Unifor Local 531 Membership Update

It has been a few weeks since we have been in touch, and we have a lot to update you on. So, pour yourself a cup of tea and get comfy.  There’s a lot of information in this update, so please take the time to read it and understand and then provide us with any questions you may have.  It is our intention going forward to send out a membership update on a bi-weekly basis to keep you informed. Thank you for your patience as we transition to our new Executive Board structure.

Executive Board Elections

Congratulations to the newly appointed Executive Board of Local 531. The Executive Board is excited to serve our Members of the Local Union as we look forward to the future, together.

The Executive Board is the highest authority of the Local Union and are responsible for general membership meetings, the management, direction, and control of the affairs of the Local Union including funds, properties, other assets and raising of revenue.  The Executive Board has the authority to determine and approve policies and procedures that promote the interests of the Local Union. The terms of office for all members of the Executive Board are three years. 

In the coming weeks, the Executive Board will be coming together to develop and review the Local Bylaws to prepare for the presentation of them to the Membership.  At that time, the Membership will have the opportunity to ask questions of the Executive Board and vote to adopt the Bylaws.  As well, there will be some opportunities in both bases to meet the Board in a casual setting to ask questions, socialize with your teammates and learn more about how you can be involved. 

Your new Local 531 Executive Board

President – Karen Berry, YVR CSA

Secretary Treasurer – Mark Enns, YVR CSA

District Chairperson, YVR – Breanne Laihow YVR, CSA

District Chairperson, YYC – Sherwin Antonio, YYC GSL-B

Trustee, YVR – Elaine Keras, YVR CSA

Trustee, YYC – position not filled

Communication Officer – Kara Jahn, YVR CSA

Over the next couple of weeks, we will be seeking out candidates for the following positions:

• YYC Trustee – appointed by the Executive Board
• Scheduling Committee, 1 FT and 1 PT employee at each Base – appointed by the Executive Board
• Vice Chairpersons, multiple positions at each Base – nominated and elected by the Membership
• Women’s Advocate – 1 Position available for the Local – designated by joint agreement with the Company and the Union.

Days Off and Transition Between Schedules

We received a lot of question this week specifically about the transition between two schedules.  The following language in Article X Scheduling, Hour Balancing supports this transition:

_-12.01 If an Employee is moving from one schedule pattern to another or from one status to another, which may impact their minimum rest period and/or hour requirements, the Company will hour balance the Employee’s schedule prior to assigning the new schedule to the Employee.

This means that when you move from one scheduling period to another, the Company is responsible for ensuring that you receive the minimum rest period between shifts (10 hours). Workforce would ensure you are meeting your minimum hours commitment by either adding hours or subtracting hours. 

Another important piece of language to be aware of in the Collective Agreement is Article X Scheduling, Hours of Work:

_-2.07 Employees will be scheduled no less than two (2) consecutive Days Off work per week. The two (2) consecutive Days Off may occur across two (2) work weeks (i.e. Sunday and Monday). Any additional Days Off in a week beyond the minimum two (2) consecutive Days Off are not required to be consecutive.

This follows the Collective Agreement language and does guarantee you a minimum of two days off consecutively, within each work week and minimum rest periods between shift pattern change are met. Just a reminder that with the next roster bid, we will be moving from Sunday to Saturday work week to a Monday to Sunday work week.  This was implemented to remain consistent with vacation bidding weeks. 

Uniform and Blazer Update

I’m a CSA, can I order a new uniform blazer with my top up funds?

The short answer is not right now. As there are dedicated positions that require the blazer as their uniform standards that have yet to receive them, we will not be permitted to order them at this time. However, this isn’t a no, just not quite yet. Due to continued shipment delays and procurement issues, CSAs can expect to be able to order the blazers early 2023. The rollout for all work groups must be fulfilled prior to opening elective pieces. We will keep you updated with any other information we receive from the Uniforms team.

YVR Casual Status Change

This past week, Vancouver posted a Casual Status Change Opportunity for CSAs. We have heard from many of you that you don’t have enough information about the impact of this status change. We want to provide as much information as we can so you can make an informed decision prior to applying and accepting status change. 

The language in Collective Agreement in Article X, Scheduling, Staffing Requirements and Schedule Development states:

_-1.05 Active casual Employees, who are hired into or accept a casual status position post ratification may be scheduled to work an average of up to twenty (20) hours, three (3) days per work week over a two (2) work week scheduling period.

Additionally, the language in Article X, Scheduling, Shift Bids states:

6.05 Active casual Employees, who are hired into or who accept a casual status position post ratification, will bid an eight (8) work week AM or PM schedule. Schedules will be populated with available shifts and be released every two (2) weeks. If available at the time of schedule bid, the Company may determine to provide available shift times within the bid.

Under Article X, Scheduling, Hours of Work, it states:

_-2.03 Active casual Employees who have work scheduled will be required to work a minimum average of one (1) shift per week over their scheduling period as applicable in accordance with _-1.04 and _-1.05. For each work week the Employee is not scheduled to work by the Company in their scheduling period, the total required shifts will be reduced by one (1) shift.

We want to ensure that anyone considering this status change understands that as a casual, post ratification (September 1, 2022) you can be scheduled to work up to 20 hours a week, 3 days a week over a 2-week schedule.  You will bid on the 8-week schedule with only AM / PM preferences indicated but not days off unless the Company is able to, and you will only receive your schedule 2 weeks at a time. The existing workforce will receive their entire 8-week schedule at once as normal. Keep in mind that this may impact your ability to swap shifts with your coworkers, who have already received their 8-week schedule ahead of time and have been swapping shifts for weeks.

Other things to consider when deciding if this status change is the right choice for you:

• You will continue to receive full travel privileges
• Extended Dental and Health Benefits are not an option for casual employees
• Casuals have 10 paid sick days a year (please refer to additional language in the Collective Agreement depending on whether you were hired pre or post ratification for sick time in 2023)
• The entire casual group (grandfathered and post ratification casuals) will be bidding on the same schedule with the only difference being that post ratification casuals will only receive their schedule 2 weeks at a time unlike grandfathered casuals who will receive their entire 8-week schedule at the time of schedule release.
• A reminder that this will be a permanent status change move until the time a status change to Part time or Full time is posted again and you successfully are awarded it in seniority order.

For more information on how status changes may affect you please refer to the People Portal on SharePoint and your Collective Agreement. 

Shift Trade Deadline

As outlined in the Collective Agreement in Article X, Scheduling, Shift Trades it states:

8.04 Shift trade requests must be submitted for approval by noon the day prior to the affected shift.

This practice remains consistent for Calgary pre-collective agreement. However, in Vancouver the Shift Trade Deadline was 1000 and is now 1200 the day prior to the affected shift.  There may have been some confusion recently however, it has been rectified and should no longer be an issue.  The forms used to perform manual shift trades have been updated to reflect this. 

Calling in Sick or Late

This is another process clarification for Vancouver, but also a reminder for our Calgary Members.  Under Article X, Sick Leave, General it states

_-1.01 An Employee who is unable to report for duty due to illness or injury […] must notify their Daily Duty Coordinator by phone no later than two (2) hours before their shift start time.

Practice previous to ratification in YVR was to call DDC and email the ESA team if you were calling in sick OR if you were late.  This is no longer required of our Members.  You only need to follow the step above and ensure you call DDC by phone no later than 2 hours before your shift time.  Please do not send an email or text the DDC team for these reasons. The DDC team does not need to know your medical history however, you need to indicate if your are calling in sick due to testing positive for Covid or you are experiencing Covid like symptoms

Breaks Over 10 Hours

While working more than 10 hours but less than 12 hours, you are entitled to one 15-minute paid break, one 30-minute paid break and one 30-minute meal paid break.  Traditionally employees who work these shifts have combined their 15-minute break with a 30-minute break for a total of 45 minutes.  The language in the Collective Agreement, under Article X, Scheduling, Breaks states

4.05 Fifteen (15) minute breaks may be combined with mutual agreement with their manager or designate […]

We understand that this is causing some issues for CSAs and DDC.  The CSAs want their breaks combined but have to be granted permission every shift by DDC.  When CSAs are calling DDC either the day prior to their shift or the day of their shift, it is causing a lot of extra work for both parties. We are in discussions with the Labour Relations team to come up with a solution to this.  We are hoping to have an update for you in our next Membership newsletter.  In the meantime, please continue to express to our DDC team each shift that you would prefer to have your breaks combined to equal 45 minutes. 

As always, we are here for you, the Members we serve.  We ask that you forward all your questions and inquires to our email [email protected]

We hope you all have a great long weekend and hope you get to spend some time with the ones you love, including your coworkers

The Executive Board
Unifor Local 531