Setting Expectations.....
Hello Everyone ,
I hope that you are enjoying your summer so far .This newsletter should help you navigate some conversations that our members are having in anticipation of our upcoming bargaining in the lunch rooms and on Social media.
Lay Offs
The subject of layoffs is consistently brought up to me. There were some leaves offered to Unifor members in Calgary to mitigate staffing level surpluses. Though our IAMAW represented below the wing colleagues have been affected in Calgary, so far there have been no talks of layoffs above the wing( UNIFOR) anywhere.
It is also important to note that status ( Part time vs Full time ) is not a factor in layoffs eligibility. The only element that matters is seniority. Each individual will be offered status(es) and/or locations they may be able hold according to their seniority. The most juniors may not have any options but to be laid off. Keep in mind that any employee NOT on probation ( 182 days of service and above ) is entitled to recall rights of at least 5 years.
Ultimately, I would like to reiterate that the bargaining committee has not been approached by the company about any layoffs within the UNIFOR Group.
Flight attendants ( CUPE)
As a Unifor representatives it would be incorrect for any of us to make comments on another union’s bargaining process. We are not privy to the details of the AC/ CUPE talks. I would caution you against any information that is not coming directly from CUPE and/ or the Company. We know that our Flight attendants will be in a legal position to strike on August 16th 2025 at 00.00 so please plan travel accordingly…..
Pay Equity
There’s much anticipation on the findings of pay equity. Please be reminded that all members of pay equity committees are subjected to very strict confidentiality. Any information not coming from an official statement from the unions and or the company is speculative.
GIDIP
There are calls especially in Vancouver to have the company “pay” for GIDIP the way it does for other unions.
My duty to you is to ensure that you are provided with pertinent information before making a judgement.
AC unionized employees :Pilots, Ramp, Groomers, Flight attendants and CESs are all subjected to a wage replacement program. Ours is called GIDIP( Group insurance disability income program) and is 3.542% of our wages. The wage replacement insurance/program is covered by the company for Pilots and for full timers for the Ramp and Groomers. Part timers in The IAM group do not have access to many benefits and are not covered by a wage replacement insurance. Flight attendants like our group pay their wage replacement themselves: 4.3%. 60% of wages non taxable up to 71 years old.
If changes to GIDIP are crucial to you please ensure that you communicate it to the bargaining committee during proposals and in your surveys. Any questions or proposals on GIDIP can be directed to the GIDIP trustees at:
https://www.unifor2002.org/Services-Departments/GIDIP
Survey
There is a link to a survey for the pacific region below. It is imperative to put the survey in its context to set expectations and prevent any future misunderstandings.
First, it important to note that UNIFOR holds the bargaining certificate. The national Union has a decisive say in the bargaining process.
There will be many voices and votes during our next round of bargaining:
5 bargaining representatives from the ACBC( Air Canada Bargaining Committee).
4 bargaining representatives from Loyalty( formally known as Aeroplan).
Our local president Tammy Moore ( Unifor 2002).
Our National staff representative Frances Galambosy ( National Union).
And the Director of aviation Sandi Mc Manus .( National Union).
12 people will be seating on that bargaining table
Surveys are done collectively ( there are no regional distinctions)
Vancouver holds 11-13 % of the votes/members.
Bargaining is unlikely to start before December 2025 . Canada’s Labour code typically has a 90 days period for collective bargaining.
There will be upcoming pension sessions. These meetings could have a significant impact on your bargaining priorities.
Kindly be reminded that a regional survey cannot dictate the direction of bargaining but it can give your representative clear data on your priorities. Being aware of the facts will give us the tools to understand where we stand in the pacific region and strategize how our voices could be echoed with the rest of the membership.
Lastly, the results on the survey will be made available through the District and Vice chairs. The company is paying attention, we will not give them our plans and aspirations on a silver platter. Publishing the results would offer them ample ammunition to create a blueprint for a counterstrategy.
Without further ado your pacific region survey :
https://forms.cloud.microsoft/Pages/ResponsePage.aspx?id=PR9QDgeQ7EqSd4ht3TLxCzyqDnxp_KhGgosaFUWO8PRURExYV1VDM0Q1R1FVNVBSQVY2MTRIM05USC4u
Thank you for your time and readership
In Solidarity and Iron focus
Soppo
S.G