We are writing to provide an update on both the back pay issue and the broader unfair labour practice before the Board.

OTJ Back Pay

The employer has now indicated that it intends to provide back pay for all on the job training shifts. This is being done unilaterally and not through a formal settlement.

The Board has granted the employer a two-week extension to file its response. We expect that response will confirm that these payments have either been issued or are in the process of being issued.

By the time Unifor files its reply on May 19, our goal is to confirm that payments have actually been received and that this portion of the dispute is resolved.

What You Should Do

We are asking each of you to independently calculate what you are owed for OTJ shifts.

This is important. The employer has already demonstrated inconsistency in how it has applied compensation changes, and we need to ensure that any payments made are complete and accurate.

If there are any discrepancies, we will take that forward collectively.

Wage Increase Still Outstanding

The broader issue remains unresolved and continues before the Canada Industrial Relations Board.

As you know, the employer excluded crew schedulers from the annual wage increase that was applied to other OCC employees, explicitly linking that decision to the union certification process.

Our position is clear and remains unchanged:

• The statutory freeze does not prevent the employer from continuing normal business practices
• Annual structure increases are part of that normal practice
• Excluding crew schedulers from those increases is a departure from “business as before” and constitutes discrimination tied to the exercise of your rights

This is the core of the unfair labour practice before the Board.

We have not withdrawn this challenge. We are continuing to pursue full compensation, including the wage increases that should have been applied in the normal course.

Where Things Stand

There are effectively two tracks:

1. OTJ Back Pay
   We expect resolution in the near term, subject to confirming that payments are accurate and complete
2. Wage Increases and Broader Conduct
   This remains before the Board and includes the employer’s pattern of excluding crew schedulers from broadly applied improvements

Final Note

What is unfolding here is not just about individual payments. It is about ensuring that workers are not placed at a disadvantage for exercising their rights.

The law is clear that employers must act consistently and without discrimination during a certification process. Our case is built on enforcing that principle.

We will continue to keep you updated as the employer files its response and as we move toward our reply.

Billy O'Neill
Unifor National Representative, Organizing
416.605.1443
billy.oneill@unifor.org

Lucy Alessio
Unifor National Coordinator, Organizing
416.998.3189
lucy.alessio@unifor.org