We have continued to maximize Union paid releases because of the
following:
§ The need to prioritize and update the grievance file, which was
backdated to 2009 when I took office in March, 2011.
§ The need to address the sheer volume of meetings with the Company regarding
discipline, performance, and CAMs etc. There have been days in which ten (10) meetings
have been scheduled in one day! Most meetings require the presence of two Union
officers.
§ The large volume of incoming calls e-mails from Members. Not only based
in YYZ but other bases.
§ We have adopted a “task-oriented” model whereby each Local Union Officer
is aware of in advance of his/her duties for the day. This has definitely
improved the internal work process and work distribution.
§ Our CUPE National Staff Rep. Tara Miller is now scheduled to come into
the Local Office at least once a week to assist where possible. Tara also
continues to assist with Level I grievance hearings.
§ I have been present in the Local Office at least four to five (4-5) days
per week. The remaining three days I work from home.
§ The Local is looking at ways to offset the cost of Union paid releases. The
ACCEX is currently discussing different options on trying to offset the costs. The
reality is that YYZ is the largest base, and thereby has the largest workload. FYI, the following is a breakdown of the base
strength for each base: YYC-390; YUL-1000; YVR-1400; YYZ-3800.
§ The Local continues to encourage Members to volunteer whenever possible.
Recently, Michelle Duhaney came in to assist the Local with daily duties, and
has performed admirably. Thank you
Michelle!
2.
TRAINING
The training of our Local Union Officers remains a priority for the Local.
In February, we had the opportunity to participate in a NETLINE training course
offered by the Company. NETLINE is the program that allows us to view
member’s flight assignments in real-time which is much like what is available
to Crew Scheduling. This was organized
by our Central Site Rep. Caroline Charrier. We thank Caroline for her
assistance with this training. We were fortunate enough to be able to offer the
bulk of our Officers the opportunity to participate in this course.
3.
GRIEVANCE UPDATE
The Local filed four hundred and fifty (450) grievances in 2011. Thus
far in 2012, we have filed approximately one hundred (100) grievances. On
February 16, 2012, we heard seventy-one (71) scheduling grievances. Local will
advise Members as to whether their grievance was paid or denied. Our base discipline
and scheduling grievances are now essentially up to date. We will now be
concentrating on updating our meal grievance file. I would like to thank the
Local Union Officers who make up our grievance committee for their hard work on
behalf of the Membership. Thank you Alison MacDonald, Edith Gagnon and Vittoria
Primavera.
4.
CLAIMSECURE
April 26, 2012 will be the hearing date for this very important policy
grievance.
The arbitrator will be William Kaplan. A second hearing date is
scheduled for May, 2012. Our legal counsel, Megan Reid has been preparing our
brief. Megan will be using the knowledge and experience of her new firm,
Dewart-Gleason to defend our position.
5.
SHORT CREWING
This has been the biggest disappointment of the New Year. The Company’s
failure to uphold the language in our Collective Agreement with respect to the
agreed upon crew complement in LOU 18 and LOU 22. We have filed both Local and
policies grievances on short crewing. We ask you to please continue to provide
the Local with details if your flight is short crewed. Not only is this
practice a contravention of our Collective Agreement, we view it as a safety
concern as well. Another aspect that is
of great concern is the fact that Crew Scheduling has on occasion offered the
operating crews draft premium if they would agree to less than the required eighteen
(18) hours crew rest at the layover station. The Union does not agree
with this practice, and cautions that such arrangements with crew scheduling will
only lead to a further erosion of our Collective Agreement.
6.
RECENT “HOT-BUTTON”
ISSUES
§ Letters of Expectation (LOE) Re: Grooming - Please provide the Local with details if you are given a LOE. The Company
does have the right to monitor and uphold grooming standards, which can be found
on ePub. What is in question is the way these grooming checks are being carried
out. Please keep in mind that an LOE is non-disciplinary and does not end up on
your file. An LOE is not grievable.
§
Gate Support Managers – A policy
grievance has been filed regarding new gate
support managers, CHQ-12-10. What we
need as evidence to support our case are specific situations when Gate Support
Managers are physically doing work of our Bargaining Unit, i.e. touching
baggage; assisting passengers on-board; if there aren’t enough Crew Members
on-board to make boarding legal, they can’t be the person who makes it legal by
performing the briefing; In-Charge duties; closing bins; galley checks;
catering (counting meals); baggage stowage; etc. Unfortunately, what is not included is: hovering; grooming checks;
manual checks; asking Crew Member’s questions; assessing briefings; standing on
the bridge, etc.
7.
MISC. ITEMS
§ Luggage - We have been
advised by the Company that we are close to securing a contract with a new vendor
for new Company issued luggage pieces. We have asked that once this contract is
signed, the supplier be asked to provide a number of “loner” bags that would be
available at all bases; until such time as the new stock is ready for
distribution to our Members. The repair contract we had has since expired. In
the interim, the Company has agreed to continue to pay for reasonable costs of
repairs. We would recommend that you speak with a manager prior to proceeding
with any repairs.
§ Additional Contact Phone Number for VE; MU - Many Members have complained about the inability to provide a second
contact number when bidding for VE, MU. The Unions’ position is that any change
to a technology/program should always provide the Member with an improvement to
existing systems, or at the very least maintain existing options. The Company
has agreed to look into this, and will be making necessary changes to the
software so that the contact field is expanded to allow for the second contact
number.
§ New Proposed 1(800) Number Call Centre Service for Emergencies - There is an obvious desire from Members to have access to an
emergency line. The existing system consists of emergency phones at some bases,
not all, which must be manned by Local Union Officers during off hours.
Furthermore, most, if not all of the incoming calls have proven not to be
emergencies at all. To provide consistency, accessibility and reliability
across the system, at the January ACCEX meeting I proposed that we look into a
1(800) number answering service. This service would be available to all Members.
Incoming calls would be screened based on “pre-determined” criteria and
actioned accordingly. For example, the call would potentially be redirected to
a Local Base President or a Health & Safety Officer depending on the
emergency. Three (3) service providers have been contacted and quotes received.
A final decision from ACCEX will be decided on at the up-coming ACCEX meeting
in April. We are hoping that the cost be borne by Component. We will keep you
posted.
8.
LOCAL COMMITTEES
Ralf Fabian has been appointed as the Local YYZ PBS Chair. Claudia Perut
remains as the other fulltime release. Lynda Perrin also remains as our ad-hoc
PBS rep. We will be looking at bringing on another ad-hoc PBS rep. shortly. I would like to take this opportunity to
thank the outgoing PBS Chair, J.P. Nault for his hard work over the past four (4)
years. J.P. was tireless in his dedication to the job and our Members. We wish
J.P. all the best going forward as he has chosen to return to the line. Thank
You J.P.
9.
LOCAL TRUSTEES
We now have two (2) Trustee positions filled. Bruno Audet and Tania
Bassila have been acclaimed for these positions. We are now in the process of
filling the third (3rd) Trustee position.
10.
IN SOLIDARITY
The Local recently showed its solidarity with our brothers and sisters
at the IAMAW rally in YYZ. The occasion marked the introduction of the
787-Dreamliner to Management and employees. We were successful in making our
point to management, and a letter from IAMAW was personally delivered to Calin
Rovinescu.
Please continue to support our IAMAW brothers and sisters as they deal
with the effects of Bill C-33.
Local 4092 also recently signed a “Solidarity Pact of Strength” with our
brothers and sisters with the following Local Unions: CUPE 966, CUPE 416, CAW
2002, IAMAW District 140, OPSEU, CALDA and CUPE 3903. One of the pact’s main
goals is “to develop new capacities to
not only challenge, but to build alternatives to employer’s anti-worker agenda”.
An official announcement will be made in the near future regarding this
solidarity pact of strength.
It continues to be a very busy time at the Local. Above and beyond the
normal duties that your Local Union Officers perform on your behalf, we have
had to deal with distractions that have unfortunately been self-inflicted and have
only served to divide the Membership.
Rest assured that your Local Union Officers and Local President continue
to be united and work diligently on your behalf. I would like to thank all my
officers for their dedication and perseverance as they continue to do their
best under very difficult circumstances.
In Solidarity,
John Reis
President, CUPE Local 4092
