TO ALL MEMBERS OF THE IAMAW
AIR CANADA / AVEOS – TMOS AND CLERICAL
Dear Brothers and Sisters:
On October 5, in Toronto, the Transition Committee attended arbitration hearings dealing with the remaining transition issues affecting our members. The arbitrator’s rulings are as follows:
1. Movement of employees in order of seniority. The arbitrator ruled that the movement chart supplied by the company showing movement by category involving the lay-off of junior members was acceptable and respected seniority. Once these members are laid off, they will receive a letter for preferential hiring to Aveos. (The movement chart is available at your shop committee should you wish to consult it.)
2. Option 1, Sub-option 5, and Option VB3. The union also argued that members who chose Option 1, Sub-option 5, and Option VB3 never received an offer of employment. The arbitrator ruled that the flowchart supplied by the company states that, once a member selects one of these options, he/she accepts employment with Aveos and gives up his/her rights to Air Canada.
3. Preferential hiring. All members who selected Air Canada and couldn’t hold a position will receive a preferential hiring letter. If they accept a job at Aveos, they will be sequenced below existing employees but in the same sequence they had with Air Canada. They will also receive the same wage as when they left Air Canada. If they were in an above-basic position, they will be paid the highest rate in their basic category. As these members will be treated as new employees, they will be subject to 26 weeks of probation.
4. Travel passes. The union achieved a pass extension for all Aveos employees. These members will now have all their Air Canada pass privileges extended until December 31, 2011, as if they were Air Canada employees. From January 1, 2012, until June 31, 2012, pass privileges will continue for the purpose of company service. Should secondment exceed 200 members system-wide in July, this period will be extended.
5. Sick banks. Sick banks for retired/rehired and resigned/rehired employees with 25 years of qualifying service will be carried over. For the purpose of the company sick plan, these employees will be treated like 5-years-or-more employees (see the Sick Leave Program chart under Addendum to Appendix VII of the Collective Agreement).
If you have any questions on what else occurred during these hearings, please contact a member of your Transition Committee.
In solidarity,
Your Transition Committee
TD:mcb
