10/09/2026
UMHQ Meeting Update
On September 25, 2026, the Union and Company met for their Union Management Headquarters Meeting (UMHQ) as per Article 21 of the Collective Agreement.
The meeting provided an opportunity for the Union to raise a number of new concerns affecting our members, seek clarification on Company processes, and follow up on previously raised on-going issues.
The following information gives an overview of the new items raised by both parties, including the discussions that took place, the Union’s position, the Company’s response, and any follow-up actions identified for each item. We will continue with these updates so that members can see the progress being made on important issues.
UNION NEW AGENDA ITEMS
UNION NEW ITEM
#2026-09-25-01 OCC Health Availability
Union Position: The Union raised concerns regarding delays in responses from Occ Health, particularly when members are attempting to book back on following an illness or medical absence, especially over weekends and holidays, which can result in members being unable to return to work in a timely manner and potentially losing pay. The Union also raised concerns regarding inconsistent information being given out on processes by Occ Health and the bases on how to book off with a UMC (Underlying Medical Condition). The Union also noted that all in-person appointments for medical assessments should be relayed by email even if initial request was done by phone. Communication by email allows the member to relay pertinent information to the insurer.
Company Response: The Company advised that Occ Health generally considers its response times have been reasonable, there have been individual cases where delays have occurred but mitigated the issues. The Company indicated that email remains the preferred method of communication with Occ Health.
Action/Follow-Up: The Union will provide the Company with specific examples of delays and the inconsistent information being given out by OCC Health and the bases on booking off with a UMC.
UNION NEW ITEM
#2026-09-25-02 OHS Removing the Union On Communication
Union Position: The Union raised concerns that Occ Health has been removing Union representatives from email correspondence even when the member has specifically included their Union on an email. Members frequently seek Union assistance in understanding requests from Occ Health and navigating the return-to-work and accommodation processes. Removing the Union can create unnecessary confusion and make it more difficult for the Union to assist their members.
Company Response: The Company advised that the Union may be removed from correspondence containing confidential medical information because its against the standard principles of privacy. However, the Company indicated that a member may provide authorization to Occ Health if they sign a consent form allowing their Union to be included on email correspondence with Occ Health.
Action/Follow-Up: The Company will get back to the Union with further information from Occ Health regarding the consent form members can sign to have their Union representative included in email correspondence with Occ Health.
UNION NEW ITEM
#2026-09-25-03 Maple Note Limit
Union Position: The Union requested clarification regarding Maple medical notes, including whether there is an imposed limit on the number of notes a member can obtain and whether Maple notes are always considered valid medical notes by the Company. Concerns were also raised regarding instances where members have obtained a Maple medical note but were subsequently directed to follow up with a physician. The Union also questioned why some members receive a notification when booking off advising that a medical note is not required and requested clarification on when this notification is provided and under what circumstances a medical note may still be required.
Company Response: The Company advised that Maple currently limits members to six (6) sick notes within a rolling twelve (12) month period. Maple physicians will not provide retroactive sick notes and will not issue a sick note for an absence exceeding seven days. The Company also explained that Maple offers both sick and medical visit attendance notes and the notes are not considered the same thing. Sick notes are what the Company accepts in relation to a book off and medical visit attendance notes are just saying you spoke to a maple doctor. The Company stated that the six (6) note limit was introduced by Maple due to specific abuse of certain notes happening and the limit is not specific to Air Canada Flight Attendants.
Action/Follow-Up: The Company will confirm whether there are limits associated with medical visit attendance notes and whether the six (6) sick note maximum is a Canada-wide Maple policy. The Company will also investigate why some members are receiving notifications stating that a medical note is not required when booking off and under what circumstances those notifications are generated.
UNION NEW ITEM
#2026-09-25-04 State Of Our Relationship Union/Company
Union Position: The Union spoke candidly about the communication between the Union and Company following the 2025 bargaining. Prior to bargaining, regular weekly discussions between the Union and Company provided an opportunity to address issues before they escalated into grievances. The Union emphasized that open, regular dialogue benefited both parties and, most importantly, our members. The Union expressed its desire to rebuild a more productive working relationship that existed prior to bargaining.
Company Response: The Company acknowledged that the relationship has changed since 2025 bargaining but does not believe communication with the Union has stopped. The Company pointed to ongoing work between Union representatives and various Company departments and committees. The Company encouraged the Union to reach out when issues could benefit from discussion before progressing to a grievance. Labour Relations also advised that it currently prefers more formal, written exchanges so that discussions are documented with the Union.
Action/Follow-Up: The Union made clear that it remains open to restoring regular, meaningful dialogue with the Company. The Company stated that the September UMHQ meeting itself was a step towards improving communication with the Union. The Union maintains that face to face communication is a much more productive way to discuss and resolve important issues while they are occurring.
UNION NEW ITEM
#2026-09-25-05 RBP’s or SPLOA’s Offered BL’s Denied to Participate
Union Position: The Union raised concerns regarding feedback received from bilingual (English/French) members who feel they are being penalized because of their language qualifications, particularly when it comes to opportunities such as RBPs (Reduced Block Program) and SPLOAs (Special Leaves of Absence). Members have reported being denied these opportunities due to the need to maintain bilingual coverage. Some members have even attempted to remove their language qualification as a result but have been advised they cannot because they were hired with the language. The Union also asked in regards to BL Service Directors flying as Flight Attendant to explore whether there is flexibility to offer RBPs and SPLOAs by seniority.
Company Response: The Company advised they are being restricted into order to maintain the required bilingual coverage. The Company also stated that it continues to work toward increasing the bilingual population, which could provide greater flexibility in the future.
UNION NEW ITEM
#2026-09-25-06 Violation B6.03.01.06
Union Position: The Union sought clarification regarding members who are under reassignment and already have confirmed flying for the following day but are required to remain available for airport standby during the reassignment period. The Union raised this as a potential violation of Article B6.03.01.06 Central Site raised the scenario with crew scheduling and were told they have to remain available for the airport standby.
Company Response: The Company confirmed that the response given by Crew Scheduling that they must remain available for airport standby is the Company's position.
UNION NEW ITEM
#2026-09-25-07 Discipline/Attendance Issues
Union Position: The Union raised concerns regarding members who disclose a UMC (underlying medical condition) during an attendance or discipline meeting, are referred to Occupational Health, and subsequently have the UMC substantiated, but discipline was issued before Occupational Health completed its determination. The Union also highlighted inconsistent information being provided to members regarding the correct procedure when booking off because of an approved UMC.
Company Response: The Company requested examples involving discipline issued in circumstances where a UMC was subsequently substantiated. It also agreed that it could work with Occ Health to provide clearer information regarding the booking-off process.
Action/Follow-Up: The Union will provide specific examples to the Company. The Company will work with Occ Health to have a clear process posted on booking off due to a UMC.
UNION NEW ITEM
#2026-09-25-08 Timely Notification To Meet Flights With EAP
Union Position: The Union requested that Local Presidents be notified when management plans to meet an arriving flight following a serious or traumatic incident so that Union representatives and EAP can support the crew. Examples include cabin air events, injuries, deaths onboard, and other significant flight incidents.
Company Response: The Company advised that there has been no direction to stop notifying the Union. It acknowledged that management turnover at some bases may have contributed to inconsistencies and recognized the benefit of having management and the Union available together to support affected crew members.
Action/Follow-Up: The Company committed to communicating with base management and reinforcing the expectation that the Union be contacted, where possible, when management is meeting a flight following a significant flight incident.
UNION NEW ITEM
#2026-09-25-09 Company iPhones Update
Union Position: The Union acknowledged the work undertaken by the Company's team to address the significant number of questions received during the iPhone rollout. The Union also noted that the additional information addressing member concerns and questions added to the Mobility Hub has been very helpful for members.
Company Response: The Company thanked the Union for its assistance during the rollout and acknowledged that the Union's communication encouraging members to participate helped support the implementation.
UNION NEW ITEM
#2026-09-25-10 Netline and New System To Replace It
Union Position: The Union requested an update on the replacement of Netline, including how Jeppesen will interact with existing systems, whether the systems will operate simultaneously during transition, how historical information will be retained for grievance and pay-claim research, and what training will be provided to Union representatives.
Company Response: The Company advised that it continues to target a Q2 launch for Jeppesen and Rainmaker Phase 2 for In-Flight Service. Netline and the new system are expected to operate simultaneously during the transition. Historical Netline data is expected to be archived. The Company also acknowledged providing Union training on the new system.
Action/Follow-Up: The Company advised that a meeting with Union leadership will be arranged to provide a comprehensive presentation on the new system as well as answering outstanding questions, discuss training and access to historical information.
UNION NEW ITEM
#2026-09-25-11 Request Personal Family Care Leave Policy - Lack of Procedure
Union Position: The Union raised confusion surrounding the distinction between family care leaves under the Canada Labour Code (CLC) and family responsibility/personal leave provisions under the Collective Agreement. Members and the Union have received inconsistent information regarding how multi-day absences should be coded when a member has exhausted their statutory family care leave. The Union is concerned about inconsistent coding, using a 519 No Show, or personal leave, as each can have very different consequences for members. The Union would like a clear process on coding used for each of the leaves.
Company Response: The Company acknowledged that there are different forms of leaves and requested examples where members were improperly coded or where the Collective Agreement leave was not appropriately applied.
Action/Follow-Up: The Union will provide specific examples, particularly cases involving 519 No Show coding. The Company will review whether a clearer process or naming convention can be established so members and representatives better understand which leave applies and how it should be coded.
UNION NEW ITEM
#2026-09-25-12 ART – Evening & Weekends Courses? / Meal Placement for Sunday YUL / Early Start YUL Challenges With Transportation
Union Position: The Union raised three concerns regarding Annual Recurrent Training: the availability of evening and weekend courses, inadequate Sunday meal placements in YUL, and transportation difficulties associated with the 7:00 a.m. start times in YUL where public transit options are limited. The Union asked the Company to consider alternative course times and improved Sunday meal placements, including the possibility of providing members with a meal voucher rather than the current boxed-meal option.
Company Response: The Company acknowledged the concerns and advised that training schedules are created by the training centre and simulator availability. It agreed to investigate the Sunday meal options in YUL and whether different training times could be offered.
Action/Follow-Up: The Company will discuss the concerns with the training centre and review what alternatives are feasible for scheduling and Sunday meal placements.
UNION NEW ITEM
#2026-09-25-13 PELC Cards At All Jumpseats
Union Position: The Union proposed placing physical PELC cards at all jumpseats. This would ensure that the cards are readily available when required. With Company-issued iPhones, the Union also noted that an electronic option could be considered.
Company Response: The Company advised that a broader review of PELC cards is already planned through the IFS Safety Board. Both physical cards stored on the aircraft and a digital format are being considered.
Action/Follow-Up: The Company expects to undertake its review in November and provide an update to the Union at the next UMHQ meeting.
UNION NEW ITEM
#2026-09-25-14 Crew Member Methods of Contact While On Duty
Union Position: The Union raised concerns regarding members being contacted through their personal mobile phones while on duty and subsequently being coded 517 unavailable for duty when crew scheduling calls and they do not answer. Historically, communication during a pairing has included airport paging, contact through gate agents, management, or a datalink.
Company Response: The Company stated there has been no change in the established methods of crew scheduling contacting crew members while on duty.
Action/Follow-Up: The Union will provide examples of members who have received 517 unavailable for duty code or discipline from not answering crew scheduling’s call. The Company will review the practice with Crew Scheduling and report back.
UNION NEW ITEM
#2026-09-25-15 Copies Of Signed OHS Forms
Union Position: The Union raised concerns that members attending Occupational Health assessments returning from extended leaves are given the new hire medical assessment and are being asked to complete and sign forms but are not provided copies at the time of signing. Members have reported being directed to HR and the privacy department, to get copies of the signed forms, where requests can take several weeks and documents may be provided in redacted form. Members should receive copies of documents they are asked to complete and sign at the time they sign them.
Company Response: The Company advised that Occupational Health confirmed with all 3 clinic managers that they don’t ask flight attendants to sign anything or direct them to HR and the privacy department. The Company requested specific examples from the Union where this has happened.
Action/Follow-Up: The Union will provide examples. The Company committed to taking the issue back to Occ Health for review.
UNION NEW ITEM
#2026-09-25-16 Last Sold Seats Not Being Held A330 Flights Over 7:30h
Union Position: The Union continues to receive reports that required last sold seats on A330 flights exceeding 7:30h are not always being held by the gate agents. The Union asked the Company to confirm the applicable process and ensure that gate agents understand the distinction between dedicated crew rest seats and last sold seats.
Company Response: The Company said this is a good opportunity to reinforce the distinction with gate agents. It advised that an awareness campaign reminder for gate agents is being considered for November. The Company is also introducing a specific A330 crew rest category within the OBR reporting system to better identify and track these occurrences.
Action/Follow-Up: Members should continue documenting occurrences through OBR reports. The Company intends to review these reports regularly, work with Airports to address recurring issues, and provide further data at the next UMHQ meeting.
COMPANY NEW AGENDA ITEMS
COMPANY NEW ITEM
#1 Winter 2026 LOU and Service Changes
The Company advised that seven routes will move from LOU 18 to LOU 22A beginning in October 2026. The Union emphasized that negotiated crew rest is an entitlement and must be taken. Service expectations must not interfere with negotiated crew rest periods, and Service Directors must be supported in adjusting service where necessary to ensure crew rest is provided.
The Company agreed to consider clear language in its crew communication confirming that service may need to be adjusted to facilitate negotiated crew rest and emphasized the importance of documenting circumstances onboard when service adjustments are required through OBR reporting
COMPANY NEW ITEM
#2 New Aircraft Update
The Company advised that the first Boeing 787-10 is currently expected to be delivered near the end of November 2026, with pre-service modifications and evacuation-related work taking place in December. Revenue service is expected to begin in early 2027.
The Company plans to consult the Union as service procedures are developed and intends to arrange an aircraft visit so the Union can review crew facing cabin and galley features before the aircraft enters service.
FOLLOW-UP Agenda Items from Previous UMHQ Meetings
UNION ON-GOING ITEM
#2025-11-25-01 LOU 26.02 Review The Status Of All Outstanding Pay Claims
Union Position: The Union requested an update on outstanding pay claims and raised concerns regarding reports that members were being told that Form A was no longer accepted. The Union also raised an issue involving Ground Cabin Security Boarding premium claims where individual Flight Attendants were being directed back to the Service Director to submit the claim.
Company Response: The Company advised that historical pay claims are considered up to date and that the team has resolved more than 1,000 claims, with approximately 220 September claims open currently. The Company confirmed that there has been no negotiated change eliminating Form A and that Form A continues to be accepted. The move toward eClaims was intended to make the process more efficient, not to remove members' contractual ability to use Form A.
Regarding boarding premium claims, the Company agreed that Flight Attendants should be able to submit Ground Cabin Security Boarding premium claims and advised they were unaware members were again being directed to the Service Director.
Action/Follow-Up: The Company will follow up with its team regarding Form A and the Ground Cabin Security Boarding premium claims process. The Union will continue collecting examples and send to the Company.
UNION ON-GOING ITEM
#2025-11-25-06 Submitting Claims To Be Paid Ground & Cabin Security Premium
Union Position: The Union reiterated concerns that Ground Cabin Security Boarding premium claims are not fully automated.
Company Response: The Company advised that it continues to work with Crew Scheduling on possible improvements automating the Ground Cabin Security Boarding premium claims.
Action/Follow-Up: The Company will continue exploring interim improvements ahead of implementation of the new system targeted for Q2. The Union will continue monitoring and send examples if issues arise.
UNION ON-GOING ITEM
#2024-07-09-04 Plans for YYC Going Forward
Union Position: The Union requested an update regarding any anticipated changes to the YYC operations.
Company Response: The Company advised that there are currently no changes planned for YYC and that the present team for YYC remains.
UNION ON-GOING ITEM
#2023-04-03-02 Updated JDA’s
Union Position: The Union followed up on its previous request for updated Job Demands Analyses (JDA).
Company Response: The Company advised that the updated JDAs were provided to the Policy Health and Safety Committee in November 2025.
Action/Follow-Up: The Union will obtain the updated JDAs through the Policy Health and Safety Committee.
Govern yourselves accordingly,
Your ACCEX
