Archive for the 'YVR' Category



The fifth negotiation session for a first collective agreement between ARINC International of Canada and the Public Service Alliance of Canada was held April 6 to 8, 2010.

The parties picked up where they had left off in January. Agreement was reached on a few articles but many remain outstanding. Major outstanding items presented and/or discussed include:

  • Hours of Work (your bargaining team presented the employer with a new schedule that includes a 4 day on – 3 day off arrangement)
  • Designated Paid Holidays
  • Harassment
  • Vacation
  • Lay-off and Recall
  • Staffing Procedure
  • Use of Coop Students
  • Suspension and Discipline

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Two Negotiation Update Sessions for the Fueler Supervisors have been scheduled for March 30, 2010 at 12:00 (Session 1) and 17:00 (Session) to be held  at the Vancouver International Airport – Domestic Terminal – Room 4185.

This is an opportunity for you to continue to give direction and support to your team.  Meeting notices will be posted on your bulletin board and also on the Union’s website at www.local20221.com.  All supervisors are strongly encouraged to attend.

The first conciliation proceedings between GlobeGround Fuel Services Inc. and the Public Service Alliance of Canada were held on March 18 to 20, 2010. While negotiations from August to November 2009 were frustratingly slow, this three (3) day conciliation session was very productive. The parties reached agreement on numerous items. However, many items still remain outstanding, including:

  • Management Rights
  • Strikes and Lockouts
  • Designated Paid Holidays
  • Maternity Leave
  • Family Related Leave
  • Education Leave
  • Short Term Sick Leave
  • Layoff, Recall and Severance
  • Staffing Procedure
  • Employee Status
  • Hours of Work
  • Overtime
  • Call-back
  • Shift Premiums
  • Vacation Leave
  • Benefits
  • Group RSP
  • Bargaining Unit Work
  • Seniority
  • Social Justice Fund
  • Duration
  • Wages and other monetary items

The next session is tentatively scheduled for the second part of the week of April 12, 2010. An information session for the membership will be announced shortly. All members will be encouraged to attend.

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Negotiations between Servisair and the PSAC resumed March 16, 2010, with the assistance of a conciliation officer. The Union picked up where the parties had left off the previous meeting and provided the employer with responses to some of the outstanding items. The Union also presented a proposal on Premiums (Lead Hand, Training and Longevity). In the afternoon, rather than doing the same, the employer announced through the conciliation officer that they would present a global offer the next day.

At 5:00 pm on March 17, the employer presented the long awaited global offer. Well, it wasn’t worth the wait! The employer’s global offer, which contained many errors and inconsistencies, included concessions like the deletion of the bereavement leave section related to absences in the case of a serious illness or injury affecting the employee’s spouse or children.

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The Union and the employer met for three and half days, from March 2 to March 5, 2010 and continued negotiations with the assistance of a conciliation officer.  While there were numerous and at times lenghthy delays in responses from the employer, the union continued to work on our proposals and our responses to the employers’ proposals in the spirit of reaching an agreement.

The only items agreed to were the following items:

  • Letter of Understanding re: Employment Equity
  • Harassment
  • Leave with or without pay for other reasons

The Union tabled most of the remaining discussion items including proposals on Insurance Plans and Group RRSPs.

The employer responded “NO” and is refusing to provide counter-proposals regarding the following items:

  • Family Related Leave
  • Pension Plan
  • Technological Change
  • Professional Membership Fees (Drivers’ Licence)
  • Contracting Out
  • Social Justice Fund
  • Flight Benefits
  • Transit Passes

Monetary items, including Classification, Premiums, and Wages are expected to be dealt with at the next session.

Our next meeting dates with the employer are March 16 and 17 and the week of April 12 to 16.  At this time there has been no agreement between the parties to extend the 60 day time limit for the conciliation process.  This period expires on April 13 at which time the employer can lock us out (provided they have served the Union with 72 hours notice).

Over the next few weeks as we continue to negotiate, the bargaining team will continue to have membership meetings in order to update you on our progress. This is an opportunity for you to continue to give direction and support to your team. Meeting notices will be posted on your bulletin board and also on the union’s website at www.local20221.com.  Our next information meeting has been scheduled for March 31, 2010 from 10:00 a.m. to 5:00 p.m. at Room TBA. All members are strongly encouraged to attend.

We are also in the process of scheduling a strike vote. More information will be communicated to you as information becomes available.

Last June the Canadian Industrial Relations Board (the Board) allowed a section 18 application by the PSAC. This resulted in additional YVR employees being moved into the PSAC/UCTE bargaining unit. As we reported last June this victory came as a result of a three year battle with the employer.

Following the issuance of the Board’s June decision, the employer had their legal folks file an “application for reconsideration” pursuant to section 18 of the Canada Labour Code (Code). The grounds for the reconsideration application were: “The Board breached the principles of natural justice and exceeded its jurisdiction by failing to consider relevant evidence in determining whether certain positions were properly included in the Union’s bargaining unit; and The Board breached the principles of natural justice by failing to provide adequate reasons for its decision.” The remedy requested was: “Conduct a full evidentiary hearing to determine anew the issue of the inclusions or exclusions of positions in the bargaining unit.

In a decision dated March 2, 2010 the Board has refused to exercise its discretion pursuant to section 18 of the Code to review, rescind, amend, alter or vary either of their previous decisions (LD2148 & LD2172).

Specifically, the Board therefore refuses the request to hold a full evidentiary hearing to determine anew the issue of the inclusions or exclusions of positions in the bargaining unit; the Board dismisses the employer’s application, filed June 22, 2009, asking for a review of LD 2148 on the grounds that the applicant has not satisfied the Board that it breached any principles of natural justice in reaching or communicating its decision. Moreover, the Tracking Sheet does not constitute “new facts”; the Board dismisses the employer’s application, filed August 13, 2009, regarding LD 2172, on the grounds that the applicant has not satisfied the Board that it breached any principles of natural justice in reaching or communicating its decision.

The complete decision is available here (pdf).

The Public Service Alliance of Canada and Servisair Inc. formerly GlobeGround Fuel Services will resume negotiations with the assistance of a conciliation officer from Tuesday March 2 to Friday March 5, 2010.

The parties were able to exchange proposals in December and met again in January and were able to reach agreement on a number of issues. The employer applied for conciliation in January despite the number of outstanding issues. Full copy of bargaining proposals can be found at www.local20221.com

The bargaining unit has approximately seventy-three members who provide fueling and fueling related services at the Vancouver International Airport.

For further information, please contact VP Labour Relations – Jason Salchert at 604.999.4961

The second negotiation session between Servisair and the Public Service Alliance of Canada was held on January 7 and 8, 2010.

After only two (2) full days and two (2) half days of negotiations, the employer announced they had been working earlier today on an application for conciliation. The employer stated they needed the help of a third party and wanted a push to get it done.

Your bargaining team was surprised by the employer’s decision. We had placed all our energies towards reaching an agreement but now understand why the employer was distracted from negotiations earlier today.

We had made daily progress until now. Many issues had been resolved in the few days the parties have met and progress was made on many other issues yesterday and today. Agreement in principle was reached on the following issues / clauses:

  • Employee Representatives
  • Suspension and Discipline
  • Staffing Procedure / Job Posting
  • Grievance Procedure

We now look forward to reaching a new collective agreement before the conclusion of the Vancouver Winter Olympics and Paralympics with the assistance of a third party.

This new PSAC unit of seventy-three (73) members provides fueling and fueling related services at the Vancouver International Airport. Their collective agreement expired October 31, 2009.

Negotiations between Servisair and the Public Service Alliance of Canada commenced on December 10 and 11, 2009. The bargaining certificate for this new PSAC unit was issued by the Canada Industrial Relations Board on October 21, 2009. This unit of seventy-three (73) members provides fueling and fueling related services at the Vancouver International Airport.

The parties exchanged bargaining proposals on the first day. The employer’s proposals included rollbacks, including a freeze on wage progressions. Your bargaining team stated that we would not engage in concession bargaining. Despite this disappointing start, agreement in principle had been reached by the second day on the following issues / clauses:

  • Purpose and scope of the Agreement
  • Some definitions
  • Recognition
  • Use of Employer facilities
  • Check-off / Union dues
  • Information
  • Discrimination
  • Maternity Leave
  • Parental Leave
  • Leave without pay for personal reasons
  • Jury duty
  • Health and Safety
  • Arbitration
  • Joint Consultation
  • Agreement Reopener

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The third negotiation session for a first collective agreement between GlobeGround Fuel Services Inc. and the Public Service Alliance of Canada was held on November 26 and 27, 2009. Despite the employer having to leave early, again, on the second day, progress was made on several issues. The parties signed off on four (4) issues including:

  • Joint Consultation
  • Classification and Job Descriptions
  • Union Dues and Union Membership
  • Use of Employer Facilities

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The third negotiation session for a first collective agreement between ARINC International of Canada and the Public Service Alliance of Canada took place November 3 to 5, 2009 (until noon).

After almost seven (7) days of negotiations, your bargaining team is pleased with the progress to date. Although the parties have agreed in principle to only one additional issue (Union Security – Dues Check-off), progress was made on numerous other proposals.

In addition to the issues currently being dealt with, the Union tabled proposals on some of the discussion items including language on: Short Term Sick Leave Program, Bereavement Leave, Maternity Leave, Education Leave, Travelling Time, Employee Performance Review, Staffing Procedure, Standby and Allowances.

At the employer’s request, the next session will most likely be held in early January 2010.

This new unit of approximately 20 members provide, amongst many other duties, technical support for computers and computer networks. They also operate a help-desk responding to customer calls at the Vancouver International Airport.

Negotiations for a first collective agreement between GlobeGround Fuel Services Inc. and the Public Service Alliance of Canada resumed October 14 and 15, 2009. The parties had originally agreed to also meet on October 16. However, the employer once again cancelled an already agreed to date without much notice to the Union.

Progress was slow. At the end of the two (2) day session, the parties had agreed, in principle, to two (2) articles dealing with the following issues:

• Joint Consultation
• Classification and Job Descriptions

Progress was made on some other non-monetary issues. Monetary issues were identified and will be dealt with later in the process.

The next session is scheduled for November 26 and 27, 2009

This new unit of 22 members was certified as a bargaining unit by the Canada Industrial Relations Board on March 16, 2009. Some of their duties include the supervision of approximately 80 fuelers and fueling related workers at the Vancouver International Airport as well as administrative duties related to inventory, accounts payable etc.

YVR Agreement ratified

The YVR Negotiation team is pleased to announce the tentative agreement was ratified by the membership yesterday.  Highlights of the 4 year agreement, which expires December 31 2012 include

  • Increase to all Rates of Pay as follows
    • 1st Year – Effective January 1, 2009 – 2%; In addition, 1% increase to the RRSP contribution paid by the Authority for Employees in the Defined Contribution Plan. All other employees will receive a one-time signing bonus of $625.00.
    • 2nd Year – Effective January 1, 2010 – 1.5%; Effective July 1, 2010 – 1.5%
    • 3rd Year – Effective January 1, 2011 – 1.5%; Effective July 1, 2011 – 1.5%
    • 4th Year – Effective January 1, 2012 – 3%
  • Weekend premium will increase to $1.75 effective January 1, 2010
  • Vision care plan improvments: Laser eye surgery will not discontinue future claims for eye glasses or contact lenses
  • Dental plan improvements: Increase the current approved schedule of fees for Basic Services to 100%; Effective January 1, 2011 increase the combined limit to $2,000.00
  • Compassionate Care Leave: Expand the definition of family to reflect the Canada Labour Code and the EI Act.
  • Improvements to Bereavement Leave
  • Improvements to Family Related Responsibility Leave
  • Letters of understanding on Personal Leave, Trades Shift Scheduling and Excluded Positions
  • The team would like to thank all PSAC members at YVR for their support in this round of bargaining.

    On Thursday September 3, 2009, a Tentative Agreement was reached between the Public Service Alliance of Canada and the Vancouver International Airport Authority.

    • RATIFICATION VOTE:  September 24, 2009 – 1430 and 1900 hours, Sheraton Vancouver Airport Hotel, 7551 Westminster Highway, Richmond, BC

    This Tentative Agreement is subject to the ratification by both parties and will become effective upon the date of ratification unless otherwise agreed to. The following highlights some of the terms of the Tentative Agreement subject to ratification:

    • Duration – January 1, 2009 to December 31, 2012
    • Increase to all Rates of Pay as follows
      • 1st Year – Effective January 1, 2009 – 2%; In addition, 1% increase to the RRSP contribution paid by the Authority for Employees in the Defined Contribution Plan. All other employees will receive a one-time signing bonus of $625.00.
      • 2nd Year – Effective January 1, 2010 – 1.5%; Effective July 1, 2010 – 1.5%
      • 3rd Year – Effective January 1, 2011 – 1.5%; Effective July 1, 2011 – 1.5%
      • 4th Year – Effective January 1, 2012 – 3%
    • Weekend premium will increase to $1.75 effective January 1, 2010
    • Vision care plan improvments: Laser eye surgery will not discontinue future claims for eye glasses or contact lenses
    • Dental plan improvements: Increase the current approved schedule of fees for Basic Services to 100%; Effective January 1, 2011 increase the combined limit to $2,000.00
    • Compassionate Care Leave: Expand the definition of family to reflect the Canada Labour Code and the EI Act.
    • Improvements to Bereavement Leave
    • Improvements to Family Related Responsibility Leave
    • Letters of understanding on Personal Leave, Trades Shift Scheduling and Excluded Positions

    Download the full ratification kit here.

    Negotiations for a first collective agreement between GlobeGround Fuel Services Inc. and the Public Service Alliance of Canada are finally under way. The parties met to commence collective bargaining on August 27 and 28, 2009.

    On the first day of negotiations, information was exchanged between the parties. Your bargaining team also presented the employer with a package of bargaining proposals. The majority of those proposals contained actual contract language and the remaining items were identified as discussion items. The exchange of information continued on the second day and the employer responded to some of the non-monetary items.

    Your bargaining team felt that a fair amount of work was accomplished in the first 2 days of negotiations. The next session is scheduled for the week of October 13, 2009

    This new unit was certified by the Canada Industrial Relations Board on March 16, 2009. Some of their duties include the supervision of approximately 80 fuellers at the Vancouver International Airport as well as administrative duties related to inventory, accounts payable etc.

    VANCOUVER, Sept. 2 /CNW/ – Representatives of the Public Service Alliance of Canada (PSAC) are meeting with the Vancouver International Airport Authority (VIAA) tomorrow in a last minute effort to stave off a possible labour disruption at the airport, which could begin as early as September 18th.

    “The clock is ticking at YVR,” says Kay Sinclair, PSAC Regional Executive Vice-President for BC, “We’ve met for 16 days over the last six months and it’s down to the wire – the Airport Authority now has just over two weeks to table an offer that meets our members’ needs.”

    “PSAC members working at the airport are in a legal strike position starting September 18th,” she continues, “In a last ditch effort to avoid any disruption in service at the airport we will be returning to the table tomorrow with the help of a mediator.”

    “Despite making over 31 million dollars in revenue over expenses in the first six months of this year, YVR has tabled a financial offer that is still far below average wage increases in the airport sector. They claim this is due to the state of the economy and the airline industry.” says Dave Clark, President of Local 20221 of the Union of Canadian Transportation Employees (UCTE), a Component of the PSAC. “In the same economic environment every other comparable airport in the country is able to provide reasonable wage increase to their employees. Why can’t this Airport Authority?” asks Clark.

    There are more than 340 PSAC members employed by the VIAA. These workers provide key services such as emergency response, international arrivals customer care, runway maintenance, airfield & approach lighting, computer system maintenance, baggage handling, passenger loading bridge operation, maintenance of airport equipment and administrative services.

    A diverse union of over 165,000, PSAC members working in the public and private sectors deliver quality services to Canadians every day.

    Negotiations for a first collective agreement between ARINC International of Canada and the Public Service Alliance of Canada commenced on August 25 and 26, 2009.

    Your bargaining team presented the employer with bargaining proposals on the first day of negotiations. Discussions continued throughout the second day and the employer provided your bargaining team with some general comments and “high level” feedback. We expect the employer to come back with more detailed responses at the next meeting. The next session is scheduled for October 7 and 8, 2009.

    This new bargaining unit was certified by the Canada Industrial Relations Board on May 19, 2009. This group of approximately 21 members provides, amongst many other duties, technical support for computers and computer networks at the Vancouver International Airport and other locations. They also operate a help-desk responding to customer calls at the Vancouver International Airport.

    Thank you, Local 20221 Bargaining Team

    YVR bargaining update: Aug 21st

    Your negotiating team, with the assistance of 2 conciliation officers, met with the employer from 9 a.m. Friday until 2 a.m. Saturday morning. We were unable to reach a settlement. Following you will find how that meeting developed.

    At the mid-point of Friday morning we provided the employer with a proposal that represented a major step in attempting to achieve an agreement. Our proposal reflected the wants and needs of our membership as well as what other airports of a comparable size have already settled for. Our proposal included wage increases of 3.5% a year in a two year agreement.

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    PSAC members working at the airport vote in favour of strike action

    VANCOUVER, Aug. 20 /CNW/ – A possible labour disruption could cause delays for travelers arriving or departing from Vancouver International Airport in the near future. Employees working for the Vancouver International Airport Authority (YVR), members of the Public Service Alliance of Canada (PSAC), have voted in favour of taking strike action, should it be necessary, in an effort to bring the Airport Authority back to the bargaining table with a meaningful mandate.

    “We have one more meeting with a federal Conciliation Officer in an effort to avert a disruption in service, whether that be a strike or lockout.” says Kay Sinclair PSAC Regional Vice-President for BC. “Our first two days of meeting with the Conciliation Officer proved to be an exercise in futility and our members have no choice but to take this next step.”

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    YVR Bargaining: Non-Monetary Issues

    Clipboard01At the bargaining table, we have put forward a number of proposals that would provide a better work/life balance for YVR employees. Many of these proposals have absolutely no monetary impact on the employer.  Yet, we have received virtually no response from the employer except for “No”.  Two of these issues will be addressed below.

    1) Flexible Hours

    We have tabled a proposal to allow employees to work on a flexible schedule.  With consideration for operational requirements, this would permit people who work Monday to Friday to complete their 10 day work schedule in a 9 day period.

    The employer’s response at the bargaining table was that they were not prepared to “walk down that road”.  They went on to suggest that this type of work arrangement could not work at the Airport.  As some people are aware this type of arrangement was authorized in at least one section and it worked very well for both the employer and the employees of that section.

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