We, the undersigned IAMAW members representing more than 11,000 workers across Air Canada operations in Canada, are formally demanding immediate corrective action regarding the current direction and handling of collective bargaining negotiations.

After months of preparation, advisory meetings, bargaining discussions, and continued investment of membership dues, workers expected a negotiations process that was focused, transparent, organized, and fully aligned with the priorities of the membership.

Instead, the membership has witnessed unnecessary delays, poor communication, lack of transparency, shifting priorities and a bargaining approach that increasingly appears disconnected from the realities facing our 11,000 ASO  brothers and sisters.

The undersigned membership will not support a repeat of the disappointing outcomes associated with previous agreements, including the 2016 contract.

Without question, the following issues represent core priorities that the membership stands united behind:

WAGES — TOP PRIORITY

• COST OF LIVING INCREASES ARE A MUST FOR ALL DEPARTMENTS.   
• EQUAL PAY FOR EQUAL WORK for Part-Time and Full-Time employees.

HEALTH & WELLNESS - SCHEDULING

• ELMINATION of split shifts.
• PARTIALS - same as above the wing
• Ability to hold partial shifts similar to practices above the wing.
• More compressed shifts especially for Part Timers.  Should not be working 5 days a week.
• Restoration of joint involvement and transparency in scheduling decisions. 
• Protection of work-life balance and recovery time which takes into account distance from home.
• Removal of any proposal linking vacation entitlements to company or union control over bids. 
•  Increased compressed shifts for long-term modified duty positions for injured employees 
• Elimination of “pod-style” systems that undermine bidding rights, overtime opportunities, movement, and workplace fairness.
• Seniority must remain the governing principle for bids, assignments, and workplace opportunities.

AI, AUTOMATION & OUTSOURCING

• Contractual protections against outsourcing and automation-related job loss.
• No workforce reduction through technology without negotiated protections and guarantees

DISCIPLINE & TERMINATION

• Clear and consistent disciplinary protections.
• Stronger protections against arbitrary discipline, retaliation, and abuse of process.

PENSIONS

• Restoration and protection of pension indexing.

This member led petition is not to be taken lightly.  

We are demanding a formal discussion with negotiation leadership to ensure ALL priorities have been table as expected which would include details on proposed WAGES for every group and department.

The days of secrecy, uncertainty, and blind trust are over. The solidarity and resolve of this membership is strong, unified, and growing. 

Failure to respond to this petition will be viewed by the membership as further evidence of the increasing disconnect between the leadership and the workers they are obligated to represent during the collective bargaining process.

In Solidarity

The Undersigned Membership