-Basic Human Rights: As per the company and from Screening Officer experiences, this concern has improved in relation to receiving timely bathroom breaks. Remember you cannot be denied the use of the bathroom. Please ensure you are not abandoning a crucial position where care and control are required. The company has made an effort to educate all management on the floor that every effort must be made to ensure bathroom breaks are given in a timely manner. We are still addressing the concerns over access to water while on shift, but progress has been made in ensuring adequate water is supplied in each of the search rooms at the checkpoints. If you notice the water is not stocked, please be sure to raise these concerns to your manager. We are happy to report the installation of the new water cabinets at each checkpoint, this came after much discussion with the employer about the old practice of storing them in boxes on the floor.
– Scope work is a serious concern right now. Often it can be seen as management “helping”, but managers performing Screening Officer functions makes it easier for the company to not pay one of us to do that work. Any position or duty that is to be performed by a screening officer should only ever be performed by a screening officer. This can affect staffing levels, as it does not accurately portray where the scheduling shortcomings are to the employer and contractor during peak or rush hours. This could lead to the company not offering overtime or backfills to cover these gaps in coverage. If you see a manager performing scope work, for example S1/S2, please note the date, time, position, and checkpoint and report it to any Vice Chair. The positions of Facilitator and Break Relief Coordinator are major Scope violations, as this is work that we should be or are already performing.
-We are still actively addressing the major concern over receiving your scheduled breaks and being paid correctly for any and all late/missed breaks. It is imperative that everyone reports all late/missed breaks through both the online report form with the company and to any of the Vice Chairs. This data is crucial in proving that the issue is ongoing and for the upcoming CBA negotiations and the next shift bid. If you have any questions, please reach out to any Vice Chair.
-In regard to the inappropriate comments made on break submissions, we bring all of these to the attention of upper management, and they are immediately addressed. Please bring these concerning Reponses forward so we can continue to address them. It should not be happening, and if we don’t report it, the comments will continue to happen.
-The company is choosing to interpret the CBA incorrectly in regards to awarding Overtime shifts and extensions. “Shift Seniority” and “Uplifting” are not agreed upon terms in our CBA, and are blatant violations. We hope to have a resolution on these matters soon, and will update the membership once we do.
-The company has agreed to auditing the RRSP contributions, just know that this will be a large undertaking and may take some time. This is not just a local issue; this is spanning all airports across the prairies and pacific regions and both the company, and the union are collaborating closely to ensure that all concerns over RRSP contributions and remittances are addressed.
-There are still many concerns over the benefit discrepancies. We are constantly following up with the benefits provider to ensure that the plans match. The benefits team is extremely behind in addressing these concerns so to ensure that your request is resolved in a timely manner be ensure you submit all necessary documentation in your initial correspondence and follow up if you do not hear back in a timely manner.
All detailed updates regarding workplace issues and concerns will be posted on this page. If you have any questions or concerns, you can always reach out to any of the members of the Leadership Team.
In Solidarity