Resources

Benefits

As agreed upon between the company and the members the collective agreement has benefits negotiated and a summary of the provided coverage can be accessed here.

 

 

Bylaws – Constitution and other info

Our bylaws set out the rules for how our local democratically elects our representatives, and how it is run.

Collective agreement (and Contract Guides)

Your collective agreement sets out your rights and responsibilities at work.  If you have any questions or concerns about your treatment, please talk to a member of the executive.

 

Crew Rest and Expenses Info

Click here for Legal Rest Periods and Meal Information

Please report to the Company and the union if you are unable to complete service and/ or schedule sufficient crew rest on long range flights. Please give us a schedule of how long the service took and and any further details on flight, such as equipment failures that prolonged service, turbulence, passenger issues, medicals, crew complement, etc.

Under the terms of the Collective Agreement you are entitled to an additional 30 minutes crew rest on board LOU18 & 22 flights only. (See LOU 60 for detailed contract language)

B14
Scheduled flight over 11:30 are entitled to 2 hours onboard crew rest

LOU 18 flights: 
duty periods under 14h59 are entitled to 2 ½ hrs onboard crew rest
duty periods from 15 hrs to 16h15 are entitled to 4 hrs.

LOU 22A flights: 
duty periods from 16h16 -17h10 are entitled to 4 hrs onboard crew rest
duty periods from 17h11 – 18h00 are entitled to 4 ½ hrs

LOU 22B flights:
duty periods from 18h01 – 18hr45 are entitled to 5 hrs onboard crew rest
duty periods from 18h46 – 19h30 are entitled to 5 1/2 hrs

Meal breaks are to be taken separately from the on board crew rest.

 

CREW CARE

To access and provide feedback regarding any and all instances that make your hotel stay unpleasant, please ensure to report on the Crew Care dashboard

Log Into ACAeronet> In-Flight Service > Crew Scheduling & Planning > Crew Care OR Expense Claims

Employee and Family Assistance Plan (EAP)

What is the program?

The Employee and Family Assistance Program (EAP) offers confidential assistance to employees and their dependents experiencing personal problems. The EAP is jointly sponsored by Air Canada and the unions.

Why do we have a program?

In any organization as many as 10% of employees may be having personal problems, which can significantly affect various areas of their lives. In addition to the stress placed on the troubled individuals and those closest to them, the ability to fulfill their work responsibilities may be affected. The management and unions of Air Canada recognize that the majority of human problems can be resolved and the negative effects reduced. The EAP offers help to employees in identifying solutions and working toward them. Everyone concerned can benefit from positive resolution of problems.

YVR EAP representatives:

Shannon McBride – Western Regional Coordinator

s.mcbride@accomponent.ca
Office: 604-270-5703
Cell: 778-991-4112

Peer Coordinators:

  • Vicki Jensen
  • Mimi Reppen-Jeffers
  • Debbie Florczak
  • Kevin Spode
  • Jose Espaillat
  • Tiana Marcotte
  • Rhea Brunet

Homewood Health – to sign up for their app go to homeweb.ca

Contact: 1-800-663-1142
604-689-1717 (international or collect-call)

In crisis?

Contact the CrisisCentre.

Grievances

Grievance Documents

 

The purpose of a Grievors statement is to note full details of an incident in writing.

Details including dates, times, places, names of individuals involved and all other facts relating to the case. The answering of the who, what, where, when and why.

Try to put statements in the form of quotes, focusing on factual events rather than perspective of what ‘he said/she said’. Ensure to sign and date this statement, as well as provide any relevant documentation regarding the incident.

Please note a grievors statement is essential in order to proceed with the grievance.

 

What are my time limits for making pay claims?

All pay claims regarding the incorrect awarding of open flights must be filed within fourteen (14) days of scheduled departure (B7.06). All other pay claims must be submitted within fourteen (14) days of your becoming aware of the error. If you file a claim, the sixty (60) day time limits (Article 13.02) start to run as of the date that you receive the Company’s response to your claim.
Note 1: If you do not receive a response from the Company within thirty (30) days of filing a pay claim, file a grievance. If you do not file a pay claim, the sixty (60) day time limits (Article 13.02) start to run out as of the date that you become aware of the alleged error.
Note 2: The time limits found in Article 13.02 do not include Saturdays, Sundays and statutory holidays.

How long do I have to claim for missing or erroneous meal expenses?

Meal allowance grievances are handled through a separate dispute resolution process and the time limits for filing those claims is twelve (12) months from the date of underpayment.

 

All Other Grievances (Art. 13.02)

If you believe there has been a violation of your rights under the Collective Agreement and you are unable to resolve it with a supervisor, you have sixty (60) days (excluding weekends and statutory holidays) to file a grievance. Grievances that are not filed within the above timelines run the risk of being dismissed by the Arbitrators.

What do I need to bring with me when filing a grievance?

 One of the biggest reasons grievances fail or get dismissed is lack of evidence. It’s absolutely essential to provide the Union with all of the facts, information and documents related to the incident in order for the Union to investigate your claim. If sufficient evidence is not provided, we may not be able to reasonably file a grievance on your behalf.The Union does not always have access to all the information we need to defend your rights, so we rely on you to bring it to us. Examples of evidence that we need you to bring to the Local office may include :
  • Your written statement outlining the event(s) that gave rise to your claim (who, what, where, why, when & how)
  • Your original block, from PBS
  • Your schedule from Globe
  • Your original and revised pairing(s)
  • Your detailed flight pay summary for the month(s) in question
  • Your pay claim and denial
  • Your bid sheet
  • Which collective agreement provision has been violated
  • Any other document(s) or information requested by the Local
  • Any correspondence (fax, email, etc.) related to the issue or claim

Please keep a copy of all documents that you provide to your Local Union Office or the Company.What do I do if I disagree with Crew Scheduling about my rights?Explain your right and quote the applicable article from the Collective Agreement. Request that the crew scheduler abide by the Collective Agreement. Always write down the date, time and name of the Company representative. If unable to agree, cabin personnel are required to work now, grieve later. 

Please keep in mind that Crew Scheduling is not the final authority on the Collective Agreement, and your Union representatives will address all violations with management.
What do I do if I get in trouble with the Company? (Art. 14.05)
 
If you become aware of any disciplinary measures being levied against you by the Company (including but not limited to a letter of reprimand / suspension / discharge) you must notify us so that we can file a grievance within ten (10) days of receiving the Company’s decision, excluding weekends and statutory holidays.
Grievances are filed at your Local Union Office with the help of your Local Officers.
REMEMBER: You have the right to Union representation in all meetings with Management.

Health and Safety

Know your rights!

When it comes to your health and Safety, you have the…
1. Right to know
2. Right to participate
3. Right to refuse unsafe work

Canada Labour Code Part II
Duties of Employers
124 Every Employer shall ensure that the health and safety at work of every person employed by the employer is protected.

Duties of Employees
126(1) (g) While at work, every emmployee shall report to the employer any thing or circumstance in a work place that is likely to be hazardous to the health or safety of the employer, or that of the other employees of other persons granted access to the work place by the employer.

Occupational Health and Safety Documents

 

 

You can access all electronic forms at ACAeronet > In- Flight Service > Crew Scheduling & Planning > eForms

Maternity Documents

Important information for women who are or may be planning to conceive

 

 

Pensions

All full-time members are part of the Air Canada Pension Plan.

MERCER OneView

For Pension Estimates & Other Pension Plan Information. Pension estimates can be done through the Aeronet portal Aeronet address: https://acaeronet.aircanada.ca

Follow These Steps

Sign into Aeronet:
1. Select My HR from the tool bar at the top of the page
2. On the left side of the page in the My Pension section, select Information and Tools
3. Select Define Benefit to do the calculations. Chose Retirement Planner for self guided planning exercise
4. Select the first sentence Click here to view your pension information hypertext (Mercer OneView)
5. Several options for plan information, form & calculations. Choose Tools for calculations
6. Options for Short Term (within 4 months) or Long Term calculations
7. You can run different retirement dates. Different pension amounts and options will be displayed as applicable.These different scenarios can be saved for later viewing.We encourage all pension plan members to use this guide to access your pension plan details and familiarize yourself with your greatest benefit. The more information and knowledgeable each of us have, the more prepared you will be to make decision about your pension.All pension inquiries are now handled by Mercer call center representatives.

The contact is 1 800-645-5000 or eServices@aircanada.ca

WIP and Return To Work

Wage Indemnity Plan (WIP) Claim Forms and Return to Work Process

 

 

 

WIP Information in Detail

If you have any questions about your claim, your benefits, or would like any information about WIP, please contact:

1) MANION WILKINS & ASSOCIATES LTD
1-800-663-7849 (Long Distance)
FAX: 1-416-234-2071

2) Patricia Eberley

Chair, Administrative Consultant | Air Canada Component of CUPE – Wage Indemnity Program

  • 1- 877-411-3552 x 258 (Long distance North America)
  • 416-798-3399 x 258

Email: eberleywip@accomponent.ca 

 

Rules of Order

Code of Conduct