by

Bell collaborating with AWS for cloud and 5G multi-access edge computing

Source : BCE News

Full Article here

  • Bell chose AWS to help modernize its applications and services and will leverage AWS capabilities like machine learning and analytics to enhance customers’ digital experiences
  • Bell and AWS will offer AWS Wavelength Zones on Bell’s 5G network for fast and efficient 5G multi-access edge computing (MEC), the first such 5G MEC deployment in Canada
  • Combination will give developers access to AWS’s unparalleled portfolio of services to build applications that require ultra-low-latency connectivity for mobile devices running on Canada’s fastest-ranked national network

MONTRÉAL, June 3, 2021 /CNW Telbec/ – Bell Canada (TSX: BCE) (NYSE: BCE) today announced it has entered into an agreement with Amazon Web Services, Inc. (AWS) to modernize the digital experience for Bell customers and support 5G innovation across Canada. Bell will use the breadth and depth of AWS technologies to create and scale new consumer and business applications faster, as well as enhance how its voice, wireless, television and internet subscribers engage with Bell services and content such as streaming video. In addition, AWS and Bell are teaming up to bring AWS Wavelength to Canada, deploying it at the edge of Bell’s 5G network to allow developers to build ultra-low-latency applications for mobile devices and users. With this rollout, Bell will become the first Canadian communications company to offer AWS-powered multi-access edge computing (MEC) to business and government users.

by

Arbitration Award – Island Days BTS-ON-18-01

JH 18-089 Unifor (Policy re Island Days BTS-ON-18-01) and Bell Canada AWARD,,,,read the full award by clicking here

Many grievors may have received a communication from the employer in reference to the above noted Policy Grievance Award. This grievance and those held in abeyance have been dismissed as per Arbitrator James Hayes

 

AWARD

Introduction

1. This decision addresses a policy grievance about whether all Regular Full-
Time employees are entitled to have consecutive days of rest (CDORs) regardless of
their schedules within each two-week period of work.

2. At issue is the interpretation of Article 16.02(d) of the Collective Agreement.
This clause was amended in the most recent round of collective bargaining.

3. UNIFOR takes the position that the amendments were made, specifically, to
reverse a 2012 arbitration award (“Herman Award”) that interpreted the then-existing
provision to allow the Company to schedule single days of rest (colloquially
referred to as ‘island days’) without a guarantee of CDORs. Bell Technical Solutions,
2012 CarswellOnt 4012 (Herman).

4. The Union further takes the position that, if it is wrong in its interpretation of
Article 16.02(d), BTS is estopped from relying on the strict language of the provision
based on the bargaining history. UNIFOR submits that, because the Company
remained silent in negotiations on the amendments to Article 16.02(d), the Union can
rely upon that silence as signifying agreement to the Union’s position.

5. BTS responds that a plain reading of the Collective Agreement and its context
in the Collective Agreement indicates that CDORs are only guaranteed in the limited
circumstances where a Full-Time employee’s hours have been averaged over a two-week
period. The Company says that its interpretation is reinforced when compared
to the clarity of language used in granting Part-Time employees CDORs in Article
16.04(k). It further maintains that the Union has not made out the essential legal
elements required to ground an estoppel.

To view the full document click the link at the top

by

Unifor members deliver strong strike mandate at Bombardier Downsview

Unifor Local 112 and 673 members at the Bombardier Downsview plant delivered a strong strike mandate over the weekend as the union ramps up negotiations with the employer.

Local 112 represents production workers and skilled trades at the Downsview facility who voted 96% in favour of authorizing the union to take strike action, if necessary. Local 673 technical, office and professional workers at the plant voted 89% in favour.

“These negotiations are about protecting advanced manufacturing jobs vital to our community, the industry, and our national economy,” said Scott McIlmoyle, Unifor Local 112 President, representing 1,257 members at the Downsview plant.

Unifor members at the Downsview plant previously outlined a broad range of bargaining proposals. At issue is Bombardier Aerospace’s plan to move its current operations to a new facility at Pearson International Airport. The union is seeking strong job security protections as well as firm work and program commitments from the company.

“This is about getting a fair deal that gives our members the respect they deserve and provides the job security they need to successfully transition to the new facility,” added Scott McIlmoyle.

Bombardier Aerospace previously announced it would sell the Downsview facility and move operations in early 2018. The following year, the Greater Toronto Airports Authority and Bombardier reached a long-term lease agreement to build a new manufacturing centre for its Global 7500 business jets.

The union is also focused on members’ bargaining proposals to improve wages, pensions, and health care benefits as well as address numerous issues related to contracting out bargaining unit work.

“Our union will not accept any erosion of our bargaining unit or our work ownership protections,” said Maryellen McIlmoyle, Unifor Local 673 President, representing 204 office and clerical members at the plant. “Our message is simple: We want a deal with Bombardier that respects what we’ve earned to-date.”

The current collective agreement expires June 21, 2021.

by

Reliance ‘cruel’ to cut locked out workers’ disability benefits

TORONTO—Locked out Reliance Home Comfort workers on Short- and Long-Term Disability across Ontario have been cut off from their extended health and dental benefits, says Unifor.

“Reliance is sending their customers a message: the owners will be as cruel as it takes to force a deal on their workers,” said Jerry Dias, Unifor National President. “Customers aren’t sheep. If they think Reliance is a ruthless corporation obsessed with profit at any cost, they won’t hesitate to go elsewhere.”

More than 800 members of Unifor Local 1999 have been locked out by Reliance Home Comfort since May 13, 2021. Unifor learned this week that the company has unilaterally cancelled the extended benefits of workers on leave due to illness or injury on Short- and Long-Term Disability.

“Targeting the most vulnerable in our communities is a particularly ruthless tactic that I haven’t seen in my whole career,” said Dan Valente, Unifor National Representative and lead negotiator. “It should be an eye-opener to every single Reliance customer. This company is not what you thought it was.”

During the lock-out, Reliance has been relying on scab labour with questionable credentials, says Unifor.

by

Unifor members respond to Kamloops grave with compassion

Like most Canadians, Unifor members were horrified by the announcement that the bodies of 215 missing children have been discovered by the Tk’emlúps te Secwépemc on the site of the former Kamloops Indian Residential School.

Impromptu vigils sprung up across the country and people wore orange as an extension of the annual Every Child Matters campaign that normally takes place in September.

Unifor members working for Coast Mountain Bus Company (Translink) in Metro Vancouver negotiated an exception to the uniform policy to wear orange during the week of May 31 to June 4, 2021. Transit operators could also tie orange ribbons to bus mirrors.

Read Unifor’s full statement on the grave: https://www.unifor.org/en/whats-new/briefs-statements/missing-children-found-tkemlups-te-secwepemc-territory-0