Clarifying document to selected Tentative Agreement items between the IAMAW and Air Canada

Clarifying document to selected Tentative Agreement items between the IAMAW and Air Canada.

In order to clarify items raised from the Tentative Agreement, the conciliation commissioner has reconvened the parties on Saturday February 18, 2012.

The attendees were:

Honorable Louise Otis

For the IAMAW: Chuck Atkinson, Mike Ambler, Boyd Richardson, Gary Sinclair

For the Company: Scott Morey, John Beveridge, Dotane Harel

After lengthy discussion, the parties agreed to the following clarifications enunciated below:

LAT5

The goal of the Company is to coach all of our LAT’s to LAT 5. The process to access the LAT 5 will be through the following steps:

1) Application

All of the LAT 4’s will be given the opportunity to apply to LAT 5. There will be no limit in the number of LAT 5 at each station and the initial evaluations will be scheduled according to seniority.

2) Selection Process

The initial selection process will follow an agreed to LOU 4 type interview. Annual reviews will be as per MOU 10 (using the evaluation and Technical Readiness forms)

3) Evaluation

Evaluations (initial and annual) will be subject to appeal through an Appeal Board comprised of a Union, Management and Independent representative. The decision will be through a 2/3 majority vote. If an employee does not pass the evaluation and does not appeal, he will be eligible for a review in 3 months. If the employee appeals and the decision is upheld, the employee will be eligible for review in 6 months. If the decision is not upheld, the employee will be given retro-active pay.

4) Appeal Board members

The Company will provide a list of Assessing Managers to the Union on an annual basis. The union will have the ability to veto up to 25% of the names. The Union will provide a list of Union Representatives (Peers) to the Company and the Company will have the ability to veto up to 25% of the names. The independent representative will be mutually agreed to.

The LAT 5 will help ACM moving toward a self-directed professional workforce and every step will be taken to ensure that safety is the primary objective and nothing in the program will infringe on the SMS system.

The parties have agreed to a Committee to review all of the bumping and recall rights for LLAT’s

Shift flexibility

Week

Mon

Tue

Wed

Thu

Fri

Sat

Sun

1

1

1

1

1

2

1

1

1

1

3

1

1

1

1

4

1

1

1

1

5

1

1

1

1

6

1

1

1

1

7

1

1

1

1

The parties recognize that shifts are a quality of life issue. Changes to shifts will be phased in over a 3 year period. The distributions represent a maximum that each station could attain. The intent is not to rotate Days/Afternoon/Midnight. For further clarification of the 4×3 rotating cycles shift the following schedule was presented:

The company will allow a 1 day review of the shift bid with a local shift adjustment committee prior to implementation of the changes to the shifts.

Vacation

Vacation slots will be spread evenly over the year. There will be no peaking or de-peaking during the summer.

Stockkeeper and TDC Bonus Program

The Bonus program will be based on an annual evaluation. Employees will receive the bonus if they achieve the evaluation. There will not be any partial payment.

Category 23

The parties will meet and address the issue of the insertion of the word “mechanic” as well as the bumping rights and any over subscription issues at the first UMCM following ratification. The status quo will prevail until the UMCM.

In the event that unforeseen issues arise out of the implementation of any item negotiated during this round of collective bargaining, the parties agree to meet forthwith to address the matter.

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