One of the biggest differences when you have a union is that when your bosses break the rules, you have a union in your corner to help make things right.
When you form a union your work rules and working conditions are codified into a contract, more commonly known as a collective agreement. This agreement is negotiated between your union – specifically, the employees elected to the bargaining committee – and your employer. Collective agreements are legally binding, meaning both employees and employer have to respect and follow the collective agreement. If your employer breaches the collective agreement your union can file a complaint, known as a grievance.
The process for filing a grievance is slightly different in every collective agreement, but most tend to follow similar steps that increasingly escalate. In the early stages of a grievance, the individual or union local has a discussion with the employer. This process continues through different stages in the hopes of resolving the issue.
If it is still not resolved, a local may decide to refer a grievance to arbitration. Arbitration is sort of like a labour court, where an independent arbitrator will issue a final decision on the grievance. Knowing that a matter can be referred to arbitration is often incentive for an employer to try to resolve the issue sooner – and often, it’s an incentive not to breach the collective agreement in the first place!
That’s a world of difference from where we are with Porter today. Right now, if Porter doesn’t follow the FOAG, there are no consequences, and as employees, we have no means to hold them accountable. But with a union, we will have a process in place if Porter does not respect and follow the rules.
Have questions about grievances, or anything else to do with forming a union? Contact us at porter@cupe.ca.
And if you’re ready to sign your card and expand your rights at work, sign your union card today.