March 4, 2011 at 3:00 PM
It has been several years since negotiations have not been influenced by adverse economic conditions and we have had the opportunity to enter into traditional bargaining with Air Canada. Traditional bargaining can be best defined as both parties (the union and the company) bringing their respective issues and proposals to the bargaining table.
After expiry, a collective agreement is protected by legislation, until such time as a new agreement is reached. It is important to remember that all provisions are open to discussion and can be brought forward by either party. The union’s proposals are developed through our surveys and proposal meetings. The company has their own process for what they bring to the table. Both parties have an obligation to discuss these issues, in order to reach conclusions that are beneficial to the membership, while at the same time addressing concerns raised by the company.
Collective agreements are more than a set of contractual provisions; they are charters for dignity and respect at work, health and well-being and declarations of human rights. Language issues within the collective agreement needs to be addressed, scrutinized and updated in order to reflect the current environment. This generates a great deal of discussion and debate and has been much of the focus in these first two weeks of bargaining.
After a short break, bargaining talks will resume next week until the end of March. We will continue to give you regular updates.
In Solidarity,
Your Air Canada Bargaining Committee,
Paul Janssen, Bargaining Chairperson, Western Region
Dave Hoskins, Pacific Region
Vicky Xekominos, Central Region
Marcel Rondeau, Eastern Region
Christa Chaplin, Atlantic Region
Jamie Ross, Local 2002 President