IAMAW Canada – Feds Must Support Air Transportation Now!

Feds Must Support Air Transportation Now!

Feds Must Support Air Transportation Now!

In this week’s Throne Speech the federal government announced they would be providing “further support” for industries that have been the hardest hit, including travel and tourism.

“Covid-19 has devastated our members and their families, particularly in the transportation industry. We need more than just talk of support. We need action, and we need it now.” That was the response from IAM Air Transportation Coordinator Keith Aiken.

Also announced this week is a Federal Government plan to support airlines as they work to re-launch routes between smaller regional centres and connections to larger cities. Airports in some of the regional centers were closed early into the Covid – 19 pandemic as travel declined.

Said IAM General Vice-President Stan Pickthall: “We welcome any support the Federal Government can provide to get our transportation industry kick-started. Families living in the regional centers demand and deserve service. Air Transportation is essential to the health and welfare of these communities, and IAM members that work at these airports need to get back to work.”

The IAM is calling on the government to provide a comprehensive aid package to the Air Transportation and Aerospace industries in Canada to protect rural Canadians and save industries that are integral to the economic engine of this country. “We need the federal government to act now to save this industry and protect thousands of good jobs!” Added Pickthall.

Canada’s Airline industry has been devastated by Covid-19. Air Canada has reported a loss of $1.75 billion in the 2nd quarter of 2020, with a 95% drop in passenger revenue. The Company carried 480,000 passengers vs. 12.8 million during the same period in 2019 (96% drop). In the last few months, Air Canada retired 30% of its fleet, as they lose 22 million dollars per day.

“And it’s not only the airlines that are hurting; associate businesses like airports, our IAM airport service groups, catering, fueling, hotels, car rental agencies, and many surrounding businesses have all felt the pain of this pandemic.” Said Aiken.

“The IAM has lobbied at all levels of government and with all employers,” added Pickthall. “We have demanded improvements to social programs like CEWS and CERB, and we have urged all employers to participate in the programs that will benefit IAM members the most. We are going to turn the corner on this pandemic and we are going to start with our economic recovery. Employers – including airlines and airport service companies – are going to be relying upon the return of a healthy and skilled workforce to rebuild their businesses.”

The IAM is the largest union in air transportation in Canada.

Keith Aiken: (416) 346-4593
Frank Saptel: (416) 386-1789

IAMAW Canada – New Workplace Harassment and Violence Regime for Federally Regulated Workplaces

New Workplace Harassment and Violence Regime for Federally Regulated Workplaces

New Workplace Harassment and Violence Regime for Federally Regulated Workplaces

As of January 1, 2021, a new standalone Workplace Harassment and Violence Prevention Regulations will take effect, and replace Part XX of the Canada Occupational Health and Safety Regulations.

The new regulations will apply to both workplace violence and sexual harassment under Part II of the Canada Labour Code.

Under this regime employers will have added obligations and will be required to do the following;

  • Develop a workplace violence prevention policy jointly with the policy committee, the health and safety committee or the health and safety representative. The policy must include details as to how the organization will address harassment and violence in their workplace. The policy must also outline a process for informing the employer of external dangers, such as family violence.
  • Conduct risk assessments jointly with the health and safety representative, or committee and identify risks in the workplace and implement preventive measures to protect the workplace from these risks. The assessment must be updated and reviewed at least every three years.
  • Develop training in coordination with the health and safety committee, or identify training to be delivered to employees, employers and relevant stakeholders. The training materials must be reviewed and, if necessary, updated at least every three years.
  • When an incident is reported, it must be responded to within seven days.
  • Make information about support services in their geographical area available to employees. Employers must also describe the support measures available to employees in their own workplace harassment and violence prevention policy.
  • Put in place strong privacy measures, which are outlined in the workplace harassment and violence prevention policy. The policy must outline how those that come forward will be protected, and how the privacy of the persons involved in an occurrence, or the resolution process for an occurrence. If an investigator conducts an investigation, the final report must not reveal the identity of persons involved in an occurrence, or the resolution process for an occurrence (such as the complainant and the individual alleged, witnesses and any other persons).
  • Keep records of all incidents and report them to the Labour Program on an annual basis
  • Employers must implement corrective measures in response to the investigation report of an investigator to prevent future occurrences of harassment and violence.

IAMAW Canada – Federal Government Extends COVID-19 Related Leaves

Federal Government Extends COVID-19 Related Leaves

As a way of streamlining the extension of the number of weeks for eligibility for the Canadian Emergency Response Benefit (CERB), the federal government announced it would also extend COVID-19 related leaves. Eligibility for CERB was extended from 16 to 24 weeks, which is now mirrored in COVID-19 related leaves in federally regulated workplaces. The goal of CERB was to stabilize the economy and provide an income for workers who were impacted by the pandemic, while the leaves ensure workers have access to job-protected leaves.

CERB is scheduled to expire on Oct.3,2020, and COVID-19 related leaves expire on Oct.1, 2020 when the legislation is expected to be repealed.

COVID19 related leaves were designed to help workers who were;

  • quarantined or asked to self-isolate as a result of COVID-19;
  • required to provide care to a family member as a result of COVID-19; or
  • otherwise unable to work for reasons related to COVID-19.