Air Canada Collective Agreement Cupe

We want our members to have the highest possible wage standards, job security and employment conditions. CUPE`s Air Canada component manages and implements the collective agreement; We ensure that our members receive consistent and thorough training and updates, not only to protect their own safety, but also that of our passengers. A group of Air Canada employees with disabilities is protected from termination by a provision of the collective agreement that requires the airline to continue its health care indefinitely, an arbitrator has ruled. In the late 1940s, cabin crew and other workers formed independent unions, in 1948 they merged to form the Canadian Flight Attendant Airline Association, the group was certified to represent all funders/stewards and flight attendants. In 1949, Canada flew to Australia and the first collective agreement was negotiated. The arbitrator also found that dental benefits, life and accident insurance and pension delimitation were not guaranteed in the collective agreement, but were part of long-standing collective agreement practices. After decades of providing these services and accumulating pension benefits for WIP employees, Air Canada suddenly withdrew them as part of its attempt to terminate the group of employees. As a result, Air Canada was required to inform CUPE of the termination of these benefits rather than to do so immediately, the arbitrator said, adding that the communication had now been made and that it was up to Air Canada and CUPE to decide whether to negotiate the change. The union deplored the dismissals and indicated that the dismissal of the group`s workers would lead to the termination of their health benefits, which did not go against the protection of the collective agreement for THE workers of the LTD – the union members could not be dismissed if they were deprived of their contractual rights, according to the union. CUPE also submitted that Air Canada failed to communicate to air Canada during negotiations on its intention to change long-standing practices that allowed fully disabled workers to continue to receive dental money, life and accident insurance and eligible benefits.

Air Canada had never attempted to terminate an employee who was receiving WIP benefits. CUPE is encouraged that the two airlines continue to operate as separate brands, but will ensure that collective agreements negotiated with both airlines continue to be respected. The union is also encouraged by the news that Transat will retain its head office and key functions in Montreal. Hugh Pouliot Media Relations, CUPE 613-818-0067 hpouliot@cupe.ca The Arbitrator found that Air Canada was unable to terminate members of the WIP group until it negotiated changes to the right to health insurance. VANCOUVER, British Columbia–Air Canada Component of the Canadian Union of Public Employees (CUPE) is encouraged to learn that cabin crew members who have lost their jobs as a result of the reduction of the covid-19 pandemic may soon return to the corporate payroll. The airline and the federal government want to consolidate an agreement to provide the Canadian Emergency Wage Subsidy (CEWS), under which the federal government pays 75 per cent of workers` wages. The arbitrator noted that the “collective agreement regulates” and noted that the provision guaranteeing health benefits to LTD workers essentially excludes the dismissal of these workers, since the termination would have the effect of depriving them of these benefits. The contractual obligation was for Air Canada to continue health care during the period of illness or injury, even if there is no end to that period, the arbitrator said.

“In general, disabled workers may be made redundant, who terminate health care such as those discussed, but not here because of the inclusion in the collective agreement of the language, for the current right to the LTD, a distinguishing feature of this case, a distinctive feature of the affair