Throughout its history, the local year 2002 has been the focus of several very important struggles and has pushed for a more tolerant and egalitarian society. In 2001, our local demonstrated leadership in this area by appointing the first human rights coordinator. With the signing of “open skies” agreements, government attacks on cabin crew continued. The Canadian airports business company has resulted in the loss of many benefits to former commercial airport employees, including defined benefit pensions for future workers. Wall Street bankers and Senior Air Canada executives have cashed in more than $4.5 billion from the creation of independent companies from Jazz, Aeroplan and AVEOS. The 10,000 members of Local in 2002 and all retirees are gathered by the great power of airplanes. We repair them; tow them refuel them baggage, cargo and passengers, as well as seriously injured persons; Sell airfares and bonus programs Preparing food The planning team; and take care of all the complexities of operating an airport: clean runways, security, maintenance of luggage strips, assistance to passengers to park and even make sure they have a bed to sleep at their destination. We are all connected by this red thread. This duality continued until the merger of Air Canada and Canadian Airlines International (CAIL), which again imposed representational issues that led to the merger of CAW Locals in 1990, 2213 and 4236 (for Air Maintenance Employees in Halifax, Nova Scotia) in 2002 with CAW Local in 2002.

“This agreement with Jazz Aviation LP is good news for Unifor members, especially at a time when Canada`s aviation industry continues to struggle in the shadow of persistent travel restrictions,” said Don Ross, Acting President of Unifor Local 2002. “Congratulations to our Jazz Crew Scheduling team and our negotiating team for securing this agreement and providing a positive path for our industry.” In early 2016, the daughter of a Unifor member underwent a double transplant. Once a flight attendant got married, she was reduced to nonchalance status and forced to apply every three months for an extension of her employment status. The 1958 collective agreement put an end to this discriminatory practice. Despite the government`s initial opposition to our collective rights as workers, the government played a largely positive role in the formation of our industry early in history. Policy measures such as ownership of TCA/Air Canada and the regulation of a Canadian industry have created a stable environment that has fostered the development of a large number of airlines that have thrived in a wide range of networks. “This agreement provides our members working in the aviation industry with a sigh of relief,” said Jerry Dias, President of Unifor National. “The negotiating team should be commended for never fluctuating according to its principles and for negotiating the best collective agreement for its membership.” The rights we now take for granted have been achieved through years of collective struggle for a better future. It has not been easy; The workers made incredible sacrifices to make us benefit from their activism. The following here is not an exhaustive story of our local, but simply a culmination of some of the increases in work and pain we have endured over the years. CAW Local 2002/Air Canada Collective Agreement- “Current” Language vs. “New” Language June 2009 Equal Treatment and Payment for All Workers, regardless of status, was another long struggle.

In the 1980s, strikes by our members at Air Canada and Pacific Western Airlines led to groundbreaking agreements that consolidated the same rights for part-time workers. Unfortunately, today, the awarding of contracts by third parties in our sector has led to a resurgence of inequalities for workers.