The document discusses the history and current state of the labor movement and collective bargaining in Canada. It notes that while unions originally organized to represent industrial workers, the service industry is now more prominent. It also summarizes that union membership rates have declined to 30% overall, though most large workplaces remain unionized. Organizing new unions remains challenging due to employer intimidation of workers, though laws have improved conditions for all workers over time.
The author is asking each addressee to forward this email to a minimum of twenty people on their address list; in turn ask each of those to do likewise. In three days, most people in Australia will have this message. This is one idea that really should be passed around because the rot has to stop somewhere.
In this State of the Borough, we share an:
• Introduction setting the scene
• Overview of the challenges the borough faces, the progress we’ve made and
delivery we’re planning next
The appendix outlines
• Evidence that underpins work on each of the pillars for Towards a Better Newham
• Case studies of what we have done as a council to tackle the challenges
• Stories from residents who have benefited from these activities
• Commitments we have made on what we will deliver going forwards
The author is asking each addressee to forward this email to a minimum of twenty people on their address list; in turn ask each of those to do likewise. In three days, most people in Australia will have this message. This is one idea that really should be passed around because the rot has to stop somewhere.
In this State of the Borough, we share an:
• Introduction setting the scene
• Overview of the challenges the borough faces, the progress we’ve made and
delivery we’re planning next
The appendix outlines
• Evidence that underpins work on each of the pillars for Towards a Better Newham
• Case studies of what we have done as a council to tackle the challenges
• Stories from residents who have benefited from these activities
• Commitments we have made on what we will deliver going forwards
This presentation includes the ILC-UK's Ben Franklin and Cesira Urzì Brancati presenting a summary of the Moved to Care report; a response from Dr Shereen Hussein, Senior Research Fellow at King's College London; and a response from Madeleine Sumption, Director of the Migration Observatory.
This presentation deals with the basic knowledge and facts about the employee relations in India. I hope the students and the employees get to know about the basic idea about employee relations in Japan when going to work there. References are taken from the internet.
Presented to 4th year Pharmacy students at UBC Pharmaceutical Sciences in the Phar400 Pharmacy Business Management course.
As part of the curriculum students are required to work in teams to create a new sustainable professional clinical service supported by a business plan. At the end of the semester the teams present in a "pitch" to classmates and a panel of judges. Winners are determined by their peers.
In this third presentation of the semester we review Employment Law and the rules that govern the workplace in Canada and in particular British Columbia.
Learning objectives:
>Human Rights Act and BC Human Rights Code
>Employment Standards Act
>Labour Relations
>Workers Compensation Act
>Personal Information Protection Act (PIPA)
>Employment interviews
Governments of nations fix minimum wage with the aim of protecting the vulnerables of societies but is surprising that in many cases, it doesn't due to other factors.
Dr Simon Duffy of the Centre for Welfare Reform explains how the bankruptcy of Northamptonshire County Council has been triggered by austerity, but was built on hyper-centralisation, privatisation and the failure of the commissioning model. He argues that its people need to head upstream to develop better social solutions and it needs more devolution of power and genuine democratic reform.
Presentation by Ralf Resch, General Secretary of CEEP, during the conference on "The impact of the crisis on employment in the Baltic states" in Vilnius (19 Nov 2010)
This is a simple research survey on the perception of selected people in Marinduque on their perception on the president Duterte's proposed new tax system of the country.
industrial relations, european industrial relations, industrial relations in Europe, labour relations, employment relations, social dialogue, trade, unions, crisis, cross-sector, employers, european company, european framework agreements, european works council, industrial action, industrial action, industrial relations, law, minimum wage, sectoral social dialogue, social dialogue, trade unions, wages, working time, bargaining in the shadow of the law, collective agreements, European commission, EU law, EU treaties, decentralization of collective bargaining, single employer bargaining, multi-employer bargaining, extension of collective agreements, favourability principle, opt-out, opening clause, erga omnes, commodity, ILO, dispute settlement, varieties of capitalism, coordinated market economy, liberal market economy, bi-partite, tri-partite, Val Duchesse, macro-economic dialogue, tri-partite social summit, social dialogue committee, working time, labor productivity, labor cost, trade union density, collective bargaining coverage, pay, autonomous agreements, telework, parental leave, BUSINESSEUROPE, ETUC, CEEP, UEAPME, mega trends, information and consultation
This presentation includes the ILC-UK's Ben Franklin and Cesira Urzì Brancati presenting a summary of the Moved to Care report; a response from Dr Shereen Hussein, Senior Research Fellow at King's College London; and a response from Madeleine Sumption, Director of the Migration Observatory.
This presentation deals with the basic knowledge and facts about the employee relations in India. I hope the students and the employees get to know about the basic idea about employee relations in Japan when going to work there. References are taken from the internet.
Presented to 4th year Pharmacy students at UBC Pharmaceutical Sciences in the Phar400 Pharmacy Business Management course.
As part of the curriculum students are required to work in teams to create a new sustainable professional clinical service supported by a business plan. At the end of the semester the teams present in a "pitch" to classmates and a panel of judges. Winners are determined by their peers.
In this third presentation of the semester we review Employment Law and the rules that govern the workplace in Canada and in particular British Columbia.
Learning objectives:
>Human Rights Act and BC Human Rights Code
>Employment Standards Act
>Labour Relations
>Workers Compensation Act
>Personal Information Protection Act (PIPA)
>Employment interviews
Governments of nations fix minimum wage with the aim of protecting the vulnerables of societies but is surprising that in many cases, it doesn't due to other factors.
Dr Simon Duffy of the Centre for Welfare Reform explains how the bankruptcy of Northamptonshire County Council has been triggered by austerity, but was built on hyper-centralisation, privatisation and the failure of the commissioning model. He argues that its people need to head upstream to develop better social solutions and it needs more devolution of power and genuine democratic reform.
Presentation by Ralf Resch, General Secretary of CEEP, during the conference on "The impact of the crisis on employment in the Baltic states" in Vilnius (19 Nov 2010)
This is a simple research survey on the perception of selected people in Marinduque on their perception on the president Duterte's proposed new tax system of the country.
industrial relations, european industrial relations, industrial relations in Europe, labour relations, employment relations, social dialogue, trade, unions, crisis, cross-sector, employers, european company, european framework agreements, european works council, industrial action, industrial action, industrial relations, law, minimum wage, sectoral social dialogue, social dialogue, trade unions, wages, working time, bargaining in the shadow of the law, collective agreements, European commission, EU law, EU treaties, decentralization of collective bargaining, single employer bargaining, multi-employer bargaining, extension of collective agreements, favourability principle, opt-out, opening clause, erga omnes, commodity, ILO, dispute settlement, varieties of capitalism, coordinated market economy, liberal market economy, bi-partite, tri-partite, Val Duchesse, macro-economic dialogue, tri-partite social summit, social dialogue committee, working time, labor productivity, labor cost, trade union density, collective bargaining coverage, pay, autonomous agreements, telework, parental leave, BUSINESSEUROPE, ETUC, CEEP, UEAPME, mega trends, information and consultation
DEFINITION OF INDUSTRIAL DISPUTES BY THE ID ACT, VARIOUS FORMS OF INDUSTRIAL DISPUTES, WITH THERE EXPLANATIONS ,CAUSES OF INDUSTRIAL DISPUTES AND THERE EFFECTS ALSO(POSITIVE AND NEGATIVE), THE MOST IMPORTANT IS THE PREVENTIVE MEASURES AND THE FORMS OF SETTLEMENT OF VARIOUS DISPUTES IN AN INDUSTRY LEVEL WITH PROPER EXAMPLE AND PROCESS OF ALMOST ALL THE FORMS OF DISPUTES SETTLEMENT INCLUDING CONSULTATIVE MACHINERY.
NCV 3 Management Practice Hands-On Support Slide Show - Module 2Future Managers
This slide show has been designed to complement the learner guide NCV 3 Management Practice Hands-On Training by Bert Eksteen, Alma van Rensburg & Elize Oosthuizen, published by Future Managers Pty Ltd. For more information visit our website www.futuremanagers.net
The concept of collective bargaining was introduced very late in India as trade unions were found only in 20th century. The concept of collective bargaining attained significance only after 1962. The phrase collective bargaining is said to be coined by Sydney and Beatrice Webb and Great Britain. It is made up from two words collective which means “group” and bargaining which means “proposals and counter proposals”. So it is a process in which the representatives of a labour organization & the representatives of business organization meet and attempt to negotiate a contract or agreement, which specifies the nature of employee-employer union relationship.
Kernighan and McElhaney memo on minimum wage proposalDColburn
Memo from Oakland City Council President Pat Kernighan and Councilmember Lynette Gibson McElhaney advocating for their proposed minimum wage ordinance, which will be discussed at the July 29, 2014 Oakland City Council meeting.
Labour Flows and Economic Fault Lines Within The ASEAN Region - Livelihood In...easytocall
This paper, Labour Flows and Economic Fault Lines Within the ASEAN region:
Livelihood in the Age of Neo-Liberalism by Charles Hector, was presented at the Princess Maha Chakri Sirindhorn Anthropology Centre (SAC) Anthropology Conference entitled Envisioning the ASEAN Socio-Cultural Community: Culture, Conflict and Hope held at the SAC from 28th - 30th March 2012.Bangkok, Thailand
Collective Bargaining/ Unionization
Learning Objectives
Identify major legislation that has impacted the ability of nurses to unionize
Identify factors that influence whether nurses join unions
Describe the relationships between national economic prosperity, the existence of nursing shortages and surpluses, and the unionization rates of nurses
Identify the largest unions representing health-care employees and nurses in particular
Identify the steps necessary to start a union
Debate philosophically the potential conflicts inherent in having a professional organization also serve as a collective bargaining agent
Reflect on whether going on strike can be viewed as an ethically appropriate action for professional nurses
Explore labor laws regarding overtime and working conditions present in the state in which he or she lives or will seek employment
Explain how equal employment legislation has affected employment and hiring practices
Describe current legislation that seeks to eliminate gender-based differences
Identify how the Civil Rights Act, the Americans with Disabilities Act, and the Age Discrimination and Employment Act have attempted to reduce discrimination in the workplace
Identify the purpose of the Occupational Safety and Health Act (OSHA)
Identify strategies for eliminating sexual harassment in the workplace
Underlined is done!!
Collective bargaining video
https://youtu.be/5ulJqK3KxEE
Terminology associated with unions and collective bargaining
Agency shop: Also called an open shop. Employees are not required to join the union.
Arbitration: Terminal step in the grievance procedure where a third party reviews the grievance, completes fact finding, and reaches a decision. Always indicates the involvement of a third party. Arbitration may be voluntary on the part of management and labor or imposed by the government in a compulsory arbitration.
Collective bargaining: Relations between employers, acting through their management representatives, and organized labor
Grievance: Perception on the part of a union member that management has failed in some way to meet the terms of the labor agreement
Lockout: Closing a place of business by management in the course of a labor dispute for the purpose of forcing employees to accept management terms
National Labor Relations Board (NLRB): Labor board formed to implement the Wagner Act. Its two major functions are
(a) determine who should be the official bargaining unit when a new unit is formed and who should be in the unit
(b) adjudicate unfair labor charges.
Union shop: Also called a closed shop. All employees are required to join the union and pay dues.
What Is Collective Bargaining?
A process in which working people, through their unions, negotiate contracts with their employers to determine their terms of employment
Chapter 22, examines the leadership roles and management functions necessary to create a climate in which unionization and employment legislation are ...
8. Purpose of trade unions
Organize workers collectively to
represent the interests of workers and
the working class
We organize in the workplace, in the
community and throughout the
province
For better treatment for workers and
the working class by employers and
the government
9. International Working Class
Solidarity
The VDLC believes that the interests
of workers and capitalists everywhere
are completely opposite.
We believe very strongly that the
interests of workers around the world
are the same.
This is even more true in the context
of the corporate agenda of
globalization that seeks to pit workers
in different countries against each
10. We believe in international
working class solidarity
11. MNCs seek to divide us
Multinational corporations (MNCs) profit
enormously by seeking the cheapest source
of labour within their home countries,
threatening workers with job loss if they
don’t capitulate to demands for cuts to
wages and conditions.
The MNCs move to other countries seeking
ever cheaper sources of labour and
increase their profits enormously by doing
so.
It is in the interests of all workers of the
13. The response to the MNC
agenda of globalization is
international working class
solidary
We must support workers anywhere
in the world where they are struggling
for justice and a better life.
To do this, we must get to know each
other, to learn more about our
common issues and common
struggles.
16. Work in BC Today
Resource industries are less
important and the service industry
such as health care, education and
tourism are much more important
Throughout the country, work is much
more precarious with far fewer
workers having a 40 hour work week.
Workers jobs are much less secure
than they used to be.
18. Unionization Rate Today
30% of all workers in Canada are in
unions
In practice, almost all large
workplaces have unions and there, all
workers are members of unions.
But it also means almost all small
workplaces have no unions. It is
much easier for employers to
threaten workers with firing, lay-offs
or workplace closure in small
20. Organizing unions is still very
hard
Although it is illegal for employers to
threaten workers who want to join a union,
in practice it is common and sometimes
workers are fired
We organize workers in secret so the
employer does not find out who has
signed up
When we sign up a majority of workers,
we apply to the Labour Relations Board
for a vote
The LRB runs the secret ballot vote and if
22. Today, unions recognized in law
Employers must recognize the union
when a majority of workers vote in a
government-run secret ballot vote to
join the union
But in practice, employers do
everything possible to discourage
workers from joining unions,
especially scaring workers by
threatening firings, lay-offs or
workplace closures.
24. But getting the first collective
agreement is very hard
It is illegal for employers to refuse to
bargain in good faith
But in practice they often threaten to
close the workplace or lay off workers
if the union gets a first collective
agreement
Sometimes workers get so scared
they stop supporting the union
But usually they continue to support
us and we get a first agreement.
26. Today, most collective
agreements have the Rand
formula
Because the union is legally obliged to
represent all workers, regardless of
whether they are members
Those workers that share in the benefits
established by the union should also
shoulder part of the burden, the
maintenance of the union by paying union
dues
Analogy: duty to pay taxes, in exchange
government provides services to all
Closed shops: In public sector, workers
28. Labour Law Context
Adversarial premise
Most workers covered by provincial labour codes
10% of workers are under federal law, covering national
workers, e.g. postal, transportation and communications
Labour laws governing unions are supplemented by other
laws & programs (workers’ compensation, EI, CPP, Human
Rights, etc.)
Right to strike (or lock out) only when no collective
agreement in effect
Generally agreements continue to apply until replaced by
new terms / renewed
Essential services laws prevent some kinds of workers from
withdrawing services - expanding list of coverage, once "life
& limb" now covers much broader scope
Only some provinces do not permit use of scabs in a strike
30. Today, there is much less
racism than in the past
All Canadians, including new
immigrants have fundamental rights
Unions actively oppose racism and
actively promote the involvement of
people of colour and new immigrants
in the union, e.g. running English as a
Second Language courses
There are still some racist attitudes
among some people in our society
but it is illegal and is actively
32. Today for women workers
things are much better
It is illegal to treat women and men differently on
the job
Women have the same rights to be hired and for
promotion as men
They have the same rights to pay for work of equal
value and for pensions
They also have maternity and parental leave rights
There is still some discrimination against women
in attitudes but much less than before
But the reality is still that women, because of the
types of jobs they hold that are undervalued, are
paid 30% less than men.
33. Vacation time will get us up a close
mountain, but what about the Great
Wall? Our vacations are too short.
34. Minimum wage laws today
Today, minimum wage laws, while
they cover almost all workers, are
grossly inadequate to protect workers
from poverty.
Our two weeks vacation entitlement in
law and our 10 day holiday paid leave
are far behind European laws.
36. Public insurance systems
Canada Pension Plan, inadequate to
avoid poverty in retirement
Medicare (includes all hospital stays
and doctors visits; excludes dental,
vision, medicine outside hospital)
Employment Insurance (includes
maternity and sickness)
Workers’ Compensation, most
workers qualify but many do not,
especially for occupational diseases
38. Today, the plan is called
Employment Insurance, not UI
All workers must pay into the fund as
must all employers
But in practice, many workers do not
qualify for benefits because they have
not worked enough hours in the year,
or they run out of benefits before they
have found work. More than 50% of
Canadian workers who are
unemployed are not receiving
benefits.
40. Labour and socialist politics
today
Today, most unions are affiliated to
the New Democratic Party (NDP), the
political party which grew out of the
CCF. Its ideology remains social
democratic.
In Quebec, most unions are affiliated
to the Bloc Quebecois, which is also a
social democratic party.
Trade union members are free to vote
for who they want in government
41. Today, 70% of workers in
unions are in Canadian unions
42. Most workers now in
Canadian Unions
In 1970, only 30% of workers who
were members of unions in Canada
were members of Canadian unions.
The rest were members of American-
based unions.
Today, 70% of all workers who are
members of unions in Canada, are
members of Canadian unions. The
rest are members of American-based
unions.
43.
44. Canadian Labour Congress
• Represents more than 3 million
workers who are represented by
dozens of unions, both Canadian and
American-based, provincial
federations of labour and regional
labour councils
• Four full time officers, elected at
convention held every 3 years, more
than 1,000 delegates
• Head office in Ottawa and regional
offices throughout the country with
45.
46. BC Federation of Labour
• Represents more than 500,000 workers
who are represented by more than 50,
both Canadian and American-based, in
about 800 local unions
• Two officers elected at convention of
more than 1,000 delegates, held every
two years
• 20 executive officers from the largest
unions meet once a month
• 10 full time staff work at the
48. Vancouver & District Labour
Council
Founded in 1889
Second largest labour council in
Canada
Represents 65,000 workers in 118
local unions
Executive of 5 elected officers
(President is full time) plus 12
members representing various unions
51. Work in BC Today
Resource industries are less
important and the service industry
such as health care, education and
tourism are much more important
Throughout the country, work is much
more precarious with far fewer
workers having a 40 hour work week.
Workers jobs are much less secure
than they used to be.
53. Unionization Rate Today
30% of all workers in Canada are in
unions
In practice, almost all large
workplaces have unions and there, all
workers are members of unions.
But it also means almost all small
workplaces have no unions. It is
much easier for employers to
threaten workers with firing, lay-offs
or workplace closure in small
workplaces.
55. Organizing unions is still very hard
Although it is illegal for employers to threaten
workers who want to join a union, in practice it is
common and sometimes workers are fired
We organize workers in secret so the employer
does not find out who has signed up
When we sign up a majority of workers, we
apply to the Labour Relations Board for a vote
The LRB runs the secret ballot vote and if a
majority of workers vote in favour, the union is
certified by the government to represent all of
the workers in the workplace.
57. Today, unions recognized in law
Employers must recognize the union
when a majority of workers vote in a
government-run secret ballot vote to
join the union
But in practice, employers do
everything possible to discourage
workers from joining unions,
especially scaring workers by
threatening firings, lay-offs or
workplace closures.
59. But getting the first collective
agreement is very hard
It is illegal for employers to refuse to
bargain in good faith
But in practice they often threaten to
close the workplace or lay off workers
if the union gets a first collective
agreement
Sometimes workers get so scared
they stop supporting the union
But usually they continue to support
us and we get a first agreement.
61. Today, most collective
agreements have the Rand
formula
Because the union is legally obliged to represent
all workers, regardless of whether they are
members
Those workers that share in the benefits
established by the union should also shoulder part
of the burden, the maintenance of the union by
paying union dues
Analogy: duty to pay taxes, in exchange
government provides services to all
Closed shops: In public sector, workers must join
the union but in the private sector, not all
agreements require membership, just dues.
63. Labour Law Context
Adversarial premise
Most workers covered by provincial labour codes
10% of workers are under federal law, covering national
workers, e.g. postal, transportation and communications
Labour laws governing unions are supplemented by other
laws & programs (workers’ compensation, EI, CPP, Human
Rights, etc.)
Right to strike (or lock out) only when no collective
agreement in effect
Generally agreements continue to apply until replaced by
new terms / renewed
Essential services laws prevent some kinds of workers from
withdrawing services - expanding list of coverage, once "life
& limb" now covers much broader scope
Only some provinces do not permit use of scabs in a strike
or lock out
65. Today, there is much less
racism than in the past
All Canadians, including new
immigrants have fundamental rights
Unions actively oppose racism and
actively promote the involvement of
people of colour and new immigrants
in the union, e.g. running English as a
Second Language courses
There are still some racist attitudes
among some people in our society
but it is illegal and is actively
67. Today for women workers
things are much better
It is illegal to treat women and men differently on
the job
Women have the same rights to be hired and for
promotion as men
They have the same rights to pay for work of equal
value and for pensions
They also have maternity and parental leave rights
There is still some discrimination against women
in attitudes but much less than before
But the reality is still that women, because of the
types of jobs they hold that are undervalued, are
paid 30% less than men.
68. Vacation time will get us up a close
mountain, but what about the Great
Wall? Our vacations are too short.
69. Minimum wage laws today
Today, minimum wage laws, while
they cover almost all workers, are
grossly inadequate to protect workers
from poverty.
Our two weeks vacation entitlement in
law and our 10 day holiday paid leave
are far behind European laws.
71. Public insurance systems
Canada Pension Plan, inadequate to
avoid poverty in retirement
Medicare (includes all hospital stays
and doctors visits; excludes dental,
vision, medicine outside hospital)
Employment Insurance (includes
maternity and sickness)
Workers’ Compensation, most
workers qualify but many do not,
especially for occupational diseases
73. Today, the plan is called
Employment Insurance, not UI
All workers must pay into the fund as
must all employers
But in practice, many workers do not
qualify for benefits because they have
not worked enough hours in the year,
or they run out of benefits before they
have found work. More than 50% of
Canadian workers who are
unemployed are not receiving
benefits.
75. Labour and socialist politics
today
Today, most unions are affiliated to the
New Democratic Party (NDP), the political
party which grew out of the CCF. Its
ideology remains social democratic.
In Quebec, most unions are affiliated to the
Bloc Quebecois, which is also a social
democratic party.
Trade union members are free to vote for
who they want in government elections.
Most, but far from all, support social
democratic parties.
76. Today, 70% of workers in
unions are in Canadian unions
77. Most workers now in
Canadian Unions
In 1970, only 30% of workers who
were members of unions in Canada
were members of Canadian unions.
The rest were members of American-
based unions.
Today, 70% of all workers who are
members of unions in Canada, are
members of Canadian unions. The
rest are members of American-based
unions.
78.
79. Canadian Labour Congress
• Represents more than 3 million workers
who are represented by dozens of
unions, both Canadian and American-
based, provincial federations of labour
and regional labour councils
• Four full time officers, elected at
convention held every 3 years, more
than 1,000 delegates
• Head office in Ottawa and regional
offices throughout the country with staff
80.
81. BC Federation of Labour
• Represents more than 500,000 workers
who are represented by more than 50,
both Canadian and American-based, in
about 800 local unions
• Two officers elected at convention of
more than 1,000 delegates, held every
two years
• 20 executive officers from the largest
unions meet once a month
• 10 full time staff work at the
headquarters in Vancouver
83. Vancouver & District Labour
Council
Founded in 1889
Second largest labour council in
Canada
Represents 65,000 workers in 118
local unions
Executive of 5 elected officers
(President is full time) plus 12
members representing various unions
84. When and how to begin
preparing for negotiations
Membership Meetings
Bargaining Unit Questionnaires
Steering Committees
Strategy Meetings
Ratification of Proposals
First Collective Agreements
85. Understanding the true needs
of the other party
Opening day of negotiations
Identifying Key Issues
Responding to demands for concessions
The importance of bargaining Job Security
Seniority rights
Pensions and Benefits
Credibility and trust
Using Liaison Committees effectively
86. How to assess the strength of
your position at bargaining
Backing up your positions
Credibility of the Bargaining
Committee
Gauging the strength of a Strike Vote
Communications
Researching trends
Measuring progress
87. How to protect your rights during
the contract term and avoid
problems at the table
Note-taking
Sign off sheets
Exploring a tentative deal
88. How to identify critical issues for
your negotiations
Communications
Determining strike issues
89. What goals you should
consider setting
Timing
The number of issues for the
proposal
Language issues
Pattern bargaining
Length of Collective Agreements
95. 3. Union Recognition
Company recognizes union as
representing all workers
All workers must join union and pay dues
Company must recognize shop stewards in
workplace and allow outside union reps
access
Company must allow union bulletin boards
Company must allow union reps leave from
workplace
97. 5. Discipline
Company can only discipline
(warnings, suspensions or firing) for
just and reasonable cause
Union can put in grievance on behalf
of worker if he or she feels discipline
is unjust
98. 6. Grievance Procedure
Several formal stages
Union meets at low level with
management
Proceed to higher levels of
management
Grievor is present throughout
Time limits so company can’t stall
99. 7. Arbitration
Third party chosen by union and
company
Formal hearing, decides the case
Company must follow arbitrator’s
decision
100. 8. Occupational Health and Safety
OHS Committee
Injured worker procedures
First aid attendants
Prevent cancer campaign
Workplace conditions
Workers have right to refuse unsafe work
Company must provide personal protective
equipment
101. 9. Human Rights and Harassment
No discrimination eg. on basis of sex,
religion, race, etc.
No harassment
102. 10. Hours of Work
Normal hours
Lunch periods and rest periods
Require 8 hour break between shifts
Shift assignments
103. 11. Overtime
Overtime pay: after 8: 1.5X; after 11:
2X
All overtime is voluntary
Call out pay
Reporting pay
108. 16. Leaves of Absence
Family leave
Bereavement leave, up to 3 paid days
Emergency family leave, up to 5 paid days
Jury duty
Parental leave
Company must grant leave
Benefits through Employment Insurance
Commission (federal government, workers and
companies pay into this insurance fund)
109. 17. Seniority
The longer workers are employed, the
more rights they have
Seniority lists given to union and posted
Probation period for new workers, 3
months
Last hired are first laid off
Last laid off are first recalled after lay off
Lose seniority (right to be called back to
work) if off more than 6-9 months
Entitled to severance pay (a week per
year’s service)
111. 19. Adjustment Plan
If company wants to close the plant or
have a major lay-off, the union must
be consulted and terms must be
negotiated
112. 20. Wages
Workers doing the same type of job
are paid the same rate of pay. There
are only four types of jobs.
No production bonuses
Extra pay for working afternoon shift
or night shift
113. 21. Duration
3 year agreement
No strikes or lockouts during the 3 years
Collective agreement continues while
company and union bargain a new one
New collective agreement is based on the
old one
If negotiations break down, then there can
be a strike or lockout