Blog Grievance Committee News

June 2019 Grievance Committee Update – Air Canada Component

CHQ-15-07 Denial of B1 Travel Passes
The Union has appealed Arbitrator Steinberg’s determination relating to the B1 Passes Policy Grievance (CHQ-15-07) to a Judicial Evaluate.  This might be heard on Might 29, 2019.

CHQ-16-95 Article 2.04.02.02 (Air Canada rouge Forward Cabin Service)
Air Canada is providing a extra enhanced onboard service on North American and Overseas Routes in the ahead cabin of Air Canada rouge than the Air Canada Mainline International Premium Financial system onboard service.  This grievance might be arbitrated by Arbitrator Stout and additional dates have been added on June 17 and July four, 2019.

CHQ-17-11 B5.03.01 – Ground Obligation (Report Occasions, Obligation Interval Limitations)
Air Canada shouldn’t be including the extra floor time for Service Administrators in the direction of obligation period limitations.  On August 7, 2019 the matter will probably be arbitrated by Louisa Davie.

CHQ-18-10 – Crew Relaxation Unit Bunk Kits
Air Canada violated articles Three, 13, L18, L22, L28, all related provisions of the Collective Agreement, and some other related laws, act, or statute by failing to offer crew rest unit bunk kits as specified in the Collective Agreement. The matter has been referred to arbitration.  As soon as a date is scheduled it is going to be announced.

CHQ-18-11 – Layover Lodge – Narita (Layovers of 32 hours or extra)
Air Canada failed to offer lodge accommodations in downtown Tokyo to cabin crew with layovers of 32 hours or more.   The matter has been referred to arbitration.  Once a date is scheduled it is going to be introduced.

CHQ-18-17 – Vacated Vacation, Article eight.11 (By way of Globe Message)
Air Canada violated articles Three, eight.11, 21.01, all related provisions of the Collective Agreement, and some other relevant legislation, act, or statute, by failing to publish the vacated trip durations by way of Globe message as required.  The matter has been referred to arbitration.  Once a date is scheduled it is going to be announced.

CHQ-18-19 – Crew Complement on Overseas – New Plane B737
Air Canada violated articles 1.02.08, 2.01, Three, 23.03, L60.04 and all relevant provisions of the Collective Agreement, and some other related legislation, act, or statute, by not adequately consulting with the Union when establishing crew complement on overseas operations on the newly carried out B737 plane. The matter has been referred to arbitration.  As soon as a date is scheduled it is going to be announced.

CHQ-18-20 – Failure to Consult – SD Pay Charges – New Aircraft B737
Air Canada violated articles 2.01, Three, 5, 23.03.01 and all related provisions of the Collective Agreement, and another relevant legislation, act, or statute, by not adequately consulting with the Union when establishing pay charges for Service Directors on the newly carried out B737 aircraft. The matter has been referred to arbitration.  Once a date is scheduled will probably be announced.

CHQ-18-21 – Failure to Consult – Onboard Crew Relaxation – New Aircraft B737
Air Canada violated articles 2.01, Three, 23.03.02 and all related provisions of the Collective Settlement, and another related laws, act, or statute, by not adequately consulting with the Union when establishing crew rest seats on the newly carried out B737 plane. The matter has been referred to arbitration.  As soon as a date is scheduled it is going to be introduced.

CHQ-18-27 – Unpaid Work – Move Me Information Publication
The Union claims that Air Canada violated the Collective Agreement, including however not restricted to Articles 2, 3, 5, 21.01, the Canada Labour Requirements Laws, C.R.C. c. 986, any related articles, acts or statutes and all other pertinent sections of the Collective Agreement by requiring obligatory reading of Air Canada’s bi-monthly Transfer Me News publication by Cabin Personnel with out pay.  This requirement is a change to the working circumstances of Cabin Personnel and has been imposed with out consultation and negotiation with the Union.  Cabin Personnel are expected to volunteer and work on their own time, outdoors of normal (paid) hours, and are being denied pay, contrary to the Collective Settlement and the Canada Labour Requirements Laws, C.R.C. c. 986.  The matter has been referred to arbitration.  Once a date is scheduled it is going to be introduced. Please file an eclaim for the amount of time it takes to read this  publication since Air Canada has said it’s obligatory studying.  Denied eclaims ought to be delivered to your native office.

CHQ-18-28 – Minimal Wage
Air Canada has failed to ensure that Cabin Personnel of both Air Canada Mainline and Air Canada Rouge are being paid minimum wage, contrary to the regulation.  By virtue of Part 178 of the Canada Labour Code, this minimum wage applies to all Cabin Personnel of Air Canada Mainline and Air Canada Rouge employed in Ontario. This grievance is held in abeyance pending the result of CHQ-rouge-18-31 which is scheduled for arbitration on July 30, 2019.

CHQ-18-31 – Unreasonable Exercise of Administration Rights – Pre-Employment Settlement
Air Canada violated the Collective Settlement, including articles Three, 13, 24, L14, all related provisions of the Collective Agreement, the Canadian Human Rights Act, PIPEDA, the Arbitration Award of Arbitrator William Kaplan of June 13, 2014 (CHQ-rouge-13-01) and some other related legislation, act, or statute.   Through the pre-employment part, CUPE members are subject to being requested to sign pre-employment agreements, the phrases of which the employer has tried to depend on once the member is part of the CUPE bargaining unit. Any terms in a pre-employment settlement between the Firm and an individual does not survive the act of hiring the person as a bargaining unit member and is not enforceable. That is prohibited and is discriminatory and contrary to the Canadian Human Rights Act, PIPEDA and the Collective Settlement, together with however not limited to an unjustifiable violation of their privacy rights.  The matter can be referred to arbitration.  Once a date is scheduled it is going to be announced.

CHQ-18-32 – Layover Larger Than Sixteen (16) Hours – Downtown Lodge (B5.05.03)
Air Canada violated articles Three, 21.02, B5.05.03, Arbitrator Simmons August 15, 2001 award, Arbitrator Trudeau’s August 31, 1989 award, all related provisions of the Collective Settlement, and another related laws, act, or statute, by failing to offer lodge lodging at a downtown lodge to cabin crew with layovers larger than sixteen (16) hours.  The matter has been referred to arbitration.  As soon as a date is scheduled it is going to be introduced.

CHQ-18-39 – Minimum Wage (These Employed in British Columbia)
Air Canada has failed to ensure that Cabin Personnel of each Air Canada Mainline and Air Canada Rouge are being paid minimal wage, opposite to the regulation.  By virtue of Section 178 of the Canada Labour Code, this minimum wage applies to all Cabin Personnel of Air Canada Mainline and Air Canada Rouge employed in British Columbia. This grievance is held in abeyance pending the result of CHQ-rouge-18-31 which is scheduled for arbitration on July 30, 2019.

CHQ-18-45 – Secret Buyers (Self-discipline, Demotions, Reviews)
Air Canada has (1) unreasonably utilized the “held out of service” provision, (2) failed to offer constructive corrective coaching to Service Administrators as per previous apply and Air Canada’s own coverage, (Three) failed to use progressive discipline to Service Directors and Flight Attendants, and (4) punitively demoted Service Directors and disciplined Flight Attendants with out simply trigger.  The company has also failed to offer a replica of the assessment studies to all members or did not disclose the id of the assessor/secret shopper and failed to offer the union with a replica of the assessment report in efficiency conferences. The matter might be referred to arbitration.  As soon as a date is scheduled will probably be introduced.

CHQ-18-55 – Bilingual Coverage Requirements
Air Canada is blocking and assigning bilingual coverage above the maximum permitted underneath L2.02.02 and L2.02.03. The matter has been referred to arbitration.  As soon as a date is scheduled it is going to be announced.

CHQ-18-56 – Failure to Abide by Canada Labour Code – Trip Pay
The Canada Labour Code requires that staff be paid vacation pay of 4 per cent or, after six consecutive years of employment, six per cent of the wages of an worker, per yr (s. 183 of the Code). Air Canada has violated the Code’s minimal trip pay necessities by not paying Flight Attendants the minimum of 4 or six % trip pay, respectively.  Minutes of Settlement have been signed on December 12, 2018 that instructed the events to satisfy and talk about resolution of this difficulty within 120 days.  The events have met and are assured that the matter can be resolved, and affected members paid out sometime within the fall of 2019.

CHQ-18-60 – Incorrectly Lowered Meal Allowances
Air Canada violated articles 3, 7.02.03, 13, L55.08.04, all related provisions of the Collective Settlement, and some other relevant legislation, act, or statute, by incorrectly decreasing meal allowances between the months of September 2017 and April 2018.  The grievance has gone to mediation and no settlement was reached.  If the parties can’t attain a settlement after further discussions, the matter will probably be referred to arbitration.

CHQ-18-61 – Incorrectly Adjusted Meal Allowances, +/- 5 (5) % Change
Air Canada violated articles Three, 7.02.03, 13, L55.08.04, all relevant provisions of the Collective Agreement, and another relevant legislation, act, or statute, by adjusting meal allowances at present destinations when there was much less than a 5 (5) % change on the idea of six (6) months operating average plus or minus. The grievance has gone to mediation and no settlement was reached.

CHQ-18-62 – Improper Calculation of Meal Expenses, UN CPI Index
Air Canada violated articles 3, 7.02.03, 13, L55.08.04, all relevant provisions of the Collective Agreement, and another related laws, act, or statute, by failing to properly modify meal allowances at present destinations, including and never limited to Dubai (DXB), and another destination when there isn’t a knowledge within the UN CPI Index. If the parties can’t attain a settlement after further discussions, the matter can be referred to arbitration.

CHQ-18-69 – LOU 46 (B777 – Removing of Emergency Gear from Crew Rest Models)
Air Canada violated articles 2.01, 3, L46, and all relevant provisions of the Collective Agreement,Canadian Aviation Laws (CARS) 705.93 and 705.94, and another relevant laws, act, or statute, by eradicating emergency gear from the B777 Crew Relaxation Models.  The matter has been referred to arbitration.  Once a date is scheduled it is going to be announced.

CHQ-18-72 – Deferred Wage Plan (Failure to Award all Six Depart Interval Options)
Air Canada has violated the Collective Agreement, including however not limited to articles 2, 3, 13, 15, 16, 21.01, LOU 19, all pertinent sections of the Collective Settlement, and another related legislation, act, or statute by failing to award all six (6) depart period options in the Deferred Salary Plan Program (DSP). The matter has been referred to arbitration.  Once a date is scheduled it is going to be introduced.

CHQ-18-73 – Minimal Wage (Those Employed in Alberta)
Air Canada has failed to ensure that Cabin Personnel are being paid minimum wage, contrary to the regulation.  By virtue of Section 178 of the Canada Labour Code, this minimum wage applies to all Cabin Personnel employed in Alberta. This grievance is held in abeyance pending the result of CHQ-rouge-18-31 which is scheduled for arbitration on July 30, 2019.

CHQ-18-78 – IMMS Change in Apply
Air Canada has made modifications to long standing practices referring to the IMMS program, together with however not restricted to failing to grant 3-year IMMS leaves of absence and failing to offer to copy the Union on IMMS-related to correspondence. This grievance was denied at degree 2 and can be scheduled for mediation within the near future.

CHQ-18-80 – Unreasonable Train of Administration Rights and Human Rights – Drug and Alcohol Coverage
On or round August 22, 2018, the Firm suggested the Union that it deliberate to implement a new Alcohol and Drug coverage.  The Union expressed the considerations that it had about this coverage. Despite the Union’s objections, the Firm unilaterally carried out the Alcohol and Drug coverage on October 17, 2018. This policy constitutes an unreasonable exercise of administration rights, is discriminatory, and is a breach of the Company’s longstanding and consistent past apply. As well as, it is contrary to the Collective Agreement, the Canadian Human Rights Act, PIPEDA and is an unreasonable invasion of privateness.

CHQ-18-83 – Particular Task – Service Director Classification Applicants
The Union claims that Air Canada violated LOU 5 of the Collective Settlement including but not limited to its failure to think about applicants within the Service Director classification. Minutes of Settlement have been reached in resolution of this coverage grievance and associated individual and group grievances on Might 15, 2019 as follows: 1. The Grievances are resolved on the idea that the employer will continue to publish Lengthy Term Special Assignments to all classifications and can contemplate all applicants.  Choice for Lengthy Time period Special Assignments is at the discretion of the employer (L5.01). 2. W. Kaplan seized.

CHQ-19-04 – Floor Obligation – Pre/Submit Interval for Service Directors
Air Canada violated the Collective Agreement by eliminating the extra floor obligation time and pay related to the extra duties performed by Service Directors.  Air Canada’s actions are a transparent try to bypass the requirement to include this additional floor obligation time in the obligation period limitations pursuant to article B5.03.01 which is the topic of coverage grievance CHQ-17-11. The Union has requested to consolidate this grievance at arbitration with CHQ-17-11 before Arbitrator Davie on August 7, 2019.  Please notify the Union when you’ve got not been getting the right ground obligation pay in accordance with report occasions revealed previous to Air Canada’s revision in December 2018. We remind  Service Director’s to evaluation your pay abstract floor obligation credits to be sure to are being paid the right amount of pre-post credits for the applicable aircraft operated.  If not, please file an eclaim.   Denied eclaims must be delivered to your local workplace.

CHQ-19-05 – Unreasonable and Discriminatory Tattoo and Piercing Coverage
Air Canada’s personal look policy prohibits cabin personnel from having seen tattoos and piercings on obligation, aside from one pair of matching stud earrings. The Union’s position is that these prohibitions unreasonably infringe on staff’ rights, freedoms, and pursuits to precise themselves by means of their look.  In adopting these prohibitions, Air Canada has breached the Collective Agreement, together with articles 3, 14, 24, L14, and all other related provisions.  It has additionally breached the Canadian Human Rights Act and all different related statutes and laws. This grievance was denied at degree 2 and shall be scheduled for mediation within the close to future.

CHQ-19-09 – Movement Via – LOU 59
Air Canada is failing to motion the switch of Cabin Personnel from Air Canada Rouge to Air Canada Mainline within six (6) months of an providing, as offered for in the Collective Agreement.  This grievance was denied at degree 2 and can be scheduled for mediation in the close to future.

CHQ-19-10 – Violation of Article 2.04.07 Rouge Enlargement
On or about February 21, 2019, Air Canada requested consent from CUPE, Air Canada Component to permit for the enlargement of the rouge fleet. CUPE, Air Canada Component did not grant consent, and the events have been nonetheless in discussions. Regardless of this, Air Canada has chosen to proceed unilaterally with its plan to increase the Rouge fleet.  This grievance might be introduced at degree 2 on the end of Might.

CHQ-19-12 – Travel Pay – Between YYZ and YUL Bases
Air Canada is failing to pay journey pay to Toronto based mostly staff who’re required to attend security training in Montreal.  Air Canada can also be estopped from applying the strict provisions of L8.01.03 (exceptions, paragraph 2), presently on the grounds of estoppel.  This grievance shall be introduced at degree 2 on the finish of Might.  Please file an eclaim for 2 (2) hours in the event you have been required to travel on a day not involved in training. Denied eclaims must be delivered to your native workplace.

CHQ-19-13 – Unpaid Training – Leading Edge and Particular Initial Workbooks
Air Canada violated the Collective Agreement by requiring the obligatory completion of the Leading Edge and Special Preliminary workbooks by Cabin Personnel.  Cabin Personnel are anticipated to have these workbooks accomplished previous to attending coaching and are subsequently required to do this work on their own time, outdoors of normal (paid) coaching courses, and are being denied pay, contrary to the Collective Agreement.  This grievance might be introduced at degree 2 on the finish of Might.  Please file an eclaim for the time it took to finish your workbook since Air Canada has said its completion previous to training is obligatory.  Denied claims must be delivered to your native office.

CHQ-19-17 – Unreasonable and Discriminatory Gender-Particular Private Appearance Policy
Air Canada maintains a gender-specific private appearance policy. The Union’s place is that the gender-specific appearance policy (and its gender-specific prohibitions) unreasonably infringe on staff’ rights, freedoms, and interests to precise themselves by means of their appearance. In adopting these prohibitions, Air Canada has breached the Collective Settlement, including articles Three, 14, 24, L14, and all different related provisions. It has also breached the Canadian Human Rights Act and all different related statutes and laws. This grievance shall be introduced at Degree 2 in the close to future.

CHQ-19-18 – Article 2.04.02.01 (Air Canada rouge Premium Seats)
The forward cabin of Air Canada rouge broad body aircraft embrace premium seats which might be wider than these within the Air Canada Premium Financial system cabin on Mainline vast body aircraft. Moreover, the forward cabin of Air Canada rouge slender physique plane embrace premium seats which might be wider than those in the Air Canada Business Class cabin on Mainline slender body plane.This grievance can be introduced at Degree 2 within the close to future.

CHQ-19-20 – Breach of Canada Labour Code – Basic Vacation Pay
In each trip yr, Air Canada supplies staff with one paid day without work in lieu of each of nine statutory holidays (New Yr’s Day, Canada Day, and so on.).  For every of lately, Air Canada pays staff an quantity equal to 2h55m of wages at the applicable hourly price.

For every statutory/”common” holiday, part 196 of the Canada Labour Code requires Air Canada to offer staff with “holiday pay equal to at least one twentieth of the wages, excluding overtime pay, that they earned in the four-week period immediately preceding the week in which the general holiday occurs”. Air Canada’s follow of paying 2h55m of wages for each common vacation breaches the Canada Labour Code because it does not provide an quantity equal to at least one twentieth of an worker’s wages earned in the four-week interval previous to the overall holiday. This grievance shall be introduced at Degree 2 in the close to future.

**Mainline staff are inspired to file an eclaim anytime you consider you have not been properly paid.  Denied claims ought to be delivered to your native workplace.

ROUGE POLICY GRIEVANCES

CHQ-rouge-17-28 Lead Flight Attendant Position
When bidding blocks in PBS, Air Canada has failed to allow our members to bid for the Lead Flight Attendant place, opposite to the Collective Settlement. The grievance was heard on the Quarterly Evaluate on March 28, 2018 and was subsequently denied. The grievance shall be heard in arbitration on January 31, 2020.

CHQ-rouge-17-29 Draft Premium
Air Canada did not pay the draft premium credit correctly to the workers who have been drafted to function as Lead Flight Attendant on a flight. The grievance can be heard in arbitration on March 9, 2020.

CHQ-rouge-17-34 Abuse of Administration Rights (ROE, Outstanding Payments and Discipline)
Air Canada isn’t abiding by the timelines stipulated by Providers Canada relating to the issuance of the report of employment when disciplined.  In addition, Air Canada is unreasonably holding on to all outstanding funds owed to those that are deemed to have been suspended pending discharge and terminated, until the grievance course of has been exhausted. Both these issues are creating undue financial hardship on members. The grievance has been heard at Quarterly Evaluate on June 21, 2018. Air Canada claims they have particular permission from Service Canada to delay the processing of ROEs resulting from their unique payroll construction. We now have requested proof of such particular permission before probably withdrawing the grievance.

CHQ-rouge-17-46 Reporting for Obligation
Air Canada is failing to pay Obligation Credit to Cabin Personnel who’re pressured to report for obligation prior to the Obligation Durations set out in Article L55.15 as a way to full all required duties previous to boarding the aircraft. Moreover, Air Canada is failing to incorporate the extra obligation period concerned in the obligation period limitations. This grievance was denied following a Degree 2 hearing on June 19, 2018. It was heard at the September Quarterly Assessment. The Company was ready for approval of the Rouge IFS 2019 Price range, with a purpose to see if they will settle this grievance. The grievance has been appealed to arbitration.

CHQ-rouge-17-47 Return from Maternity Depart
Air Canada is failing to offer Cabin Personnel with the required training upon their return to work from Maternity depart. As such, Cabin Personnel are involuntarily placed on an unpaid depart of absence till training becomes obtainable. The grievance was heard at Quarterly Evaluation on June 21, 2018. Air Canada agreed to settle this grievance by committing to offer requalification training monthly. If they’re unable to maintain this commitment, they comply with pay shield the employee while they are waiting for coaching. Following further dialogue, the Union appealed the grievance to arbitration. The grievance was heard in arbitration on April four, 2019. The events’ tried to succeed in a possible resolution, nevertheless on Might 21, 2019, the Union’s Counsel was suggested that Air Canada could not comply with our proposal. The grievance will probably be heard in arbitration on June Three, 2019.

CHQ-rouge-18-05 Maternity Alternate Accommodation
Air Canada is failing to accommodate pregnant cabin personnel’s requests for alternate ground obligation. As such, cabin personnel are given the options to take an unpaid depart of absence, go on brief time period disability or to continue flying. The grievance was initially scheduled to be heard in arbitration on June 3, 2019 nevertheless that date will now be used for CHQ-rouge-17-47. A new date shall be scheduled for this grievance.

CHQ-rouge-18-06 – Port of Spain Obligation Day
Air Canada has scheduled unlawful pairings. The scheduled POS turnaround pairings are persistently going over the legal obligation period of 14 hours, resulting in a direct violation of article L55.15.01.02. The grievance was heard on the Quarterly Evaluation on December 4, 2018 and was subsequently denied. The grievance might be heard in arbitration on April Three, 2020.

CHQ-rouge-18-12 UDO’s and Unforeseeable Circumstances
Untouchable assured days off usually are not being respected when a delay is posted prior to leaving residence base. If a delay is posted before the flight leaves house base, crew members are being pressured to work the pairing and have their UDO slide. Crew members are additionally being pressured to work when the delay is posted earlier than they’ve checked in. The grievance will probably be heard in arbitration on February Three, 2020.

CHQ-rouge-18-19 Reserve/Standby Credit
Reserve/standby obligation days will not be being properly paid. The Firm is failing to pay the required four (four) hour credit per standby reserve day. The grievance has been appealed to arbitration.

CHQ-rouge-18-30 Draft (When booking back on)
Air Canada is circumventing the draft sequence by drafting members as soon as they name to ebook again on from illness or damage. Air Canada is failing to acknowledge that reserving back on and drafting are two separate and distinct processes.  The grievance has been appealed to arbitration.

CHQ-rouge-18-31 Minimum Wage
Air Canada has failed to make sure that Cabin Personnel of each Air Canada Mainline and Air Canada Rouge are being paid minimal wage, contrary to the regulation. By virtue of Part 178 of the Canada Labour Code, this minimal wage applies to all Cabin Personnel of Air Canada Mainline and Air Canada Rouge employed in Ontario. The grievance can be heard in arbitration on July 30, 2019.

CHQ-rouge-18-32 Minimal Wage (These Employed in British Columbia)
Air Canada has failed to ensure that Cabin Personnel of each Air Canada Mainline and Air Canada Rouge are being paid minimum wage, opposite to the regulation. By virtue of Part 178 of the Canada Labour Code, this minimum wage applies to all Cabin Personnel of Air Canada Mainline and Air Canada Rouge employed in British Columbia. This grievance has been put in abeyance pending the result of CHQ-rouge-18-31.

CHQ-rouge-18-47 – Violation of Article L55.20 (Discipline Letters)
Air Canada has failed to offer, in writing, the reasons for the disciplinary action in a timely means.The grievance was heard at Degree 2 on October 11, 2018 and the Firm seemed open to settle the grievance. The grievance was settled on November 23, 2018 with an MOS just like the settlement of CHQ-17-36.

CHQ-rouge-18-48 Reduction in Health Advantages
Air Canada has unilaterally made reductions in the Benefit Plans offered for Rouge Cabin Personnel. The grievance was heard at the Quarterly Evaluation on December four, 2018 and was subsequently denied. The grievance might be heard in arbitration on April Three, 2020. It has been appealed to arbitration.

CHQ-rouge-19-07 Unreasonable and Discriminatory Tattoo and Piercing Coverage
Air Canada’s personal appearance policy for Air Canada Rouge prohibits cabin personnel from having seen tattoos and piercings on obligation, aside from “traditional” ear piercings. The Union’s place is that these prohibitions unreasonably infringe on staff’ rights, freedoms, and pursuits to precise themselves via their look. The grievance was heard at Degree 2 on Might 2, 2019 and was subsequently denied. Will probably be appealed to Quarterly Evaluate scheduled to be held on June 19, 2019.

CHQ-rouge-19-08 Abuse of Management Rights – Well being Benefits Coverage
Air Canada is stating that if an worker utilizes sick depart credits inside the first 3 months of employment, they won’t be eligible for well being benefit coverage and the Three-month eligibility window will restart. As such, the worker might want to complete one other Three months of continuous full-time employment before turning into eligible for protection. The events have agreed that anybody who booked off for 7 days or less during their first three months of employment could have their Great West Life benefits reinstated immediately. Going ahead, staff will solely see their advantages ready period restarted when there’s an interruption in service of:
1) eight or more days of sickness (cumulative or consecutive regardless if worker has out there sick credit or not)
2) 8 or extra days of unpaid depart of absence – PLOA.

CHQ-rouge-19-18 Unreasonable and Discriminatory Gender-Particular Look Guide Policy
Air Canada maintains a gender-specific Air Canada Rouge Look Guide policy. The Union’s place is that the gender-specific Look Ebook policy (and its gender-specific prohibitions) unreasonably infringe on staff’ rights, freedoms, and interests to precise themselves by means of their appearance. The grievance is about to be heard at an upcoming Degree 2 hearing.

CHQ-rouge-19-19 Abuse of Management Rights – Crew Scheduling
When cabin personnel contact the In-Flight Providers Useful resource Centre to ebook off at a time that Crew Scheduling deems inopportune, their call is met with damaging feedback and are threatened with the submitting of an incident report. Such comments create a fear-based work tradition. The grievance is about to be heard at an upcoming Degree 2 listening to.

CHQ-rouge-19-20 Abuse of Management Rights – Insufficient Investigation
Air Canada repeatedly fails to conduct thorough investigations following an employee’s investigatory meeting. Failing to do so leads to a choice to discipline that is premature and unjust. The grievance is about to be heard at an upcoming Degree 2 hearing.

CHQ-rouge-19-21 Overprojection on Reserve
Air Canada is failing to permit cabin personnel to drop reserve days as quickly as their block month is projected over 95 hours in accordance with article L55.14.14. The grievance is about to be heard at an upcoming Degree 2 listening to.

CHQ-rouge-19-22 Unpaid Lead Teaching Periods
Air Canada presents an unpaid voluntary Lead coaching session. Though Air Canada has said that attendance is on a voluntary basis, cabin personnel are being pressured by management to attend. Additionally it is getting used as an intimidation software in employee efficiency meetings. The grievance is about to be heard at an upcoming Degree 2 hearing.

CHQ-rouge-19-23 Unpaid Training – Rouge Annual Recurrent, Requalification and Preliminary Service Workbooks
Air Canada requires the obligatory completion of the Rouge Annual Recurrent, Requalification and Preliminary Service Workbooks by Cabin Personnel. Cabin Personnel are expected to have these workbooks accomplished previous to attending training and are subsequently required to do this work on their very own time, outdoors of normal (paid) coaching programs, and are being denied pay, contrary to the Collective Settlement. The grievance is about to be heard at an upcoming Degree 2 listening to.

CHQ-rouge-19-24 Breach of Canada Labour Code – “General Holiday” Pay
In every vacation yr, Air Canada offers staff with one paid time without work in lieu of every of 9 statutory holidays (New Yr’s Day, Canada Day, and so forth.). For every of nowadays, Air Canada pays staff working at Rouge an amount equal to 2h35m of wages on the relevant hourly fee.

For every statutory/”common” vacation, section 196 of the Canada Labour Code requires Air Canada to offer staff with “holiday pay equal to at least one twentieth of the wages, excluding overtime pay, that they earned in the four-week period immediately preceding the week in which the general holiday occurs”.

Air Canada’s follow of paying 2h35m of wages for every basic vacation breaches the Canada Labour Code because it doesn’t present an quantity equal to at least one twentieth of an worker’s wages earned in the four-week period previous to the overall vacation.  The grievance is about to be heard at an upcoming Degree 2 listening to.

CHQ-rouge-19-28 Unreasonable Exercise of Administration Rights and Human Rights – Drug and Alcohol Coverage
On or round August 22, 2018, the Firm suggested the Union that it deliberate to implement a brand new Alcohol and Drug policy. The Union expressed the considerations that it had about this policy. Regardless of the Union’s objections, the Company unilaterally carried out the Alcohol and Drug coverage on October 17, 2018. This coverage constitutes an unreasonable train of administration rights, is discriminatory, and is a breach of the Company’s longstanding and consistent past apply. As well as, it’s opposite to the Collective Agreement, the Canadian Human Rights Act, PIPEDA and is an unreasonable invasion of privateness.The grievance is about to be heard at an upcoming Degree 2 hearing.

**Rouge staff are inspired to e mail payrolls anytime you consider you have not been properly paid.  Denied claims should all the time be delivered to your native workplace.

In Solidarity,

Your Component Grievance Committee