2025 TA Q&A

[TFTMB heavy]

Starting fresh hoping this thread remains civilized. If it goes sideways I'll be out, you guys can dig it up another way.

Some highlights from the presentation, in no particular order. Most of this is in the Executive Summary if you've seen it.

RRSP going from 5% employee 8% employer to 1% employee and 9% employer. A proper pension plan will be explored and put out to vote in 2026 if the group wants to migrate to it we will.

LTD premiums remain paid by the pilot and therefore tax free upon claim. A new 3 tier plan will be offered for some lower premiums for whoever wants it. Similar to Westjet we were told.

Better medical, dental and extended benefits with no more 50/50 cost sharing, all employer paid.

100% DH. Big deal we deadhead a lot.

Business seat on 3 hour + DH when available on the airline. Club class seat on TS when available. Both backed by premiums if not available. We'll see what planning does with this when they make the new pairings with those rules. Should kick in around May.

Full recognition of years of service, huge gain. Way behind the industry but finally we have it.

Vacation credits at 4.5, still within the block. Best in Canada we were told.

Sick day credit at 5.2, 52 credits per year.

4.5 min credit per day. 75 MBG. A drop from our 80 but the negotiating team felt in a way it's a gain as they foresee many month above and they secured higher rates with 75 MBG.

Open time every month with a period to drop and pick up after schedules are out. Then open becomes available to pick at 150%. Draft at 200% now.

Lot's of changes to reserve with long call reserve, minimum 14 hours. Calls will be passive in our crew interface so you don't get woken up. Once the notification is sent you're on crew rest until show time. Max 10% reserves, up to 15% if half are long call.

Scope, we essentially had no protection and now we have what we were told a between Westjet and Delta scope. Porter is exempt as they have a contract signed with them predating the TA. Any code share partner growth has to be matched at 100%

Pay rates, the survey showed a desire to remain status pay. The rates are better than AC 321 but less than the 330. The slope on the FO rates for the first 5 years are agressive, tapers off after. Hopefully upgrades come with 5-6 years as the jump to captain is in the 100k range.
1→2: ≈ 15.1%

2→3: ≈ 13.1%

3→4: ≈ 11.6%

4→5: ≈ 13.4%

5→6: ≈ 9.5%

6→7: ≈ 7.0%

7→8: ≈ 6.5%

8→9: ≈ 6.1%

9→10: ≈ 5.8%

Pay adjustments for cost of living.
2026 5%,
2027 5%,
2028 4%
2029 6%

General sentiment is that it is a good TA and that it will pass. I haven't heard anyone say it's a no for them. We're in a much better place now and finally have a contract that is comparable to other airlines. If you have any questions ask away.

[Brakefans]

Company puts 9% to your 1%, did I read that correctly?

[TFTMB heavy]

Company puts 9% to your 1%, did I read that correctly?

Yes

[rudder]

Company puts 9% to your 1%, did I read that correctly?

Yes

Just a quick observation.

10% aggregate contribution towards retirement will not normally generate the requisite nest egg. And as most are aware, top up opportunities using RRSP may be limited due to annual contribution limits.

I presume that the pension ‘study’ of 2026 will be evaluating a third party contributory DB style retirement benefit plan (akin to AC and WJ).

18% needs to be going in to generate the amount of retirement benefit desired (1.75-1.9%). The employee contribution are 100% tax deductible.

[TFTMB heavy]

Company puts 9% to your 1%, did I read that correctly?

Yes

Just a quick observation.

10% aggregate contribution towards retirement will not normally generate the requisite nest egg. And as most are aware, top up opportunities using RRSP may be limited due to annual contribution limits.

I presume that the pension ‘study’ of 2026 will be evaluating a third party contributory DB style retirement benefit plan (akin to AC and WJ).

18% needs to be going in to generate the amount of retirement benefit desired (1.75-1.9%). The employee contribution are 100% tax deductible.

We were told that the two plans that we could join are CWIPP or CAAT. I know that when WS was exploring a pension the Canada Board funded part of the exploration and therefore that information is available to other properties. Some numbers were crunched and the 1-9 ration vs the 1-10 ration at WS would produce similar results due to our pay being slightly higher.