Recall of MEC Chair & Vice Chair

[digits_]

What would happen if the company decided to slash all wages by 10%? By 50%?

Why is it different if they ignore other important parts of the negotiated contract?

Sure, go the arbitrated route and have a ruling in 2 years. Or draw a line in the sand. At some point you've got to make a stand.

It's calculated. That's what these MBA Exec types do. Chisel on the margins, plausible deniability, not our fault, misunderstanding, external vendor, IT issue, blah blah blah. It's what an outsider arbitrator will believe. Cutting a published number by 50% is hyperbole and not what they do.

True, but you're ignoring the question on what would happen.

Or to rephrase the question: what would it take for you to ignore the official course of action and support or go on a wild cat strike?

And no, Canada is luckily not Europe, but unless you think the way Canada is dealing with labor law and employee protection is perfect, it's always smart to look at how other countries deal with these situations.

Employee rights in Canada have taken a significant hit the past few years. They are very easily lost and hard to regain.

The way AC is dealing with a collective agreement is important to all aviation companies, since they are the leading airline in Canada. If they get away with it due to shady management tactics or a weak union response, every other airline in Canada will do the same.

[altiplano]

I'm ignoring a stupid question.

I'm not going to debate every pointless hypothetical.

I already said I'll Wild Cat tomorrow. Let's go.

The problem is the the bulk of these guys that can't even wear a fucking lanyard and are too busy shitting on what they can't even be bothered to go find out about from their reps... are they going to join me going out? I don't think so. You need solidarity otherwise it just results in a handful of guys getting fired.

[Fanblade]

It's almost by design no one knows how to "fly the contract"

That is actually a very insightful comment for someone new to AC.

Your right that is exactly what it is designed to do.

The company never stops negotiating. Ever. This is their strategy. Use the lopsided labor laws to their advantage to never stop attacking and or degrading collective agreements.

First step use a creative interpretation to avoid implementation or alter something in the contract.

Second step let the union grieve it. That will take a year or two. In the mean time you have delayed implementation of something you agreed to do but don't want to do. Probably saved some money as well.

Step three. Hopefully you won even incremental changes to the original intent of what was negotiated. If not. Worse case you implement what you originally agreed too one to two years later.

Step four. Write the grievance clarification into the contract and muddy the section.

Step 5. Do this 100's of times.

Voila. You have a contract no one can fly too, very few completely understand and you probably saved millions.

We simplifed the contract in 2010. It didn't go well. The company simply seized the opportunity to start creative interpretations on things that had already been settled through grience. Meaning they put us through the ringer twice on a single issue.

We don't work for a company that wants to have good employee relations. They don't see the value in it. They see more value in a relentless attack on your contract, QOF and working conditions. A relentless attack on their employees willingness to fight back. People in upper management (pilots included) are paid very well to conduct this relentless attack. It never ends.

This isn't just us. It's every labor group. ALPA commented that they haven't seen this poor of a employee/employer relationship since United in the 1980's

Bump.

Been this way for decades.

Air Canada never stops negotiating even after negotiations are done. It never ends.

Our Grievance Committee, ALPA Representation staff and subject matter experts arrived prepared and presented clear, detailed proposals on implementation timelines, training commitments, and damages. The mediator shuttled between the parties; however, the company only presented a single global counteroffer that proposed:

Further delays in implementation of contractual obligations
Sunset clauses on remedies
Rejected all damages, and
Required ALPA to withdraw existing grievances in exchange for partial compliance with our contract.

Following the meeting, we were advised that a further counteroffer would be forthcoming – to date, nothing has been received. Considering their conduct, we question whether the company entered mediation in good faith. Your MEC has since notified the company that we are proceeding to arbitration immediately on all files. Given that Arbitrator Gedalof has no available hearing dates until late 2027, we have requested:

What Air Canada has done is basically held parts of the contract hostage. Then turned to us and said. “You can have half of it now and we can call it a deal. Or we will delay implementation as long as possible and fight to erode it in front of an arbitrator”

Pick one.

This behaviour is about more than money. It’s about getting people to give up. Getting people to believe it’s pointless. Getting people to believe their union is weak. Wearing down their opponent. Creating division. So that in 2 years we are much easier to take on.

There is absolutely zero sign at this point that Air Canada has any intention of changing. Eventually they may if this labour chaos continues. For now though, it’s what they have done for decades, full steam ahead.