CHC Africa Closing Down
Join Date: Sep 2006
Location: South Africa
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What's the latest with Chad & Cameroon
I hear Chad & Cameroon are also going to close down soon? South African & Namibian operations have all been sold to other SA Operators, what's next. CHC YVR have not issued an official reason on why they cut these contracts out of their collection, very sad. I'm sure there will be a few more surprises in the next few months, watch this space!
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DeanW,
That would be Titan. They also took over the Antarctic job, George base and if the stories are true will soon take Oranjemund and Convairs and all of the offices at CTI.
Like them or not, a large chunk of SA rotorwing history is drawing to a close and for no sensible reason other than company politics.
That would be Titan. They also took over the Antarctic job, George base and if the stories are true will soon take Oranjemund and Convairs and all of the offices at CTI.
Like them or not, a large chunk of SA rotorwing history is drawing to a close and for no sensible reason other than company politics.
Join Date: Jun 2007
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Like somebody else said previously: "the Labuschagne's must be turning in their graves!" Jeremy was not always the most popular, but he did protect CHC Africa from exactly this for a long time. Amazing how a company like Court could go from Sikorsky rebuilds to nothing in 2.5 years after Jeremy's(and his son's) untimely deaths! A lot off especially engineering expertise lost thanks to the ever superior Canadians!
Join Date: Jan 2003
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Thanks UL.
I'm in George for the morning and took a photo of CHC S-61N ZS-RLL on the apron. It is now operated by Indwe Aviation.
Yes, I remember the Court Helicopters of old, I even flew in the S-58T. First they got rid of the Jetties and it was downhill from then on. Great shame. I still had lunch with Jeremy a week for his untimely death. RIP.
I'm in George for the morning and took a photo of CHC S-61N ZS-RLL on the apron. It is now operated by Indwe Aviation.
Yes, I remember the Court Helicopters of old, I even flew in the S-58T. First they got rid of the Jetties and it was downhill from then on. Great shame. I still had lunch with Jeremy a week for his untimely death. RIP.
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Apparently like was mentioned the CHC operation in GRJ has been taken over by Titan and is being operated by Indiwe Aviation. They've also put another S61 down there, ZS-RFU which brings the total to three.
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If I recall correctly the contract was for 3 machines. Court/CHCA got away with having the 3rd ship in the docks on the basis that it could be there in short order and then they could use it for shipservice as opposed to letting it stand in GRG.
Join Date: Aug 2005
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Latest from CHC. Two engineers. One RW, one FW. Working in the same hangar, for the same client, in the same conditions etc.
One gets 4% salary increase. The other gets 0% as a punishment for a bad financial result.
What’s next?
One gets 4% salary increase. The other gets 0% as a punishment for a bad financial result.
What’s next?
Join Date: Dec 2002
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Dear Mr. B,
As you are aware, the company has recently sent out letters to all staff explaining the salary increases for the year 2008/2009.
The R/W staff received a letter informing them that they would receive a 4% increase in wages. The F/W staff received a letter informing them that we would not be receiving any wage increases.
This decision is not beneficial for moral of the staff, nor is it in line with company policy.
Further to this, this decision is illegal under Canadian Human Rights and the Labor Code, which CHC is bound by. Below is directly from the Canadian Labor Code.
Federal pay equity laws require your employer to pay equal wages to women and men, performing work of equal value within the same establishment. To meet their obligations under section 11, employers are encouraged to work proactively with employees and unions to develop and maintain gender-neutral compensation systems within their organizations.
I would like to know if you will bring these concerns to the attention of the relevant individuals within CHC Management.
Thank you,
As you are aware, the company has recently sent out letters to all staff explaining the salary increases for the year 2008/2009.
The R/W staff received a letter informing them that they would receive a 4% increase in wages. The F/W staff received a letter informing them that we would not be receiving any wage increases.
This decision is not beneficial for moral of the staff, nor is it in line with company policy.
Further to this, this decision is illegal under Canadian Human Rights and the Labor Code, which CHC is bound by. Below is directly from the Canadian Labor Code.
Federal pay equity laws require your employer to pay equal wages to women and men, performing work of equal value within the same establishment. To meet their obligations under section 11, employers are encouraged to work proactively with employees and unions to develop and maintain gender-neutral compensation systems within their organizations.
I would like to know if you will bring these concerns to the attention of the relevant individuals within CHC Management.
Thank you,
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According to the employee handbook policy 3.6, it says that we are entitled to annual vacations. It also discusses statutory holidays. It states "all field operation employees may be paid as above or be given another day off with pay at some other time in addition to pay for the hours worked on the holiday." The Labour Code gives guidance that the time off will be determined by agreement by the employee and the employer, and needs 70% agreement of all employees.
The employee handbook also discusses the averaging period that allows CHC to employ it's staff in "continuous operations". This section does not comply with the Labour Code. Since according to the Labour Code, a company can average its hours to ensure that employees do not exceed the maximum hours permitted under the labour code. The code does not give any minimum hours to be worked, and therefore CHC's policy to not pay us if we do not meet the hours worked is not a valid argument.
Further to this, all employees subjected to Labour Codes of Canada are entitled to Vacation, or Vacation Pay in lui. My contract gives me a daily rate and a monthly basic salary. Hours worked have no bearing in any discussion of vacation pay. Further to this, my contract states that I work 6 weeks with 6 weeks leave, and that I am expected to do 2 weeks of training per year. The wording of "time off" is very clear, it is not vacation, or statutory holiday time off. The labour code is also very clear that under averaging that time off is not vacation.
I have received two different explanations as to why I do not receive vacation pay. One reason given was that I do not work enough hours, and the other was that I am deemed to have taken my vacation in my time off. The first reason is not valid according to the Labour Code dealing with vacation pay, and the second explanation is not valid due to Labour Code dealing with averaging hours. The Labour Code is very clear. All employees subjected to Canadian Labour Code are entitled to Statutory Holidays, or pay in lui, and all employees are entitled to Vacation with pay or Vacation Pay in lui.
After I received these different explanations, I asked for a copy of the Labour agreement that CHC has with Labour Canada, and I was not provided this. I am entitled to this information. I also have not had any further explanation since I sent an email dealing with this last year. One of my colleagues was informed that he should speak with C B to have the CHC policy explained to him.
Division IV
Annual Vacations
Definitions
183. In this Division,
"vacation pay"
«indemnité de congé annuel »
"vacation pay" means four per cent or, after six consecutive years of employment by one employer, six per cent of the wages of an employee during the year of employment in respect of which the employee is entitled to the vacation;
"year of employment"
«année de service »
"year of employment" means continuous employment of an employee by one employer
(a) for a period of twelve consecutive months beginning with the date the employment began or any subsequent anniversary date thereafter, or
(b) for a calendar year or other year determined by the employer, in accordance with the regulations, in relation to an industrial establishment.
R.S., 1985, c. L-2, s. 183; 1993, c. 42, s. 19.
Annual vacation with pay
184. Except as otherwise provided by or under this Division, every employee is entitled to and shall be granted a vacation of at least two weeks with vacation pay and, after six consecutive years of employment by one employer, at least three weeks with vacation pay in respect of every year of employment by that employer.
R.S., c. L-1, s. 40; R.S., c. 17(2nd Supp.), s. 10; 1976-77, c. 28, s. 49; 1977-78, c. 27, s. 11.
Granting vacation with pay
185. The employer of an employee who under this Division has become entitled to a vacation with vacation pay
(a) shall grant to the employee the vacation to which the employee is entitled, which shall begin not later than ten months immediately following the completion of the year of employment for which the employee became entitled to the vacation; and
(b) shall, at such time as is prescribed by the regulations, pay to the employee the vacation pay to which the employee is entitled in respect of that vacation.
R.S., c. L-1, s. 41; R.S., c. 17(2nd Supp.), s. 11.
Vacation pay
186. Vacation pay shall for all purposes be deemed to be wages.
R.S., c. L-1, s. 42.
General holiday during vacation
187. Where one or more general holidays occur during a vacation granted to an employee pursuant to this Division, the vacation to which the employee is entitled under this Division may be extended by one day for each such holiday, and the employer shall pay to the employee in addition to the vacation pay the wages to which the employee is entitled for those general holidays.
R.S., c. L-1, s. 43; 1977-78, c. 27, s. 12.
1. For workers subject to averaging, how are standard hours, maximum hours and overtime calculated?
The standard hours of work of an employee subject to averaging are 40 times the number of weeks in the averaging period; maximum hours of work are not to exceed 48 times the number of weeks in the averaging period. For example, in a two week averaging period, standard and maximum hours are 80 hours and 96 hours, respectively.
At the end of each averaging period, overtime is paid to employees who work hours in excess of the standard hours, excluding those hours for which overtime has been paid already, in the averaging period. The calculation of overtime owing is based on standard hours that are reduced, pursuant to section 6(7) of the Canada Labour Standards Regulations, by 8 hours for each day in the averaging period which is a day:
· of bereavement leave with pay;
· of annual vacation with pay;
· of leave of absence with pay under subsection 205(2) of the Code;
· general or other holiday with pay; or,
· that is normally a working day in respect of which the employee is not entitled to regular wages (for example, when an employee is off on unpaid sick leave).
Under paragraph 6(7)(e) of the Canada Labour Standards Regulations, it is important to note that, in general, every day for which an employee is scheduled to work is "normally a working day".
It is usually the case that an employee receiving a base salary is considered to be "entitled to regular wages" for the purposes of paragraph 6(7)(e) of the Regulations. Therefore, no reduction is made in standard hours for the averaging period for an employee, who is absent from work on paid sick leave.
Averaging provisions under section 169 of Part III of the Canada Labour Code and section 6 of the Regulations are meant to address hours of work for both scheduled and non-scheduled workers.
· Scheduled workers who can average are workers whose schedules vary, such as airline pilots who may be scheduled for flights of varying durations.
· Non-scheduled workers are those for whom work is sporadic and unreliable such as non-driving workers employed by a moving or trucking company where employees work only as work becomes available.
The employee handbook also discusses the averaging period that allows CHC to employ it's staff in "continuous operations". This section does not comply with the Labour Code. Since according to the Labour Code, a company can average its hours to ensure that employees do not exceed the maximum hours permitted under the labour code. The code does not give any minimum hours to be worked, and therefore CHC's policy to not pay us if we do not meet the hours worked is not a valid argument.
Further to this, all employees subjected to Labour Codes of Canada are entitled to Vacation, or Vacation Pay in lui. My contract gives me a daily rate and a monthly basic salary. Hours worked have no bearing in any discussion of vacation pay. Further to this, my contract states that I work 6 weeks with 6 weeks leave, and that I am expected to do 2 weeks of training per year. The wording of "time off" is very clear, it is not vacation, or statutory holiday time off. The labour code is also very clear that under averaging that time off is not vacation.
I have received two different explanations as to why I do not receive vacation pay. One reason given was that I do not work enough hours, and the other was that I am deemed to have taken my vacation in my time off. The first reason is not valid according to the Labour Code dealing with vacation pay, and the second explanation is not valid due to Labour Code dealing with averaging hours. The Labour Code is very clear. All employees subjected to Canadian Labour Code are entitled to Statutory Holidays, or pay in lui, and all employees are entitled to Vacation with pay or Vacation Pay in lui.
After I received these different explanations, I asked for a copy of the Labour agreement that CHC has with Labour Canada, and I was not provided this. I am entitled to this information. I also have not had any further explanation since I sent an email dealing with this last year. One of my colleagues was informed that he should speak with C B to have the CHC policy explained to him.
Division IV
Annual Vacations
Definitions
183. In this Division,
"vacation pay"
«indemnité de congé annuel »
"vacation pay" means four per cent or, after six consecutive years of employment by one employer, six per cent of the wages of an employee during the year of employment in respect of which the employee is entitled to the vacation;
"year of employment"
«année de service »
"year of employment" means continuous employment of an employee by one employer
(a) for a period of twelve consecutive months beginning with the date the employment began or any subsequent anniversary date thereafter, or
(b) for a calendar year or other year determined by the employer, in accordance with the regulations, in relation to an industrial establishment.
R.S., 1985, c. L-2, s. 183; 1993, c. 42, s. 19.
Annual vacation with pay
184. Except as otherwise provided by or under this Division, every employee is entitled to and shall be granted a vacation of at least two weeks with vacation pay and, after six consecutive years of employment by one employer, at least three weeks with vacation pay in respect of every year of employment by that employer.
R.S., c. L-1, s. 40; R.S., c. 17(2nd Supp.), s. 10; 1976-77, c. 28, s. 49; 1977-78, c. 27, s. 11.
Granting vacation with pay
185. The employer of an employee who under this Division has become entitled to a vacation with vacation pay
(a) shall grant to the employee the vacation to which the employee is entitled, which shall begin not later than ten months immediately following the completion of the year of employment for which the employee became entitled to the vacation; and
(b) shall, at such time as is prescribed by the regulations, pay to the employee the vacation pay to which the employee is entitled in respect of that vacation.
R.S., c. L-1, s. 41; R.S., c. 17(2nd Supp.), s. 11.
Vacation pay
186. Vacation pay shall for all purposes be deemed to be wages.
R.S., c. L-1, s. 42.
General holiday during vacation
187. Where one or more general holidays occur during a vacation granted to an employee pursuant to this Division, the vacation to which the employee is entitled under this Division may be extended by one day for each such holiday, and the employer shall pay to the employee in addition to the vacation pay the wages to which the employee is entitled for those general holidays.
R.S., c. L-1, s. 43; 1977-78, c. 27, s. 12.
1. For workers subject to averaging, how are standard hours, maximum hours and overtime calculated?
The standard hours of work of an employee subject to averaging are 40 times the number of weeks in the averaging period; maximum hours of work are not to exceed 48 times the number of weeks in the averaging period. For example, in a two week averaging period, standard and maximum hours are 80 hours and 96 hours, respectively.
At the end of each averaging period, overtime is paid to employees who work hours in excess of the standard hours, excluding those hours for which overtime has been paid already, in the averaging period. The calculation of overtime owing is based on standard hours that are reduced, pursuant to section 6(7) of the Canada Labour Standards Regulations, by 8 hours for each day in the averaging period which is a day:
· of bereavement leave with pay;
· of annual vacation with pay;
· of leave of absence with pay under subsection 205(2) of the Code;
· general or other holiday with pay; or,
· that is normally a working day in respect of which the employee is not entitled to regular wages (for example, when an employee is off on unpaid sick leave).
Under paragraph 6(7)(e) of the Canada Labour Standards Regulations, it is important to note that, in general, every day for which an employee is scheduled to work is "normally a working day".
It is usually the case that an employee receiving a base salary is considered to be "entitled to regular wages" for the purposes of paragraph 6(7)(e) of the Regulations. Therefore, no reduction is made in standard hours for the averaging period for an employee, who is absent from work on paid sick leave.
Averaging provisions under section 169 of Part III of the Canada Labour Code and section 6 of the Regulations are meant to address hours of work for both scheduled and non-scheduled workers.
· Scheduled workers who can average are workers whose schedules vary, such as airline pilots who may be scheduled for flights of varying durations.
· Non-scheduled workers are those for whom work is sporadic and unreliable such as non-driving workers employed by a moving or trucking company where employees work only as work becomes available.
Join Date: Mar 2008
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Poor Fixed Wing Performance?
I think the underlying statement intended to be sent here was that CHC doesnt make the majority of its business volume and profit with fixed wing aircraft and that they have no future interest in doing so.Read between the lines gentlemen,one pilot was told that the reason for a non increase was that through a survey,CHC found the Dash 8 pilots on the low side of the pay scale while the DHC 6 pilots where found to be on the high side of the pay scale thus "no increase in salary for the fixed wing pilots who support the same customers on the same contract.Why werent the Dash 8 piots given a salary increase if this is the case?Why has the per diem remained the same for the last 7 years while food cost has gone up considerably?The fixed wing pilots are not the individuals directly responsible for mismanagement,poor administration leading to huge fines and less than professional contract negotiations.We have allways been fed the line that "CHC is a family" and that transparency is a must given the size of the Global Operations.Its gone from bad to worst.Is Vancouver blind or do they like to be fed a bunch of s--t from their people managing the field?Time for CHC to start doing some serious deep sensing of their operation in Tchad/ Cameroun just like Lee Iococca did when he took over the Chrysler Corp and turned it around.Hard to smell the roses and watch the game when you are thousands of miles away.Dont blame or punish the soldiers,they hold the line day in and day out,take a look at the Generals and hope they are giving the President the true facts.
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A quick news flash - apparently the Oranjemund sale has gone through and Indwe have taken over the helis in Oranjemund and the two fixed wing (Convairs?) as well. The end of the line for CHC Southern Africa....
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One big mistake that CHC has made is not checking with the legal department before making such decisions of salary increses for one group, but not for the other in the same operation. This is a direct violation of Employment Equity laws, which CHC is bound to follow.
Further to this, CHC has been wishy washy over the vacation pay and stat holiday pay issues, and this also is in direct violation of Canadian labour code, which regardless where the company operates, they are still bound by Canadian Federal Laws, and all employees are covered by these same laws.
I sugest every employee makes a complaint to the Canadian Labour Board at the following number.
1800 641 4049
or follow this link to make an online complaint.
Workplace Equality, Employment or Pay Equity - Contact Us
Further to this, CHC has been wishy washy over the vacation pay and stat holiday pay issues, and this also is in direct violation of Canadian labour code, which regardless where the company operates, they are still bound by Canadian Federal Laws, and all employees are covered by these same laws.
I sugest every employee makes a complaint to the Canadian Labour Board at the following number.
1800 641 4049
or follow this link to make an online complaint.
Workplace Equality, Employment or Pay Equity - Contact Us
Join Date: Dec 2006
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rwm,
I think it has all become a moot point now. According to my contact there CHCA is now no more and even the old e-mail addresses are being changed which would seem to be the final link to the "mother ship".
RIP CHC Africa, you were good to me.
I think it has all become a moot point now. According to my contact there CHCA is now no more and even the old e-mail addresses are being changed which would seem to be the final link to the "mother ship".
RIP CHC Africa, you were good to me.
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Just an update....
The sale went through on the 29th apparently. A group of investors including Titan, Graham MacKenzie (ex marketing mgr) and an unnamed American entity.
Also "lots" of the ones laid off with big packages are coming back to work, to the amusement of the ones who stayed on and did not get an increase.
The sale went through on the 29th apparently. A group of investors including Titan, Graham MacKenzie (ex marketing mgr) and an unnamed American entity.
Also "lots" of the ones laid off with big packages are coming back to work, to the amusement of the ones who stayed on and did not get an increase
.
Join Date: Dec 2002
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It is only a moot point for those who were part of the Cape Town operation. For those still with Global Ops, there is hope, and there will be justice.
Tchad/Cameroon employees still have the rights to fair and equal treatment under Canadian Law. All employees are entitled to vacation pay, and to statutory holiday pay.
The F/W staff have been discriminated against. Being refused a salary increase due to poor performance is a cop out. Since when does the worker have control over negotiations with contracts? Or poor buisness decicions made by bad management?
By CHC sending two letters to the staff of one operation, one to F/W saying no salary increase due to poor performance, and one letter to the R/W giving a salary increse, this is illegal under Canadian Employment Equity Laws.
Here is is again for you who have doubts:
Federal pay equity laws require your employer to pay equal wages to women and men, performing work of equal value within the same establishment. To meet their obligations under section 11, employers are encouraged to work proactively with employees and unions to develop and maintain gender-neutral compensation systems within their organizations.
Tchad/Cameroon employees still have the rights to fair and equal treatment under Canadian Law. All employees are entitled to vacation pay, and to statutory holiday pay.
The F/W staff have been discriminated against. Being refused a salary increase due to poor performance is a cop out. Since when does the worker have control over negotiations with contracts? Or poor buisness decicions made by bad management?
By CHC sending two letters to the staff of one operation, one to F/W saying no salary increase due to poor performance, and one letter to the R/W giving a salary increse, this is illegal under Canadian Employment Equity Laws.
Here is is again for you who have doubts:
Federal pay equity laws require your employer to pay equal wages to women and men, performing work of equal value within the same establishment. To meet their obligations under section 11, employers are encouraged to work proactively with employees and unions to develop and maintain gender-neutral compensation systems within their organizations.
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rwm,
Do you have any idea how this will all pan out when/if the First Reserve deal goes through?
No-one seems to have any idea whether the whole circus will pack up and move to the US or whether it will just be run as is with different managing staff.
I know this isa bit off track for CHCA, but it does affect Saffers so is IMO valid to the thread.
Do you have any idea how this will all pan out when/if the First Reserve deal goes through?
No-one seems to have any idea whether the whole circus will pack up and move to the US or whether it will just be run as is with different managing staff.
I know this isa bit off track for CHCA, but it does affect Saffers so is IMO valid to the thread.
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I have no idea what will happen, but if you believe the propaganda from YVR, they claim nothing will change.
However from what I have heard about First Reserve, they are a company which has a history of purchasing other companies, and selling off the parts they think will provide them the best return on the dollar. In this kind of situation, the rank and file normaly are the ones who suffer the most.
But only time will tell if this is what First Reserve has in mind.
I did notice recently a bit of a change in how YVR is doing some things, and there was a recent letter sent out announcing some new managers. I think from the information provided, that one or two of the new managers are from First Reserve, and this may be their first look inside the innerworkings of YVR.
I think the future will be very interesting.
However from what I have heard about First Reserve, they are a company which has a history of purchasing other companies, and selling off the parts they think will provide them the best return on the dollar. In this kind of situation, the rank and file normaly are the ones who suffer the most.
But only time will tell if this is what First Reserve has in mind.
I did notice recently a bit of a change in how YVR is doing some things, and there was a recent letter sent out announcing some new managers. I think from the information provided, that one or two of the new managers are from First Reserve, and this may be their first look inside the innerworkings of YVR.
I think the future will be very interesting.