Yes. Our overwhelming example is, “Thank you for your concern, and it is covered by your collective agreement”. There is no response, and people just notice that things aren't fixed and things aren't done. That's why people ask why they should play a one-way game. The sad part is that there are reports of increased employee reports, but we don't know that. We don't see them. We don't sit down with the employer and say, “Oh my goodness, look, there are 50 of these reports exactly the same. so maybe we should look to see if there's something here”.
It's all for them to look after. It's a safety “management” system; there is no worker involvement. That is our greatest concern. Eventually our members simply ask why they should fill out something that leads to nothing.
Just to give you some examples, it took five years for our occupational health and safety committee to get a whisk broom, at $1.79, to pick up broken glass that falls in a galley. Because there are injuries when things happen, boom... That was five years of constant struggle by a health and safety committee. It took three years to deal with an injury where a flight attendant was climbing down from a bunk in the dark and stubbed her toe. The employer said they were not interested. We brought in a safety officer. Eventually, a flight attendant stepped down into the next bunk and broke a flight attendant's ribs. It took three years and two directions to do that under part II of the Canada Labour Code.
Under SMS, we have none of that leverage. It is entirely discretionary. That is the frustrating part.