MARCH 13, 2026
WRIT OF ELECTION FOR PRESIDENT, SECRETARY, TREASURER, AND VICE PRESIDENTS
FROM: Unifor 2002 Elections Committee
SUBJECT: Election for the following positions:
- President – 1
- Secretary-Treasurer – 1
- Vice President – 7, for Pacific, Western, Central, Eastern, Atlantic, Jazz CSA/ACS/CS, and GTAA
NOTICE OF WRIT OF ELECTION
This notice is to advise all members of Unifor Local 2002 that, in accordance with the Bylaws of Unifor Local 2002, an election will take place for the above mentioned position(s).
The term of office for President and Secretary-Treasurer is three (3) years and begins immediately following the election. There may be a 30-day transition period. (Bylaws, Article 4.4.02, 4.5.02.)
Any member in good standing may run for election for the position by submitting a completed nomination form to the Unifor Local 2002 office via:
Email: admin2@unifor2002.org
Candidates may submit a Statement of Qualifications by the nomination deadline. Read the Guidelines for Candidates for deadline and details.
Nominations and signed Code of Conduct must be received no later than NOON Eastern time on 30 March 2026. Nominees MUST confirm that the nomination was received by calling the Local’s office:
(905) 678-1551 or 1-888-226-8885.
All candidates shall be able to withdraw their nomination no later than NOON Eastern time on 3 April 2026.
Nominations and Statements of Qualifications will only be accepted between: NOON Eastern time on 16 March 2026 and NOON Eastern time on 30 March 2026.
MARCH 9, 2026
VACANCY AND TRANSFER UPDATE
MARCH 3, 2026
AIR CANADA MAINLAND NEGOTIATIONS UPDATE
Dear Members,
Your Unifor Bargaining Committee would like to remind members that the current collective bargaining agreement expired on February 28, 2026. However, even though we have gone past the expiration date, the contract remains on a statutory freeze until we ratify a new agreement. This means that the contract is “status quo” and does not change. A statutory freeze also prohibits the employer from altering terms of employment without the union’s consent during the period of collective bargaining.
NOTE: Unifor members did not receive a pay increase on February 28, 2026 (i.e. the final day of the contract) as it was not negotiated in the current collective agreement. Additionally, for those Unifor members that are not at the top of the current employee pay scale, you will progress to the next step on the pay scale of your Air Canada service anniversary date.
The employer is currently in bargaining with three other bargaining units, but has confirmed that Local 2002 negotiations will resume on March 23, 2026. At that time, we will be addressing monetary items.
DISINFORMATION
Social media and AI postings are making their rounds on multiple online platforms and in chat-rooms. Some of the content is deliberately incorrect and negative which is leading some members to panic and question the bargaining process. We would like each of you to consider the source when you are digesting information about the collective bargaining process. Your District Chairperson, Vice Chairpersons, and Health and Safety officers in your workplace are all fantastic sources of information. Your regional Vice President is also knowledgeable about the processes and may answer questions you may have.
RELIABLE SOURCES
During this round of negotiations, you have access to a Mobility Captain. Go to any of these workplace Union officers for correct information and understanding the bargaining process.
Your elected Bargaining Committee needs to have the full support of the membership during these negotiations. Your support impacts the overall success at the negotiating table. Your patience and understanding are greatly appreciated and we are committed to keeping you informed and empowered every step of the way.
Bargaining updates will be issued from unifor2002.org as well from Unifor Local 2002 e-news messaging.
MARCH 2, 2026
REGIONAL COUNCIL DELEGATES
FROM: Unifor 2002 Elections Committee
SUBJECT: Election for the following position:
- BC – 6 (AC-3, JAZZ CSA-1, CLS-1, Other Units-1)
- Prairie – 6 (AC-2, PASS-3, Other Units-1)
- Ontario -20 (AC-8, ASP-1, GTAA-5, 5T-1, AGI-1, Ornge-1, Other Units-3)
- Quebec – 6 (AC-5, Other Units-1)
- Atlantic – 2 AC
NOTICE OF WRIT OF ELECTION
This notice is to advise all members of Unifor Local 2002 that, in accordance with the Bylaws of Unifor Local 2002, an election will take place for the above-mentioned position(s).
The term of office for all elected representatives of Unifor Local 2002, except for bargaining committees, is three (3) years and begins on the first day of the month following the election (Bylaws, Article 4.7.03, 4.8.02 & 4.13.01).
Any member in good standing may run for election for the position by submitting a completed nomination form to the Unifor Local 2002 office via:
Email:
admin2@unifor2002.org
Candidates may submit a statement of qualifications by the nomination deadline. Read the Candidate Statement Guidelines for deadline and details.
Nominations and signed Code of Conduct must be received no later than NOON Eastern time on March 16 2026. Nominees MUST confirm that the nomination was received by calling the Local’s office:
(905) 678-1551 or 1-888-226-8885
All candidates shall be able to withdraw their nomination no later than NOON Eastern time on March 20, 2026.
Nominations and Statements of Qualifications will only be accepted between:NOON Eastern time on 2 March 2026 and NOON Eastern time on 16 March 2026
COMMITTEES
TO: Local 2002 members
FROM: Unifor 2002 Elections Committee
SUBJECT: Election for the following position:
- (1) Chairperson of Board of Trustees
- (2) Board of Trustees members
- (3) Local 2002 Elections Committee
- (3) Constitution and Bylaws Committee
NOTICE OF WRIT OF ELECTION
This notice is to advise all members of Unifor Local 2002 that, in accordance with the Bylaws of Unifor Local 2002, an election will take place for the above-mentioned position(s).
The term of office for all elected representatives of Unifor Local 2002, except for bargaining committees, is three (3) years and begins on the first day of the month following the election (Bylaws, Article 4.7.03, 4.8.02 & 4.13.01).
Any member in good standing may run for election for the position by submitting a completed nomination form to the Unifor Local 2002 office via:
Email:
admin2@unifor2002.org
Candidates may submit a statement of qualifications by the nomination deadline. Read the Candidate Statement Guidelines for deadline and details.
Nominations and signed Code of Conduct must be received no later than NOON Eastern time on March 16 2026. Nominees MUST confirm that the nomination was received by calling the Local’s office:
(905) 678-1551 or 1-888-226-8885
All candidates shall be able to withdraw their nomination no later than NOON Eastern time on March 20, 2026.
Nominations and Statements of Qualifications will only be accepted between:
NOON Eastern time on 2 March 2026 and NOON Eastern time on 16 March 2026
UNIFOR SENIORITY LIST
Hello all,
In accordance with Article 10.04 of the Air Canada-Unifor Collective Agreement, please see attached the Unifor Seniority List. Within the attachment, you have the master list under “All”, and the list separated by Classification per Article 10.04.01. **
In accordance with Articles 10.04.01 and 10.04.02, please post the attached at your respective locations today until April 1, 2026. Should your posting be an email to the employees as well, please copy the local District Chairperson and the Regional Bargaining Representative as well.
How to request a correction:
It shall be the responsibility of each individual employee to examine the list and make a written request for any correction until April 1, 2026. For any corrections, please send an email with the subject “UNIFOR SENIORITY CORRECTION” with their employee name and employee number to the following email coordinator-lr-technicalsrvcs@aircanada.ca and ensure to copy their Regional Bargaining Representative as per Article 10.04.04.
All requests for corrections shall be actioned and finalized by the Company after consultation with the Union at Headquarters’ level during the sixty (60) day period following April 1, 2026.
The amended seniority list shall be effective June 1st 2026.
Just as a friendly reminder for your records only, PeopleSoft does not feed through the transfer tool to obtain employees revised company service date. Therefore, the company service date on the seniority list for some employees could be inaccurate, however HR could validate the employee’s new revised company service date should there be one.
MARCH 1, 2026
UPDATE FROM THE BARGAINING COMMITTEE
Dear Members,
The Bargaining Committee met with the company, (YYZ snowstorm included) from January 28 until February 6th, focusing on non-monetary items. We have been progressing through the nonmonetary items such as editorial changes, clarifying language and discussion about notice items that have arisen over the life of the collective agreement. We have many more issues to address on your behalf.
Unifor’s predecessor, Canadian Airline Passenger Agent Association (CALPAA), united on November 8, 1946, and negotiated our first collective agreement, the foundation of the contract we apply today. We celebrate 80 years of building and strengthening our power.
Like our predecessors, our commitment remains clear: defend our gains, make improvements with today’s reality, and to reach a collective agreement that that reflects the value of our work.
As this is an extended and fluid process, the information we share will not always be specific to individual discussions. Bargaining in good faith on your behalf means that we cannot share specific information about our talks.
For members, bargaining may feel intimidating — but understanding the steps can make all the difference. That’s why we have created an infographic to put the power in your hands, showing you exactly how your voice and our collective strength shape our future.
Remember, although our collective agreement expires on February 28, 2026, it remains in effect (called a statutory freeze) until we ratify a new agreement – nothing changes.
Also, be aware of click bait websites, social media content, as well as information within messaging apps that have been not authorized by the bargaining committee may not necessarily be accurate or true. The only reliable information is issued by Unifor direct from unifor2002.org and unifor.org, as well from Unifor Local 2002 e-news messaging.
We’re committed to keep you informed and empowered every step of the way.
In Solidarity,
Your Unifor Bargaining Committee
AWARD OF EXCELLENCE
🎉 Congratulations to D300 Member, Award of Excellence Recipient – Jules Arsenault! 🎉
We are proud to share that our own D300 member, Jules Arsenault, has been honoured with Air Canada’s 36th Award of Excellence, the company’s highest recognition for employees who go above and beyond. This prestigious award celebrates Jules’s professionalism, dedication, and the positive impact he has on those he works with every day.
Since 1981, the Excellence Awards have recognized employees who live our Flight Path values, act as role models, and consistently Rise Higher by lifting up their colleagues and helping make Air Canada our customers’ favourite choice. Jules embodies these values through his hard work, commitment, and collaborative spirit, and we are thrilled to see one of our own recognized at this level.
Please join us in congratulating Jules on this outstanding and well-deserved achievement – bravo, Jules! 👏
FEBRUARY 25, 2026
PINK SHIRT DAY
FEBRUARY 20, 2026
MEMBER APPRECIATION SOCIAL
I want to thank my incredible team from the bottom of my heart. Words can’t quite capture how deeply grateful I am to everyone who came out to our Member Appreciation Social. I feel truly fortunate to work alongside such dedicated people and generous volunteers who not only helped make the evening special, but who also support me every day and make it easier to breathe.
A special shoutout to Kieran McNeil, whose creativity added joy to the night — your beautiful face painting and body art brought a delightful touch of colour and playfulness to the celebration.
To Noor-E-Noor Haroon, thank you for sharing your talent and those enchanting cupcakes that were as delicious as they were stunning.
Ashir Ali, thank you for giving up your Friday night to keep the music going and filling the room with great energy.
To Zulima Alvarez and Natalia Torres-Restrepo, who came in on your days off — your time and care made everything more vibrant, welcoming, and full of life.
Natali Flores, thank you for helping decorate, making our members feel at home, and keeping the games table lively and fun throughout the event.
To Dom Novello, for dashing from store to store gathering everything we needed — your effort and spirit made such a difference in bringing this event together.
To Sana Jarral, who poured so much heart into making the event lively and kept checking that I’d eaten — thank you for reminding me to pause, smile, and enjoy it all.
And to Navneet K Pannu, my steadfast partner in all things union, who was everywhere at once making sure everything ran beautifully — you are my balance, my support, and the reason I can do this work with confidence.
Finally, to everyone who attended — thank you!
Seeing you all enjoy the night meant the world to me. I’m so proud and honoured to be your District Chair, and even more proud to stand among such an amazing group of people.
In solidarity,
Maria Amelia Novello
https://www.instagram.com/reel/DVCMmY1j_1D/?utm_source=ig_web_copy_link&igsh=MzRlODBiNWFlZA==
FEBRUARY 18, 2026
BLACK HISTORY MONTH
Every February, Unifor joins communities across Canada in marking Black History Month, honouring the brilliance, resilience, and leadership of Black workers past, present, and future. This year’s national theme, “30 Years of Black History Month: Honouring Black Brilliance Across Generations — From Nation Builders to Tomorrow’s Visionaries,” invites us to recognize the Black activists, organizers, and community builders who have shaped our workplaces and our country while uplifting the emerging leaders carrying this work forward today. As a union, we recommit to confronting anti-Black racism, removing barriers to full participation, and ensuring that Black Unifor members are protected, respected, and empowered in every space where we live, work, and organize.
RAMADAN
Wishing all who observe a blessed Ramadan!
As we begin this sacred month of reflection, compassion, and community, may it bring you peace, strength, and spiritual renewal.
Ramadan Mubarak to you and your loved ones.
LENT
As some of our members begin the Lenten season, we extend our best wishes for a meaningful time of reflection and renewal, while recognizing that not everyone observes Lent and all traditions are respected in our union community.
FEBRUARY 17, 2026
LUNAR NEW YEAR
As we welcome the Year of the Horse, we celebrate the qualities this sign represents: strength, perseverance, and forward momentum in the face of challenges.
This season is a time to honour traditions, reconnect with loved ones, and look ahead with hope and determination. Our union stands with you as we continue to push for fairness, dignity, and respect in the workplace.
May the Year of the Horse bring you good health, prosperity, and renewed energy in every part of your life.
Gong Xi Fa Cai / Gong Hey Fat Choy / Chúc Mừng Năm Mới!
FEBRUARY 13, 2026
MEMBER APPRECIATION SOCIAL
We’ve had a slight change in plans — our original venue space was unexpectedly cancelled. But we persevere. The event will now take place in the breakroom, and while it’ll be a little more cozy, the spirit remains the same.
All planned activities will go on as scheduled, though we’ll need to keep the crowd slightly smaller. Your little ones are still very welcome, but unfortunately, we won’t be able to accommodate additional guests this time.
You can look forward to sweet treats, crafts and face painting for the young (and the young at heart), board games, great music, and a guest artist offering beautiful watercolour portraits. There will also be raffles with plenty of prizes and goodies for everyone — and yes, we’re still raffling off a day in lieu for one of our fabulous Contact Centre colleagues!
Union presence matters, and showing appreciation for our members means everything to us. We’ll make it work — and we’ll make it amazing, just like we always do.
Thank you for your understanding and continued solidarity. Can’t wait to celebrate with you all!
P.S. If you’d like to work in-office that day, please be sure to let your manager know — you’re absolutely welcome.
VACANCY AND TRANSFER UPDATE
JANUARY 27, 2026
SAVE THE DATE!
We’re excited to invite you to our Member Appreciation Social on Friday, February 13th, from 5:00–10:00 PM in the lower level of Monogram Place!
This annual event is all about celebrating YOU — your hard work, your dedication, and the incredible strength you bring to our union community.
As we head into bargaining, we want to continue building momentum, solidarity, and pride. This social is a chance to connect, have fun, and make sure your voices are heard.
What to Expect:
- Fun games and activities
- Sweet treats and snacks
- Exciting raffles and prizes
- And… a grand prize of a paid day off courtesy of the union!
- A family‑friendly atmosphere — children are welcome, and we’ll have activities just for them
Your presence helps strengthen our union spirit and shows what unity truly looks like.
We hope to see you there for an evening of fun, connection, and community.
Thank you for being the heart of our union.
Let’s celebrate!
UPCOMING SHIFT BID
*Subject to change
It’s official!
Our shift bid will take place from Wednesday, February 11th through Friday, February 13th.
Our next schedule bid period will begin Sunday, March 8th and run until Saturday, June 6th.
More information will be shared shortly.
JANUARY 22, 2026
ABOUT COLLECTIVE BARGAINING
As we approach the expiry of our current collective agreement, it’s natural to feel a mix of anticipation and curiosity about what comes next. I want to acknowledge that completely — it’s part of caring deeply about the outcome of these negotiations.
Over the past few days, information has been circulating on social media. Please remember: unless it comes directly from your bargaining committee, it’s not official. Bargaining updates shared prematurely — or leaked to the company — can put our bargaining position and your future contract at risk.
Silence, at this stage, doesn’t mean nothing is happening. It means your union team is hard at work, focused on securing the best possible deal for all members. “No news” truly is normal in bargaining. When there’s news to share — and it’s the right time to share it — you will hear it directly from us.
Thank you for your patience, trust, and continued support.
Every positive message, every show of solidarity makes a difference.
In union there is strength.
JANUARY 20, 2026
VACANCY AND TRANSFER UPDATE
We have received confirmation of the following vacancy:
- YYZ CJM TEMP – 1 position
Labour Relations will be pulling the transfer list on Thursday, January 26, 2026 to commence the vetting process.
The expected reporting date for the successful candidate is Monday, February 9, 2026; however, this date is subject to change.
JANUARY 14, 2026
VACANCY AND TRANSFER UPDATE
We’ve received confirmation of new declared vacancies under the Small Base Memorandum (PT CAP):
- YYG – 9 Full-Time positions
- YQM – 5 Full-Time positions
Please note that Labour Relations will take the transfer list “snapshot” on Thursday, January 15, 2026.
Members interested in transferring should ensure their requests are submitted before the list is pulled.
JANUARY 5, 2026
IMPORTANT FORMS
DECEMBER 31, 2025
HAPPY NEW YEAR!
As we step into 2026, I want to wish each of you good luck and great success in the year ahead. Next year will be a big one for us with important negotiations on the horizon, and we need to stand more united than ever.
Thank you for being part of our database, thank you for being such fabulous colleagues, and thank you for allowing us the privilege of serving as your union representation.
Together, we can make this a year of progress and strength.
Happy New Year!
Maria Amelia Novello
Navneet K Pannu
Maria Carmen Farrugia
Carmen Zuloaga
Sadeek Hassan
Zulima Alvarez
Yolanda Cornwall
Adriana Robinson
DECEMBER 24, 2025
HAPPY HOLIDAYS!
As we celebrate this holiday season, we want to take a moment to thank you for all your support throughout the year. Your trust and commitment make a real difference, and your union is proud to represent you.
Wishing you and your loved ones joy, peace, and happiness during the holidays and all the very best in the coming New Year!
Thank you all,
Maria Amelia Novello
Navneet K Pannu
Maria Carmen Farrugia
Carmen Zuloaga
Sadeek Hassan
Zulima Alvarez
Yolanda Cornwall
Adriana Robinson
OCTOBER 23, 2025
OCTOBER 10, 2025
WORLD MENTAL HEALTH DAY
Everyone struggles with mental health or mental illness at some point in their lives, if not daily.
We know that safe, healthy work environments contribute to mental wellness, yet the commitment to supporting the mental health of workers is too often limited and not prioritized.
Workplace Occupational Health and Safety (OHS) Committees have an important role to play in identifying and addressing the psychosocial factors and hazards that contribute to unhealthy and unsafe work environments.
Protecting the mental health of workers cannot fall entirely on the workers themselves. Ultimately the employers still have the primary responsibility to protect workers’ health and safety and prevent mental health injuries in the workplace.
Employers must be prepared to create positive workplace culture and practices and adopt health and safety strategies to address the general and specific challenges in each workplace. Resources like Employee and Family Assistance Plans (EFAP), access to adequate vacation and other forms of leave, and many other programs are important to address existing issues, but preventative measures remain largely inadequate and workers are suffering as a result.
Unifor was a leading partner in the development of the Canadian Standards Association (CSA) standard that outlines the 16 psychosocial factors that impact organizational health, the health of individual employees and the financial bottom line, including the way work is carried out and the context in which work occurs. Read more about these factors at the Canadian Centre for Occupational Health and Safety (CCOHS).
Unifor prioritizes mental health care and awareness in every aspect of union work. From building and enforcing spaces where harassment is unacceptable, to bargaining language that holds employers accountable, Unifor aims to support good mental health for all.
People often bring life issues and stressors with them to work. When we build workplace cultures where people are valued and respected, where we create a network of peer supporters, we give each individual the dignity they deserve and the opportunity to manage, heal, and thrive.
We encourage members to End the Stigma around mental illness and mental health and commit to working with your local OHS committee to evaluate the risks and hazards to worker mental health in the workplace. The national union’s Health, Safety and Environment Department has resources and can offer guidance on expanding worker knowledge and increasing dialogue with employers toward better mental health supports.
OCTOBER 7, 2025
MANAGING ANXIETY WEBINAR PART II
The UBY team invites employees to a follow-up session on managing anxiety with Dr. Marie-Hélène Geoffroy, Family Medicine Physician and a Medical Director with Cleveland Clinic Canada. This webinar will explore strategies for recognizing anxious triggers, strengthening coping skills and applying practical tools for everyday life. The virtual talk will take place on Oct. 10 from 1 p.m. to 2 p.m. ET.
Register on the UBY portal.
EXCELLENCE AWARDS NOMINATIONS DEADLINE EXTENDED
The deadline for the 36th edition of the Excellence Awards has been extended to Oct. 12, giving you a few extra days to nominate a deserving colleague and be their champion.
Head to the application page on Shine to nominate your candidate.
The Excellence Awards are divided into the following categories:
- Award of Excellence honours a select group of exceptional individuals who consistently demonstrate our Flight Path behaviours.
- Award of Bravery is given to employees who have demonstrated heroic behaviours that have resulted in trying to save someone’s life or preventing the loss of property.
- Dialogue Award recognizes employees who promote a cooperative and inclusive work environment, and who systematically honours Air Canada’s commitments with regard to official languages.
- Volunteer Excellence Award is a new category debuting this year. This award recognizes employees for their exemplary volunteering and community involvement, both at work and beyond.
Let’s nominate our champions and lift each other up.
AIR CANADA’S SUSTAINABILITY SCHOLARSHIP
The company is accepting applications for the 2025 Sustainability Scholarship. In total, 10 full-time students will receive $2,000 to be applied towards post-secondary studies. The closing date for submissions is Oct. 31 at 11:59 p.m. PT.
This scholarship is intended to assist youth and the families who support them with their own commitments to environmental sustainability. The scholarship is open to eligible students who are registered in a post-secondary Canadian institution and who are legal adults under the age of thirty. To apply, students must tell us how they’ve integrated issues related to sustainability into their educational pursuits in a 500-word essay in either English or French.
Further information on eligibility, how to apply and the selection process is on Aeronet under Sites > Environment > Get Involved > 2025 Sustainability Scholarship.
All students must review the Rules and Regulations and Privacy Notice for both parents and applicants before submitting their application. Please ensure all submissions include the completed application form.
Did you know? The funds for this scholarship are raised through metal recycling activities carried out by Maintenance. As October is Circular Economy month, this is a great example of how waste can become a new resource and contribute to corporate sustainability.
SEPTEMBER 30, 2025
NATIONAL DAY FOR TRUTH AND RECONCILIATION
September 30 marks the National Day for Truth and Reconciliation, an observance that honours the survivors of residential schools and remembers those who did not return home. Known as Orange Shirt Day, this day draws its name from the story of Phyllis (Jack) Webstad, whose orange shirt—a gift from her grandmother—was confiscated on her first day at a residential school in 1973.
In 2021, the federal government declared September 30 a statutory holiday. However, beyond federally regulated workers, the application of the holiday is uneven across the country. This is unsatisfactory and goes against the spirit of the day, which is for individuals to recognize and reflect on the atrocities committed at residential schools and to amplify the message that Every Child Matters.
To this end, Unifor encourages member locals outside the federal sector to ensure that statutory treatment of September 30 is part of the bargaining agenda for your next round of collective bargaining, especially in Alberta, Saskatchewan, Ontario, Quebec, New Brunswick, Nova Scotia, and Newfoundland and Labrador where provincial governments have taken no action for workers in the private sector.
Members are strongly encouraged to use September 30 as intended: an opportunity to participate in events in your community to take action for reconciliation. Below is a non-exhaustive list of events across the country, however if you don’t see something near you, consider inquiring at your nearest First Nation or friendship centre. Unifor has commissioned artwork by Indigenous artist Christina Dumas for 2025 to commemorate the National Day for Truth and Reconciliation. Feel free to share in your networks.
As with all of Unifor’s equity campaigns, affecting change is a year-round undertaking. You play a central role in Unifor’s Truth & Reconciliation work.
SEPTEMBER 24, 2025
SHIFT BID UPDATE
We will have a new bid schedule starting October 19, 2025, and ending March 07, 2026 (End date subject to change).
Templates have been uploaded in the Shift eBid tool.
We encourage you to access the application and begin entering your Standing Bids.
Below are the dates scheduled for our base:
AUGUST 6, 2025
GROUPS UPDATE
Please check your email for a message from the Operations team regarding the option to opt in or opt out of the Groups Department. The deadline to submit your decision is August 31, 2025, by 23:45. In line with the 3 in and 3 out policy, only 3 agents will be considered to bid into the department during this shift bid.
Please note: Once submitted, your selection is final and cannot be changed during the shift bid process. Those selected for the Groups Department will receive a confirmation email.
MAY 17, 2025
SHIFT BID UPDATE
It’s that time of years again…SHIFT BID! The packages have all gone out, please be sure to refer to the revised bid package that went out.
Our next bid will take place from 21 May 2025 – 23 May 2025
The new schedule will officially begin on Sunday June 15th, 2025 and is expected to run until October 18th, 2025.
JANUARY 15, 2025
SHIFT BID UPDATE
Mark your calendars! Our next bid will take place from 05 February 2025 – 07 February 2025
The new schedule will officially begin on Sunday February 23rd 2025 and is expected to run until June 13th, 2025.
JANUARY 13, 2025
NEW CONTACT CENTRE LOCATION / POSTING
ATTENTION TO ALL CUSTOMER SERVICE MEMBERS: Air Canada is opening a new Reservations Call Centre in Vancouver with a number of positions to be determined. If you’re interested in transferring, it is recommended to submit your transfer request before January 17th, 2025.
TO APPLY FOR A TRANSFER: Access HRConnex and look under “Career & Development – Current Job Postings” for the Vancouver Call Centre posting details. Submit a transfer request through the “eHR Kiosk”, using the “Unifor e-Transfer” system and clicking the “create” icon.
JANUARY 7, 2025
We will be raffling off a paid day off. To enter, please send a selfie along with your employee number and name to d300@unifor2002.org. Once your entry is received, you will receive a confirmation email. Please be sure to send from your personal email address, not your company emails. The deadline to enter is Friday, January 10th, 2025, by 11:59 AM. Good luck!
DECEMBER 2, 2024
To help our members understand the role and vision of our Bargaining Rep nominees, we prepared a few questions for them to answer. Their responses were voluntary but greatly appreciated. We want to thank all the nominees for giving us the time to explain what we wanted to do, and a heartfelt thanks to everyone that participated. Please see below for the Q&A with two of the three of your Bargaining nominees!
Q&A WITH BARGAINING REPRESENTATIVE CANDIDATES BRETT GRASSAM AND WADE IRELAND
If elected as a Bargaining Representative, how would you describe your primary responsibilities? Please explain in your own words.
BRETT GRASSAM:
If elected, my primary focus will be on fulfilling the responsibilities of this post for the remainder of the term. This includes ensuring that members’ Level 2 grievances are handled with the utmost care and urgency, giving them the best possible chance for a fair resolution. I will provide the necessary support and resources to address these grievances effectively. Additionally, I will assist the president in carrying out their duties as outlined in the bylaws, working together to strengthen the overall effectiveness of our union.
Key areas I will focus on as part of my responsibilities include:
UMHQ
Workplace accommodations
Lou16
Supporting all districts in the region
Policy grievances
It’s important to note that bargaining is not part of this term’s scope, so I will not be addressing that topic at this time. However, stay tuned for my platform in the June 2025 elections!
WADE IRELAND:
There are three main parts to the role.
When the time comes, it involves bargaining with the Company to get the best agreement possible. “Best” is not defined as to what I want, but what the Members will tell the Committee is their priorities. This will be achieved through the survey & proposal meeting process, and generally listening to the Members every day. Communication is key at all times, especially leading up to the bargaining process.
The second main responsibility is to protect and defend the members under the terms of that Collective Agreement, the agreement that the Members have ratified and the Company has also agreed to. This involves both understanding and interpreting that agreement, and learning the history and intent of the various articles in that agreement. Many times, there will be “grey” areas, and my position will be to always fight for what is best for the members. We know the Company will always interpret in their own interest, and this is the down side of having “grey” areas. As the Bargaining Rep, I must see these disputes carried forward through the higher-level grievance process, including arbitration where applicable.
Finally, I am there to support my District Chairs and other Workplace Representatives in their roles and assist where possible on non-CBA issues. We all know through experience that many things come up that are not directly tied to an article in the CBA, such as a local SOP, but can affect our members negatively and needs pushback where possible.
How do you plan to address the diverse needs of our membership, from newcomers to seasoned professionals? What specific support or initiatives do you have in mind for each group?
BRETT GRASSAM:
I currently utilize social media and an online presence to keep members informed, and I plan to use these tools effectively to communicate important updates. Whether you prefer the fast pace of social media or the more traditional email updates, I am skilled in both methods and will ensure you are kept in the loop on crucial matters, such as grievances that could impact your job security or result in disciplinary actions.
Additionally, I will make regular in-person appearances at each work location to strengthen the relationship between the members and the Union. I believe in fostering open lines of communication, especially when it comes to complex and serious issues like Level 2 grievances. Transparency is at the core of my work in the Union Office, and I will ensure that every member, regardless of their experience level, is well-informed about their rights and the grievance process.
The more you know, the more engaged you will be. This approach helps all members, whether new to the Unionized workforce or seasoned professionals, to stay connected and empowered, particularly when dealing with serious grievances that require careful attention and swift action. My commitment is to make sure you’re always aware of your rights and the steps I’m taking to defend them.
WADE IRELAND:
How do you plan to address the diverse needs of our membership, from newcomers to seasoned professionals? What specific support or initiatives do you have in mind for each group?
Having members in my family at various places of the Seniority scale gives me a unique perspective of seeing the needs at those various stages and also seeing the shortcomings of the current collective agreement. You can say I have a vested interest in seeing the needs of each group addressed with the full efforts and strength of your bargaining committee.
For our newer members, this involves fighting to improve the pay levels and the speed of progression, improved scheduling, the fight for a full defined pension plan, and any other issues the membership bring to us through the bargaining preparation process. The bargaining committee will only truly understand what is important by listening to those members.
For the more senior members, pay levels and scheduling are just as important, but changing the maximum pensionable earnings, and achieving a form of indexing for the pension is also long overdue. Again, when it comes time to bargain, the members will speak out!
What unique skills, experiences, or perspectives would you bring to this position? How would members benefit from having you as their elected representative?
BRETT GRASSAM:
My communication skills, relationship-building abilities, and analytical expertise will be a significant asset to the members. I am approachable and committed to creating an environment where members feel comfortable voicing their concerns and asking questions. With many years of negotiation experience outside of Air Canada, I bring a strong background in finding practical solutions and reaching fair agreements. This experience will prove invaluable when performing the roles and duties of the Bargaining Representative, ensuring that I can advocate effectively on behalf of all members. I am ready to leverage these skills to benefit our entire membership.
WADE IRELAND:
My education, years of experience in the Union, scheduling background, pension background, etc, built a good foundation. Having worked in both the Call Centre & Airport, with many years in the Leadership role, has given me a rounded work experience in the scope work covered by our Collective Agreement.
I am also someone who has always made myself familiar with our collective agreements, and learned a long time ago that having that basic knowledge allows the member to stand up for their own rights and defend the rights of those who we see wronged. I always encourage members to read their CBA. When you know the rules, you can stand up against a company that breaks those rules with regularity as evidenced by the number of grievances we have to file.
Also, by knowing the rules, it is much easier to take action. For the Call Centre, I think back to a time where the Director of Call Centers said we would never see a compressed work week (10 hr shift), even though the CBA allowed for it “by mutual agreement”. I was not defeated by his comments, and proceeded to build a shift that met the requirements, filed a grievance, and we saw that the arbitration that followed from that grievance was successful.
I am also a strong fighter to not only keep the Scope work we have, but see the need to get back some of the Scope work we have given up over the years. AI is expected to be a real threat to our membership in the future, and we need to be strong in the fight to maintain and increase our Scope work. Having years of experience in this industry helps in seeing the possibilities!
CONSIDERING OUR NEXT CONTRACT NEGOTIATION IN 2026, WHEN AND HOW DO YOU INTEND TO START GATHERING INPUT FROM VICE CHAIRS AND MEMBERS ABOUT OUR COLLECTIVE DEMANDS?
BRETT GRASSAM:
While the next contract negotiation in 2026 is not within the scope of this election, I understand the importance of gathering input from Vice Chairs and members about our collective demands. At this time, diving into specifics would be premature and could distract from the current priorities. Rest assured, I will be actively planning for this process, and we will begin to gather input closer to the time. Stay tuned for more details in the spring elections in June 2025! Your voice will be heard, and I’m committed to ensuring we approach negotiations in a way that benefits all members shall I be elected again.
WADE IRELAND:
Considering our next contract negotiation in 2026, when and how do you intend to start gathering input from Vice Chairs and members about our collective demands?
Actually, I have been addressing this process for months. At any opportunity I go over the process with new members, reviewing how important it is for them to fill out the surveys, and come to the proposal meetings to express their views.
If in the bargaining position, I would expect all the Vice Chairs to be promoting the process directly with the members. On an ongoing basis, I would expect the district offices to keep a log of both the new ideas that come forward, and the issues that we find in the CBA that are problematic or flawed.
Our union has a very well organized and detailed process for bargaining from start to finish, and I would engage all the resources available to us to ensure the member voices and leadership voices are heard.
WHAT ARE YOUR MAIN OBJECTIVES FOR THIS TERM IF ELECTED? ARE YOU CONSIDERING SERVING MULTIPLE TERMS, AND IF SO, WHAT LONG-TERM GOALS DO YOU HAVE FOR OUR ORGANIZATION?
BRETT GRASSAM:
If elected, my main objectives for this term will be to pick up where our previous bargaining representative left off, continuing to support the union’s priorities while ensuring that all members’ needs are addressed. I will focus on fulfilling the responsibilities outlined in question #1.
As indicated in question #1, I will be running for a new 3-year term in June 2025. As for long-term goals and future plans, those will be discussed during the campaign for the election in June 2025.
WADE IRELAND:
Remember, this election is to complete the term vacated by the previous representative and expires at the end of May 2025. Therefore, much of this period would be the period for whoever wins this election to get a good grasp of the requirements of the job, complete the issues currently in progress, and tackle the new issues that arise. Hopefully if that successful Candidate is me, I will run again for the full term in the spring of 2025. Soon after that, the bargaining process will dominate the timetable until we successfully ratify a new collective agreement. After the CBA is ratified, the role switches back to monitoring and defending the agreement and ensuring the Company honours it’s terms.
As for multiple terms, I would have to say that is not the intention. I strongly believe we need to mentor a new generation of Leaders to take over the fight. This is important for the relevance & survival of the Union and the long-term benefit of the membership. We actually have a lot of talent within our membership and we need to find better ways to engage them and getting them interested in stepping up in a Leadership role.
NOVEMBER 28, 2024
ELECTION SEASON IS HERE! Please make sure your voting profile is updated, all votes will be collected electronically. Voting will begin on TUESDAY DECEMBER 3, 2024 12:00PM and ends FRIDAY DECEMBER 6, 2024 at 11:59AM. See below for the nominees.
NOVEMBER 20, 2024
UBY WEBINAR! Please see below for detailed information regarding the live webinar about managing anxiety with Dr. Andrew Morgan. This has to be attended on your own time. The link to register can be found through UBY, or you can reach out to your local UBY ambassadors for further information.
OCTOBER 1, 2024
VACANCY! VACANCY! VACANCY!
For further information, please check out the listing posted HERE.
AUGUST 21, 2024
AUGUST 16, 2024
The Shift Bid has concluded, and we want to thank everyone for their encouraging words of support throughout these three days. The eBid, although a new system, was a smooth transition at the YTO Contact Center, and we could not have done it without all of us working as a team. As a reminder to agents that bid a relief line, please make sure you keep in mind what is bargained in the Collective Agreement. As per Article 6.13.06 and 6.13.07:
AUGUST 13, 2024
It is that time of year again, SHIFT BID! We will be bidding on August 14, 15, 16. Things are going to be a little different this time around, as we are transitioning into the eBid system. We implore you to double check prior to your shift bid that all of your standing bids are in the system, and to get in contact with a Union Rep or the DC as soon as possible if there are any technical issues. Although the process has not been as smooth as we would have liked, Union is working alongside the Company to make sure everything is in working order for the bid, and to ensure that seniority is respected. We will also be in the bid room, alongside the Company to make sure everything is running smoothly, and to ensure that we can step in if there are any issues. Please be sure to to check your bids, as well as bid date/time on the eBid tool. There will be a live Sharepoint link emailed to everyone tomorrow morning. Any agents on GDIP, LOU, or any sort of special leave will get a phone call from your Union team to bid, and an email shortly to follow with your bid time.
AUGUST 7, 2024
VACANCY! VACANCY! VACANCY!
Attention all aspiring CJM-ers… Three vacancies have been confirmed! The transfer list will be pulled on Thursday August 8, 2024. If you are interested in transferring, please make sure that your requests are submitted by the mentioned date.
AUGUST 6, 2024
Happy Tuesday! Over the past few days, Vice Chairs have been communicating in the Telegram chat in regards to the recent meetings for Phone Abuse. To review the reasons agents are being pulled into meetings are the following: Over 50% disconnects on calls with passengers, with no follow ups, no remarks. This does not mean that you will be in trouble if there are technical issues, but it is imperative that you follow the processes setup by the company to go on Offline Activity status to complete a call back, or trouble report, or both, followed by an email to Res Ops, and cc’d to your manager and union. The Vice Chairs have been sending templates of how to format your Offline Activity emails when requested, the examples can also be found below.
OFFLINE ACTIVITY EMAIL FORMAT
EXAMPLE ONE:
SUBJECT: Offline Activity: Callbacks
Good Afternoon,
SHIFT: 10:30-18:30
OFFLINE ACTIVITY: 11:47-12:15
PNR: ACXOXO
While on the call with the passenger, the call dropped while we were reprotecting the flights. I called the passengers back to complete the flight disruption reprotection.
Thank You,
Jane Doe
123456
EXAMPLE TWO:
SUBJECT: Offline Activity: Callbacks and Technical Issues
Good Evening,
SHIFT: 15:30-23:30
OFFLINE ACTIVITY: 18:55-19:10
PNR: ACXOXO
INCIDENT# INC123456
While on the call with the passenger, audio went out on my end midway through the call, I was unable to hear the passenger, so I disconnected. I tried to call the passenger back but was unable to reach them. Left a message on their voicemail, remarked the file for the next agent, and submitted a TR report.
Thank You,
Jane Doe
123456
APRIL 23, 2024
Good Morning, Good Afternoon, Good Evening! This is just a heads up for the continuation of the week, due to training constraints, no one will be available in the Union office, from Wednesday to Thursday. On Friday, the Union office will open at 12pm. Thank you for your understanding, and if required, Adriana will however be available via email: d300@unifor2002.org
Happy Tuesday! This is just a refresher on the Sick Days and Family Responsibility hours for everyone. For Sick Days, you have 10 paid sick days that are allotted per employee. As per the Family Responsibility hours, you have 48 hours to use, for which the Company does reserve the right to request that you provide proof. For further information, if you visit the “Frequently Asked Questions” page, you will find a breakdown for both Sick and Family Responsibility, as well as the process to call in.
APRIL 11, 2024
APRIL 4, 2024
Please be sure to get your shift bid forms submitted to the union by APRIL 7TH 2024 at d300@unifor2002.org. A few people have reached out about not having a printer available for the new form, and as advised to them, rest assured the bid form does not need to be printed. You can fill it out on the website, download it with changes, and then attached into and email and send to the Union email. If you have any questions, please feel free to call the Union Office during the weekdays, email us, or message a representative on Telegram.
APRIL 2, 2024
BID PACKAGES HAVE BEEN RELEASED! Please be sure to check your emails for the packages, and be sure to get your shift bid forms submitted to the union by APRIL 7TH 2024 at d300@unifor2002.org
As verified with Manulife’s Air Canada specialists, they are currently working on the Benefits booklet, and it is not yet available. This booklet will include information about both medical and dental coverage. It will be uploaded on both the website and app shortly. We have informed them about the discrepancies between the app and the website. This is because our drug plan coverage is under a different number and it does not appear to be associated with the app.
When setting up coverage with your pharmacy, please provide them with the following drug plan number: 0788021. Medical and Dental are both covered under the number we registered with: 788000. We have been assured by the bargaining committee that our plan coverage has not changed.
MARCH 7, 2024
Click through here and make your voice heard! Stand in Solidarity with our fellow workers. Through the linked form, you are able to contact the Bell Board through the pre-populated webform and message, let them know that Canadians deserve better!
MARCH 6, 2024
HOT OFF THE PRESSES!!
The new schedule will officially begin on Sunday 28th April and will run until September 7th, 2024.
Mark your calendars! Our next bid will take place from 09 April-11 April.
MARCH 5, 2024
While we await notice about the upcoming shift bid, please take some time to familiarize yourself with the new shift bid form, as we are retiring the previous 2 form system that was being used. Everything is now consolidated into one form, and has the information needed about where you need to email your form in. You will be required to fill out the form for the bid, and keep in mind, the proxy portion of the form is optional for employees that require it, you are not obligated to fill that out if you do not require a proxy agent. For the bid, it will be mandatory for this form to be sent to the Union email, or handed in office, as we require your personal information to contact you.
This form can also be found on our shift bid page.
For information regarding access to your group benefits card, please see the video below.
It details how to access the Manulife benefits card on your mobile device.
MARCH 4, 2024
For any employees that are experiencing audio issues,
please refer the following process below:
****URGENT INFORMATION / FEBRUARY 20, 2024****
Please be informed that the new implementation of Harmony significantly improves the company’s ability to identify various KPIs, including hold times, dead air calls, and timeframe on transferred calls to other departments. It is important to follow Call Center Standards and Expectations, which can be found on Acpedia, and it gives a breakdown of proper phone etiquette, such as when customers are not on the line, or when transferring to another department, as the company maintains a zero-tolerance policy for phone abuse. Additionally, all conversations are recorded. If you have questions, please get in contact with me.
– Adriana Robinson
All employees who work their full scheduled shift on December 25 and/or January 1 will receive a pair of C1 passes, as per previous years.