This is bittersweet. At last, the day has come.

I wanted to take a moment to acknowledge our illustrious colleagues who have successfully applied for the VSP (Voluntary separation package).

Thank you for your time, expertise and the memories. Wishing you nothing but the very best.

In solidarity and iron focus

Soppo

S.G

The weeks following the ratification were nothing but uneventful. Thank you for showing us some grace as we navigate the implementation of this new contract.

Longevity premium

Many have reached out about the 2% longevity premium. The bargaining committee has issued a bulletin citing limitations that have prevented the longevity premium from being applied:

https://mailchi.mp/unifor2002/260709-ac-mainline-update-on-retro-pay?e=f8cda92ebc

This is temporary. As per the contract the premium must be applied to ALL members once they reach top salary. We do not have a date for resolution yet. However, we will ensure to communicate with you what we know.

Once the issue is resolved be mindful that currently the longevity premium (like the 5% midnight premium) is to be be applied to your paycheque as a premium NOT as your base salary.

Pension contributions for Hybrid employees

Contribution/matching by tenure.

· less than 2 years max contribution is up to 2.5%. The company matches 100% of your contribution.

· 2 but less than 5 years is up to 3%. The company matches 137.5% of your contribution.

· 5 years and more is up increase to 3.5%. The company matches 175% of your contribution.

To increase/ decrease your pension contribution.

· Go to your HR Connex.

· Under retirement select DC/RRSP/TFSA Accounts (Manulife).

· Go to the left of your screen to My account.

· Under contributions Select Payroll deductions.

· It will take you to a screen with pay periods, existing contribution and the option to ‘change to”.

There are 4 pay periods available for changes from Aug 02,2026 to Sep 26,2026 and all future pay periods.

I STRONGLY recommend that you adjust your pension contributions to the highest level possible, your future you will thank you.

VSP (Voluntary separation packages)

Anyone that has spoken to me knows that I am staying at arms length from the subject. I will still recommend sending your questions and queries to a reliable source at:

Unifor-Sharetrust.fiducieactions@aircanada.ca

House keeping

RO or time off at the end of your shift

Some incidents of forced RO were reported to us. Let me make it clear that you cannot be forced to go home early because “ there is nothing to do ". Should you be asked to , kindly document the details and immediately contact your local union Rep.

RAIC

Your Raic is a condition of your employment at the airport. If you realize that you have forgotten, or dropped your Raic, please contact the union immediately for assistance.

I leave you wishing you a very happy pride week!

In solidarity and iron focus

Soppo

S.G

​

Hello Everyone,

Last Friday, I was woken up by some spirited messages informing me that the signing bonus was on our next paycheck .First, let me start by saying mea culpa. I am so sorry that our expectations were not met.

I acknowledge that, visually having both our paycheck and the bonus combined is difficult .I acknowledge the legitimacy of your feelings when something unexpected occurs.

As your representative we strive to strike the right balance between giving you information and managing expectations ( see disclaimer in bold ).

Let me say in no uncertain terms that we did not know that the company was going to deposit the signing bonus in our next paycheck.

It took about 2 months for the bonus to be deposited in the last company /Unifor negotiated agreements, for much smaller groups.

There is absolutely no benefit to me providing you with incorrect information . This is the information we had at the time . I am truly sorry that it didn’t turn out the way we were expected .

See you this week .

In Solidarity and iron focus

Soppo

S.G

An immense thank you for the wonderful turnout .We have completed our ratification tour. We are proud to announce that the contract has been ratified with 94 % of the votes .

Based on the messages I have been receiving I would like to offer further clarifications:

First, I would like to reiterate that in collective bargaining the aim is to uplift us all collectively. You will see that the increases are not identical, but they are substantial across the board. It is my hope that we will continue to extend each other grace, support and root for each whether we are at step 1 or step 8.

Without further ado the very simplified numbers by step.

Over the life of this 4-year collective agreement:

PS: Thank you Dien Nguyen for the Pay scale layout.

Step 1

$17.74( 18.15 in actuality) to $30.68.

$12.95 dollars pay increase.

69% wage increase.

Step 2

$20.74 to $32.46.

$11.72 pay increase.

56.5% wage increase.

Step 3

$22.18 to $34.24.

$12.06. Pay increase.

54.4% wage increase.

Step 4

$23.63 to 38.91.

$15.28 Pay increase.

64.7% wage increase.

Reaches top salary on their anniversary in 2029.

Step 5

$25.08 to $38.91.

$13.83 pay increase.

55.4% pay increase.

Reaches top salary on their anniversary in 2028.

Step 6

$26.52 to $38.91.

$12.39 pay increase.

46.7 % pay increase.

Reaches top salary on their anniversary in 2027.

Step 7

27.97 to 38.91.

$10.94 pay increase.

39.1 % wage increase.

Reaches top salary on their anniversary in 2026

Step 8

$31.17 to 38.91.

$7.74 pay increase.

24.83% wage increase.

Upon ratification top salary gets a $4.43 pay increase to $35.61. The expired collective agreement offered a pay increase of $ 3.21 to ($27.96 to $31.17) over 6 years.

PS: There may be slight variations based on anniversary dates.

Our journey might not be identical; however, this Collective agreement grants all of us significant financial gains.

Pay Chart discrepancy

Throughout our meeting across the country we have acknowledged that we are still working on the discrepancy that has affected members mostly hired in 2018,2019.I can say in no uncertain terms that the issue has not been dismissed. It might require some patience to come to a resolution. I cannot guarantee the outcome, I can however guarantee that the issue is NOT being pushed aside.

Signing Bonus

Every member is to receive a $5000 signing Bonus regardless of their status and /or seniority.

It will be an off cycle cheque. We expect the cheque to be deposited in about 2 months. This is an approximation, it is not set in stone.

Benefits

Benefits are expected to be adjusted on the first of a month. Meaning that if if you have used all of your allotment, the extra coverage will be available July 1st.

For example, vision coverage was $350. As of July 1st 2026 the coverage will be 425$(Giving you an extra $75 coverage ).

Back Pay

• Please note that the longevity premium of 2% taking you to $35.61 only takes effect from ratification ( June 12 2026). The longevity premium is not included in the retro pay as it start applying upon ratification on June 12th 2026.

• The 12% wage increase however takes effect as of March 1st and the retro pay will be based on the difference between your new wage ( 12 % increase) and the pay you worked until ratification.

• Retro pay applies to recall and overtime hours worked.

• The retro paycheque is expected to be issued in about 2 months.(This is an approximation and is not set in stone). We have asked for an on off cycle cheque but there is NO GUARANTEE.

Pay cycle

• Pay raises will be applied to the first full pay cycle. Our current pay cycle is from Sunday June 7th to Saturday June 20th.

• Our pay increase on June 12th falls in the middle of a June 7-20th pay cycle.

• The pay increase will be applied to the first full pay cycle from Sunday June 21st to Saturday July 4th.

• We will be able to see the increases on our paystubs on Friday July 10th 2026.

• The pay with the 12% increase will be deposited on Wednesday July 15th.

Thank you for your time.

In solidarity and iron focus

Soppo

S.G

An immense thank you for your support and patience.

I am delighted to announce that the entire bargaining committee will be in attendance this Monday June 1st 2026 in Vancouver to present the agreement we have negotiated with the company. Vancouver will be our very first stop!

This has been by far one of the most challenging and rewarding experiences of my life. I do not take lightly the opportunity bestowed upon me by the pacific region.

I urge you to come and ask as many questions as possible to make an informed decision. We will be working with the company to ensure that you are given an opportunity to come and exercise your right to vote as a member of Unifor 2002.

Ratification Pointers

• Please note that voting is completely confidential and in person. No results will be released until all cities across the system are given the opportunity to be heard and accounted for. Should you be in a different city, you are welcome to vote at another station. Details on dates, times and locations of the ratification meetings will be communicated by the local’s communication department and the District’s Chair offices.

• It is capital to have a piece of ID to have access to the ratification meetings and to vote.

• A contract is ratified by a simple majority (50% plus 1)

I hope to see you all very soon at the meeting : The ball is in your court!

In solidarity and iron focus

Soppo

S.G

This newsletter will be a departure from what I normally write about .

This time I will allow myself to talk about someone close to me .It is the most surreal feeling to have to write about her in the past tense. This newsletter is dedicated to the powerhouse , the unionist , the wife, mother ,grandmother and friend June Milley.

On March 14th I received the news that my friend went to Jesus .

Allow me to celebrate the first person to host an event in our current in terminal office .

She gave us the most impactful and informative sessions on intimate violence and human trafficking. On that day walls collapsed . I saw colleagues that I worked with for years open up in ways that I could never have imagined.

I witnessed raw emotions, liberation, truth , freedom and a true spirit of community.

This was the power of June :breaking down barriers and allowing herself and those around her to be vulnerable. I am forever changed for having met you June .I know that I’m not the only one that she has touched and transformed forever.

In the words of Margarita( YVR Res DC and her friend):

‘Meeting you wasn’t just a moment in my life , it was something that truly stayed with me . Your kindness your warmth and the beautiful way you carry your spirit left a mark on my heart that I will carry with me forever’

June this is a celebration of your life and your work!

We will continue your fight against endemic intimate violence, human trafficking and cancer .Until we meet again June . I and the rest of the gang will continue to check on Terry the family .

We love you June .

It wouldn’t be appropriate to have a newsletter on bereavement this month without acknowledging the tragedy of AC8646.

A nos chers pilotes :

“Merci pour votre acte heroique qui a sauve plusieurs vies.”

Toutes nos condoleances aux familles et aux proches.

In solidarity and Iron Focus .

Soppo

S.G

As per the title of this newsletter yes, it is true: YVR airport will welcome members from what was previously called Aeroplan this spring.

This newsletter is not to force my position on the matter but rather bring some Facts and perspective.

FACTS

less than 25 vacancies were declared at Vancouver Airport.

· Out of a total of 606 CES, the new transfers represent approximately 3.47% of the members who will be bidding at the airport.

· The vacancies were also filled by transfers from other stations YYZ, YWG, YYT, Customer relations etc...

· The Aeroplan group represents around 2.15% of the totality of the members who will be bidding at the airport.

This is not our first rodeo:

I invite you to do your own research on mergers and acquisitions in aviation in Canada.

Let’s me cite a few examples:

· Wardair/Canadian.

· Canadian Airlines/ Air Canada.

· Air BC / Air Canada.

In all instances workers retained their seniority with their original employer NOT the date of the merger.

Why isn’t the union protecting the seniority “rights “ of the airport workers from mainline ?

The union (UNIFOR) represents the airport group but also the group formally known as Aeroplan.

The union has Duty of fair representation (DFR) to all its members.

The DFR is not a suggestion it is an expectation from the CIRB (Canadian Industrial Relations Board).

Any pursuit by the union that would be detrimental to the interest of its members is in direct conflict with its duty of fair representation in an environment where dovetail is the historical norm.

PERSPECTIVE

I want to acknowledge the Legitimacy of the sentiment of unfairness that is being expressed.

Mergers/Acquisitions can be painful. Some of our colleagues had to be laid off or move to different cities because they committed to stay with our employer. Today they must welcome individuals who made a different choice and subsequently did not lose service and might be able to retire earlier than them.

What is also factual that a group of members like me had to wait 12 years to get to top salary while others only had to wait 5, 10 or 11 years to reach the same milestone.

We also have colleagues getting a lesser pay than Individuals hired after them. This is a collateral result of a pay scale that eliminated a 2 tier pay-system.

I am not interested in denying the legitimacy of any sentiment or perspective. These are all emotionally difficult circumstances to navigate. However, it is my duty to remind you that there is no such thing as harmless division or divisiveness. We are currently in bargaining. Should we fail to present a united front, it will have an impact on our collective bargaining and ultimately on our wallets.

Solidarity and unity are not just ideas; they are the only tool that give us a fighting chance to get the best out of our employer. The common denominator of our struggles is not each other but the Company.

Thank you for your readership.

In Solidarity and iron Focus.

Soppo

S.G

Hello everyone ,February is black history month .

It is only fitting to share the contribution of Afro descendants in the development and advancement of unions in Canada .

This is an homage to the Afro descendants whose contributions are still felt today not only by black people but all Canadians :We see you , we thank and honor you. You shall never be forgotten . Your light continues to shine and guide our paths .

In Solidarity and iron focus .

Soppo

S.G

As our current collective agreement is set to expire in less than two months, there is a heightened sense of anticipation, excitement and apprehension. I understand and acknowledge it.

I have been made aware of information being shared at the airport or on social media. Let me unequivocally say that unless the information is coming directly from the bargaining committee, the information is at best speculative.

I ask you to trust the process and the individuals the members have entrusted with negotiating this contract.

Bargaining is a nonlinear process. What is on the table today may not be on offering tomorrow. Silence from the committee means that we are focusing on getting our members the best possible contract. We are not hiding or plotting we are determined.

I ask your support and your trust. The moment information needs to be conveyed to the membership it will be. Thank you for your cooperation and the positive energy you have been sending our way.

In Solidarity and iron focus.

Soppo

S.G

Hello Everyone,

As this year comes to a close, I want to take this opportunity to thank you!

Thank you for your resilience. Your professionalism and dedication during the labor disruption was nothing short of astonishing. One true character is seen in moments of adversity, and you have delivered.

Representing you has been one of the greatest privileges of my life.

From the bottom of my heart, I want to wish you the merriest of Christmases and Happy, Healthy Holidays!

In solidarity and iron focus,

Soppo

S.G

Hello everyone,

The bargaining committee has now completed the bulk of its proposal meetings across the country. An immense thank you to all the members who attended in person and virtually. Your engagement and presence are cherished and truly appreciated.

Proposal meetings

The proposal meetings have brought a great range of asks. Most issues were the same across the board. We also welcomed quite a few that were completely new and innovative.

The committee was questioned on our reluctance to publish the top priorities for our members. Allow us to explain our rationale. We are going in to represent our group and intend to get as much as possible. We have stated that we have no intention of doing any concessionary bargaining. It would be imprudent to tell the employer in advance exactly what is important to us. Bargaining is a poker game. It would be detrimental to us to show our cards too early and help the company strategize a counter response. The top priorities were discussed in detail at proposal meetings, and you can always reach out if/when you have questions.

How much are you asking?

This is a legitimate question. It is no secret that our dollars do not stretch nearly as far as they did a few years back. It is not our intention to be coy. The best way for me to answer this very legitimate question on why we simply cannot give you a straight answer is an example.

If you were approached to throw a party and asked how many bottles of champagne would be made available. What number would you give as an answer? It is only when given a budget that you would be able to determine how much of that budget would be allocated to champagne. The employer will offer Unifor a budget. After we do our due diligence in getting the highest budget possible from the employer, we will be able to establish how much would go into wage increases, pensions, benefits, uniforms etc. Though we cannot offer you a number right now, rest assured that the entire committee is exceedingly aware of the very real financial challenges our members face. Remember we are members too. We can only make financial gains ourselves alongside our union siblings. We are all in this together and we are just getting started.

Final call

There is still an opportunity to have your voice heard. The bargaining committee will be hosting virtual meetings on December 09th.The local will send a link on the day at 0800 eastern standard time ( 0500 PST) through your non Company email. If you do not receive it kindly reach out to me or the District office.

It is important to reiterate that we are still open to suggestions and it’s not too late. Hope to see you there.

What is on the horizon?

The bargaining committee has received responses from more than 2000 members amounting to nearly 300 pages of data. A lot of December and January will be spent on studying the data we received and formulating our demands to the company. We do not foresee bargaining to commence before mid January.

Bargaining is a very unpredictable and ever-changing process. To conserve the integrity of bargaining, limited details will be divulged. We might communicate anything from it’s going well, to the opposite (and that your mobilization is required) and anything in between.

Social Media

Telegram and all Social Medias

It is not a secret that I communicate through telegram. It is an interactive and effective way of staying engaged. However, Telegram has also been quite detrimental to the membership on numerous fronts.

Privacy

The code of conduct has some strong language on personal information:

Our customers and colleagues trust us to maintain the confidentiality of their personal information. We are committed to maintaining that trust, and we ensure that all personal information is collected, kept, used and protected in compliance with our policies and the law. We only use personal information for authorized business purposes. We also promptly report any suspected incidents.

It is my experience that breaches in privacy no matter how minimal or well intentioned have led to discipline up to termination. I urge you to refrain from commenting on your colleagues’ travels. Most importantly do not post any comments, questions or information on a customer. Your inquiries must remain strictly within the realm of checking in and what is necessary as a business.

Telegram influencers

There are individuals who are very active on telegram. At times they are a source of information and encouragement. It is crucial to do your own research before adhering to anything posted on there. I often see statements on pay equity , accommodation transparency, wages achieved by other unions that make me scratch my head . I encourage you to always reach out to me for clarifications and / or do your own research.

Divisiveness

There is a fine line between accountability and divisive, slanderous rhetoric. As we approach bargaining let me very blunt: the company is aware of the chatter on telegram. There are always members who are anonymously providing them with screenshots. I know this for a fact as I had to represent members on multiple occasions due to telegram anonymous reporting. if the company senses that we are not united and that we are too focused on fighting each other, we will not be taken seriously. The bargaining committee is only powerful if the company understands that 6000 people are behind us. I understand that we have legitimate reasons to be upset or demand answers. Please do so in a matter that unequivocally conveys to the company that when push comes to shove you will always be standing by your Union. We have a great opportunity to make massive gains in the upcoming collective agreement. I urge to continue to keep your eyes on the prize and support each other. There is no doubt in my mind that we will build a better future together.

As always thank you for your readership.

In solidarity and iron focus

Soppo

S.G

Hello Everyone,

Thank you to all our participants and readers. Every prize was hand made by a District 101 member .Kindly Join me in Congratulating our winners !!!

90%

1. Paris Yang: 2 Candles, Chili oil, Biscotti and cake.

2. Sukhbir Kaur Lally: 2 Candles, Chili oils, Biscotti and cake.

3. Jing Jing Zhu: 2 Candles, Chili oil, Biscotti and cake.

80%

4. Christina P: 2 Candles, Chili oil, Biscotti.

5. Mi Jia Gao: 2 Candles, Chili oil, Biscotti.

6. Steffi Gasber: 2 Candles, Chili oil, Biscotti.

70%

7. Raena Bains: Candle, Chili oil.

8. Tiffany Smitz: Candle, Chili oil

9. Nesley Ghan: Candle, Chili Oil

10. Pandora Kee: Candle, Chili Oil

Honorable mention: to these Union Reps scored 70% and above but were not eligible to win Prizes: Sue Sitter, Pam Singh, Soo Moon, Vishal Kumar, Margarita Cordero .

The correct answers were :

Thank you for your readership and see you On November 3rd and 4th for proposal meetings!

In Solidarity and iron Focus.

Soppo

S.G

The past few weeks have been tumultuous….I do not pretend to have an immediate solution , or that things will get better instantly. What I can assure you is that your voices will continue to be carried to the highest levels at the company and within the union.

Gratitude

Monday was an opportunity to think about gratitude . I am able to see the silver lining in the difficult weeks we had .It showed that we have the ability to mobilize and stand as one . It gives me confidence that when/ if called upon the membership will be present and engaged.

Knowledge is power

I would like to challenge you to learn as much as possible about the bargaining process. These links will provide you with invaluable insight on the bargaining process and a potential labor disruption .

Bargaining

https://www.unifor2002.org/resources/UNF/Documents/WorkplacePower_English.pdf

Labor Disruption

https://www.unifor.org/resources/strike-and-defence-fund

Pension

The pacific survey had pension as the second most important issues after wage increases. My central region counterpart and pension liaison of the bargaining committee Brett Grassam has simplified it for us. Please take a look at some his work.

Quiz

As a token of my appreciation for your time and in preparation for bargaining this quiz will give you the opportunity to win prizes:

• 10 prizes of Candles.

• 5 sets of Chili Oils.

• 4 packages of Biscottis.

• 2 Cakes.

Here is the link to the quiz :

https://forms.office.com/Pages/ResponsePage.aspx?id=PR9QDgeQ7EqSd4ht3TLxCzyqDnxp_KhGgosaFUWO8PRUN09aNjE2MDI2NUdVN1I2RUo5SU05RVc2SS4u

Have fun !!!

In Solidarity and iron focus,

Soppo

S.G

45 days after its publication, I am delighted to share the results of the Pacific Region Survey.

There were 122 participants, which accounts for about 18% of the membership. The analysis of question 15 was inconclusive and was not included in the results. Question 23 allowed us to gather a significant amount of valuable information . To keep this read succinct, the findings of question 23 will be published in a separate document by Friday September 19th 2025.

An immense thank you to all participants!

Special thanks to Eric and Sue for helping me compile the results way past their business hours last Friday.

Thank you for your readership .

In Solidarity and Iron Focus

Soppo

S.G

Hello Everyone ,

I hope that you are enjoying your summer so far .This newsletter should help you navigate some conversations that our members are having in anticipation of our upcoming bargaining in the lunch rooms and on Social media.

Lay Offs

The subject of layoffs is consistently brought up to me. There were some leaves offered to Unifor members in Calgary to mitigate staffing level surpluses. Though our IAMAW represented below the wing colleagues have been affected in Calgary, so far there have been no talks of layoffs above the wing( UNIFOR) anywhere.

It is also important to note that status ( Part time vs Full time ) is not a factor in layoffs eligibility. The only element that matters is seniority. Each individual will be offered status(es) and/or locations they may be able hold according to their seniority. The most juniors may not have any options but to be laid off. Keep in mind that any employee NOT on probation ( 182 days of service and above ) is entitled to recall rights of at least 5 years.

Ultimately, I would like to reiterate that the bargaining committee has not been approached by the company about any layoffs within the UNIFOR Group.

Flight attendants ( CUPE)

As a Unifor representatives it would be incorrect for any of us to make comments on another union’s bargaining process. We are not privy to the details of the AC/ CUPE talks. I would caution you against any information that is not coming directly from CUPE and/ or the Company. We know that our Flight attendants will be in a legal position to strike on August 16th 2025 at 00.00 so please plan travel accordingly…..

Pay Equity

There’s much anticipation on the findings of pay equity. Please be reminded that all members of pay equity committees are subjected to very strict confidentiality. Any information not coming from an official statement from the unions and or the company is speculative.

GIDIP

There are calls especially in Vancouver to have the company “pay” for GIDIP the way it does for other unions.

My duty to you is to ensure that you are provided with pertinent information before making a judgement.

AC unionized employees :Pilots, Ramp, Groomers, Flight attendants and CESs are all subjected to a wage replacement program. Ours is called GIDIP( Group insurance disability income program) and is 3.542% of our wages. The wage replacement insurance/program is covered by the company for Pilots and for full timers for the Ramp and Groomers. Part timers in The IAM group do not have access to many benefits and are not covered by a wage replacement insurance. Flight attendants like our group pay their wage replacement themselves: 4.3%. 60% of wages non taxable up to 71 years old.

If changes to GIDIP are crucial to you please ensure that you communicate it to the bargaining committee during proposals and in your surveys. Any questions or proposals on GIDIP can be directed to the GIDIP trustees at:

https://www.unifor2002.org/Services-Departments/GIDIP

Survey

There is a link to a survey for the pacific region below. It is imperative to put the survey in its context to set expectations and prevent any future misunderstandings.

• First, it important to note that UNIFOR holds the bargaining certificate. The national Union has a decisive say in the bargaining process.

• There will be many voices and votes during our next round of bargaining:

5 bargaining representatives from the ACBC( Air Canada Bargaining Committee).

4 bargaining representatives from Loyalty( formally known as Aeroplan).

Our local president Tammy Moore ( Unifor 2002).

Our National staff representative Frances Galambosy ( National Union).

And the Director of aviation Sandi Mc Manus .( National Union).

• 12 people will be seating on that bargaining table

• Surveys are done collectively ( there are no regional distinctions)

• Vancouver holds 11-13 % of the votes/members.

• Bargaining is unlikely to start before December 2025 . Canada’s Labour code typically has a 90 days period for collective bargaining.

• There will be upcoming pension sessions. These meetings could have a significant impact on your bargaining priorities.

Kindly be reminded that a regional survey cannot dictate the direction of bargaining but it can give your representative clear data on your priorities. Being aware of the facts will give us the tools to understand where we stand in the pacific region and strategize how our voices could be echoed with the rest of the membership.

Lastly, the results on the survey will be made available through the District and Vice chairs. The company is paying attention, we will not give them our plans and aspirations on a silver platter. Publishing the results would offer them ample ammunition to create a blueprint for a counterstrategy.

Without further ado your pacific region survey :

https://forms.cloud.microsoft/Pages/ResponsePage.aspx?id=PR9QDgeQ7EqSd4ht3TLxCzyqDnxp_KhGgosaFUWO8PRURExYV1VDM0Q1R1FVNVBSQVY2MTRIM05USC4u

Thank you for your time and readership

In Solidarity and Iron focus

Soppo

S.G

This past week has been particularly difficult for all of us in YVR after the loss we experienced. We are in talks with IAM to see what kind of support the Unifor family could offer. We will make sure to keep you informed.

On July 15th the ACBC (Air Canada Bargaining Committee) will be meeting in Toronto, and we will begin strategizing the upcoming round of bargaining.

There are QR codes in the lunchroom, Jazz, North Leads and TB.

Here’s a link to the time slots :

https://outlook.office.com/bookwithme/user/b8d7bee0546749a0a3961acfbc1434c1@unifor2002.org/meetingtype/ZmB4EZFKO0C6gHoqEhWCMw2?anonymous&ismsaljsauthenabled

When you scan them, it will take you to available time slots. We will have the opportunity to have one on one (or small group) conversations. We aim to collect as much in-depth information as possible. The sessions are virtual; we can meet in the union office or grab a coffee at the airport (whatever works best for you).

In some sessions I might be joined by either the Anca (Pacific Vice president), Brett Grassam (Central region Bargaining Representative) or Tammy Moore (Unifor 2002 President)

This is our opportunity to allow the membership to have their unique personalized stamp on our upcoming bargaining talks.

Thank you for your time.

In Solidarity and Iron focus

Soppo

S.G

Let me take this opportunity to thank you again for your renewed confidence in me.

I spent last week in Toronto. The committee had to meet for the first time. We also had headquarter meetings (UMHQ and M&M) and arbitration. This was a whirlwind of a week for all of us.

House keeping

There have been major changes to the bargaining committee.

Brett Grassam and I are returning, and three new BRs were elected.

Please join me in welcoming and congratulating:

· Astrid Metzler (Western bargaining and Chairperson).

· Eric Bedard (Eastern region).

· Cheryl Robinson (Atlantic Canada).

This upcoming week

There have been developments in my quest to reach out to the membership. I had secured the mini boardroom for meetings so we could have one on one or small groups conversations on Wednesday June 11 and Friday June 13th.

The company has subsequently informed me that we could no longer use the room….

I will be looking at looking at spaces that are accessible and convenient to connect with the membership. I will be joined on Friday the 13 by our Vice president Anca Pricop.

Building from the ground up

In the past few weeks, I have been very proud of the level of engagement and focus the membership has displayed. It is still undeniable that there are gaps in the understanding of the bargaining process.

It is my duty as a union leader to offer an environment that is free of outside pressures. The purpose of smaller (one on one or small groups) is to allow individuals to speak freely the way they wouldn’t on a public platform such as telegram. We are building from the ground up.

It is the only sustainable way to truly connect with the silent majority. These upcoming weeks will provide an environment where individuals can feel compelled to have a human, real interaction with their union leaders without fear of ridicule or retaliation.

I am delighted to confirm that many union leaders will be visiting us to share their expertise with us, to empower us to make the most informed and enlightened decision in the upcoming round of bargaining. We will be communicating the dates for additional pensions sessions this month.

Survey

Despite some social medial posts suggesting otherwise…. I am a firm believer in surveys.

Like many of us in the pacific region , I am pleased to see that a survey was made available to the central region. That is to the credit of my central region counterpart and friend Brett Grassam.

I can assure you that the pacific region will have the opportunity to fill surveys.

Despite our similarities the Pacific region and the central region are distinct. It would be detrimental to apply identical strategies to reach our members.

It is only when given a comprehensive understanding of a document, context, situation that we can make a good sound decision and fill a survey accordingly . That is why I have planned activities for the next 4-5 months that will get the membership ready for the monumental task at hand.

I’m honoured to represent the region that had the highest participation rate in their BR elections. It is my ambition that the Pacific region remains not only the most engaged, but also the most educated, versed in collective bargaining power and history in the country. There is no doubt in my mind that we will achieve that.

I will see you this week at the airport in person.

In Solidarity and Iron Focus

Soppo

S.G

During my visits to the airport I had the opportunity to listen to your questions and concerns. I am delighted to write this newsletter to clarify some aspects of the role of a Bargaining Rep and the bargaining process.

Bargaining Rep’s Office

Bargaining Representatives work from home and are expected to travel ( sometimes at the drop of a hat) for meetings and escalations at the Corporate Level. Constant travel( nights and weekends included) is a requirement .

The Players

5 bargaining Representatives are elected

· Pacific (YVR Apt and Res)

· Western (Alberta, Manitoba and Thunder Bay)

· Central (Ontario)

· Eastern (Quebec)

· Atlantic (Maritimes)

The 5 BRs elect a chair (currently Me) to lead the committee.

Also at the table:

Unifor 2002 President who is also elected.

A National Staff Representative. Appointed by Unifor. Unifor is the owner of the bargaining Certificate.

FACTS

Seven individuals must come to a consensus to move a proposal forward.

Once a consensus is reached, it is delivered to the Company usually by the National Staff Representative. At times by the president or the chair of the bargaining committee.

WHY A WAGES, PENSION AND POST-RETIREMENT BENEFITS PLATFORM.

WAGES

First , lets note that Bargaining representatives get paid by Air Canada. Bargaining Reps get their normal 40hours/week CES wage as per the provisions of the collective agreement. A 15% premium is applied for BRs who were CESs. As I was already a Lead myself no additional premium applies to me as a bargaining Representative.

.

While it is imprudent to speak numbers before the committee gets together, there are some indicators that will be considered:

A living wage in Canada is estimated anywhere between $23-$27 in 2025.

Our top salary of $31.17 is only about $3 to $4.17 above the living wage in Vancouver.

Depending on your location in the country, our starting wage is approximately $5 to 10$ below a living wage.

The pilots received a cumulative wage increase of nearly 42% over four years.

PENSIONS AND POST-RETIREMENT BENEFITS

Anyone hired after July 7, 2011, is not eligible to a defined pension.

Like more than 80% of the membership in Vancouver and about 75% system wide, I do not qualify for defined benefits currently.

Anyone hired after May 1^st, 2014, do not qualify for post retirement benefits.

This also represent about 80% of the membership both in Vancouver and system wide.

The pension ceiling is $68000.It is imperative that we focus on raising that number significantly.

Due to the membership being overwhelmingly impacted by wages, pension and post retirement benefits, I am confident that there will be a consensus on those issues at the table.

PROPOSAL MEETINGS

Please do not mistake my focus on wages and pensions as a disregard for other issues. Those are brought to the forefront because of their urgency, and impact on all our members.

When the Bargaining Committee is elected, surveys will be sent. Proposal meetings will be held across the country.

Please make sure that you voice all your concerns: Wages, pensions, pay progression chart shortcomings, Uniform allowance, Dry cleaning, Shift Bid language, Pensions buybacks, Leads premium etc…

Thank you for your time.

In Solidarity and Iron Focus,

Soppo

S.G