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.

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!

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!

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.

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.