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After Air Canada introduced a new policy requiring medical certificates for absences of 5 days or more, CUPE grieved the blanket application of the policy, as well as the inclusion of days of rest in the calculation of the 5-day period and the deduction but non-payment of sick leave credits on those days of rest. Arbitrator Kaplan allowed the grievances, finding that the blanket application of the policy was unreasonable and that the collective agreement did not permit Air Canada to deduct sick leave credits without paying them.
2025 CanLII 106386 (CA LA) | Air Canada v CUPE | CanLII
Decisions
Application, training bond – Aviation CMP inc. c. Béland, 2025 QCCQ 5784 Employer sought reimbursement of 25% of training costs pursuant to training bond signed by pilot – training had begun but was never completed after it was cancelled by employer – pilot resigned less than 2 years later – Court found employee did not benefit from partial training – reimbursement of training cost would be abusive where employer unilaterally decided not to continue training – application dismissed
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