FALL , HERE WE COME !!!!
Hello Everyone,
It’s time for all of us to accept that summer is effectively over.
Though the temperatures are falling down so should the stress of oversold flights. It took me a while to write this newsletter as it will not be particularly cheerful .The first topic that we find ourselves addressing again is rumours and gossip.
The dictionary refers to gossip as casual or unconstrained conversation or reports about other people, typically involving details that are not confirmed as being true. Many are not ill intended as they repeat unverified information to one another. Let me unequivocally remind you that individuals who are the subjects of these conversations can really be hurt.
Case Study
I was presented with a text message reading “X person suspended” …
As a Union representative I will never comment on anyone’s situation whether real or fabricated. What I know for a fact is that the individual mentioned in the text message was never disciplined or suspended. The person who sent the text has now provided irrefutable proof in writing that they are circulating untrue and damaging information about their colleague. If it is sent to me , trust that they are also being sent to the company.
May I remind you what the code of conduct says on the topic of Discrimination and Harassment:
Any other action that may reasonably be perceived as offensive or disrespectful.
Unifor harassment in the workplace denounces:
Gossip or any other act or words that could psychologically hurt or isolate a member from other members,
The text message is not an isolated incident.
Please be cognizant that these narratives can be very damaging to the individuals on the receiving end of those rumours . I urge you to stop participating in unverified, hurtful and damaging information
If you are not willing to do it for your colleagues, please do it for yourselves.
The Company and Unifor both have a zero-tolerance policy for bullying and harassment. Being found culpable of gossip and or harassment will have very real and detrimental consequences on you.
I am not implying that no discipline or termination has occurred. The reality is that it has. My frustration comes from the fact that the discipline is often the result of uninformed violations of the code of conduct and time theft.
The Company can argue time theft anytime that you are assigned a duty and knowingly dismiss it.
As you are being paid, not showing up to a duty (spat, AF Lobby and Kiosk) can be construed as time theft. Punching in and parking, leaving your duty too early are all examples of time theft.
I urge you to re-familiarize yourself with the Company’s code of conduct, and to attend to your duties as instructed (unless you can substantiate why it was impossible to).
Here is a link to the code of conduct
https://www.aircanada.com/content/dam/aircanada/portal/documents/PDF/en/Code_of_Conduct.pdf
And Here is Unifor document on harassment in the workplace
https://www.unifor.org/sites/default/files/documents/HARASSMENT.ENG_.pdf
PS: Despite a certain narrative, no individual was terminated for enforcing baggage and or Cob policy. If you refrain from following SOP because of a fabricated narrative, you could however be disciplined.
Correspondence
My preferred mode of communication are emails. It’s easier for me to track them, flag them and organize them. Messages on texts telegram are a lot harder to manage . If possible, please contact me by email.
My email address is soppo@unifor2002.org.
I do NOT have access to dc101@unifor2002.org.That email is strictly accessible to the DC and the VC in the Office.
Shift trades etiquette
I highly recommend that you keep a record in writing of the shift trades.
If you have a verbal agreement and the other party decides not to honor it, you will at least have evidence that there was an agreement. You could be accused of slander, should you voice that the other party deceived or failed and are unable to produce any evidence.
Vacancies
This fall we were expecting some vacancies in YVR. The Company has only declared vacancies in contact centres and in YOW, YUL, YQC airports.
We were waiting to welcome our new colleagues to organize a “meet your union event”. Since there will be no addition to the staffing levels in YVR we will organize the event faster than anticipated.
The purpose of the event is to allow the membership to be in contact with different branches of our union. In 2023 we organized it in the summer and members from Swissport, Aeroplan were in attendance .Ask questions get involved .The details of the event will be communicated to you in the upcoming weeks.
Looking to the Future
In 2023, I arranged for YVR to have the most pension sessions in the country. I cannot stress enough the importance of post retirement benefits, especially for those who joined the Company after May 1st, 2014.
The greatest strength of a union lies in solidarity, access to knowledge and engagement .
We currently have more than 150 members not registered to vote. It is our hope to get you interested and engaged . I urge you to be an active participant in your future and register to vote. Unregistered voters will not be able to vote for any upcoming elections( District, Vice president, Bargaining, President ).
Thank you for your readership
In Solidarity and Iron Focus
Soppo,
S.G