, our members, to stand strong and support your Bargaining Committee in many different ways. Stay tuned, stay informed, and be ready.
Remember, you are on board for safety-related duties, not to set up galleys on the ground. Many of you have told us that you feel pressured to do so, but the employer has built service expectations knowing that you often do this unpaid work. Stop doing it. If you are unable to complete the service onboard in the time provided, submit an OBR. That is your documentation. That is your voice.
Follow your Collective Agreement. This is your protection. You are not required to use your personal phone or tablet to check in. These tools are available in the COMM Centre or R-Room. We encourage you to check in from there.
To our Service Directors and In-Charges: continue to lead by example. Set the tone and stop giving away your time and labour for free before and after flights, submit for the minutes you are entitled to for you and/or your crew. Refresh yourself on Articles 5.08 and 5.09.
5.08 GROUND DUTY – PRE/POST PERIOD – Where an employee is required to report for duty prior to or remain on duty following the termination of a Duty Period under Article B5.03, s/he shall be paid at one-half (½) of the hourly rate of pay for his/her classification applicable to the duty period
involved.
5.09 GROUND DUTY – SERVICE TO PASSENGERS – Where an employee is required by the Company to provide meal, bar or beverage service to passengers on the ground whether scheduled or non-scheduled and whether the flight operates or not s/he shall be paid one-half (½) of the hourly rate of pay for his/her classification applicable to the duty period involved. The employee shall receive the greater of the:
(a) Combined ground time credits and flight time; or
(b) Duty period guarantee/trip hour guarantee.
Compensation under this Article shall be calculated to the nearest minute but no entitlement will exist for less than thirty (30) minutes.
5.09.01 If the flight operates and there are duty period guarantee credits involved, an employee shall be paid ground duty credits if the total of ground duty credits plus flight time credits exceeds the duty period guarantee.
Example:
A duty period of 12:30 contains six (6) hours of flying time and two hours and thirty minutes (2:30) of Duty Period Guarantee for a total credit of eight hours and thirty minutes (8:30). A six (6) hour delay attracts three (3) hours of paid ground time (three (3) hours = six (6) hours ground time X half the hourly rate of pay). The employee shall be paid nine (9) hours (six (6) hours flight time credit plus three (3) hours ground time credit for his/her classification applicable to the duty period involved.
5.09.02 If the flight operates and there are trip hour guarantee credits involved, an employee shall be paid ground duty credits if the total of ground duty credits plus flight time credits exceeds the trip hour guarantee.
Example:
A pairing with a trip hour guarantee of twelve (12) hours. The flight time credits are 11 hours, and the ground time credits are 01:30 hours (01:30 hours = three (3) hours ground time x half of the hourly rate of pay). The employee shall be paid a total of 12:30 (11:00 flight time credits plus 01:30 hours. Ground time credits for his/her classification applicable to the duty period involved).
We are hearing a lot of discussion, and that shows our members are engaged and ready. Remember, misinformation can create confusion and division. Accurate updates on where we are in the process will only come from your Bargaining Committee. If you didn’t hear it from us in a bulletin, please question its accuracy. You can rely on us to keep you informed with the facts. We will keep you posted as we move forward, please stay tuned for further updates next week.
Stay strong, stay united, and stay tuned.
In solidarity,
Your Bargaining Committee
