Why should I join a union?
Some of the minimum benefits you now receive from an CMHA result from the fights unions have won for their members over the last 100 years. The weekend, the right to pensions, vacations, minimum wage laws, human rights legislation and health and safety regulations are examples of the gains working people have won acting together in unions.
Today, unions like CUPE help members bargain for progress at work through higher wages, better job security, and better health and safety standards. Without a union, each employee must negotiate their own wages and working conditions with their employer. But by acting together, employees can have some real bargaining power, and the power to remedy situations where the employer has violated the terms and conditions of the collective agreement. In short, joining a union gives workers a better livelihood, and a stronger voice at work.
What is a collective agreement? How will CUPE help us achieve a strong collective agreement?
A collective agreement can contain any terms and conditions that are agreed upon by the union and the employer, unless it is lesser than the basic rights offered by law or illegal. Typically, collective agreements contain provisions for rates of pay, shift premiums, vacations, statutory holidays, seniority, job postings, job security, benefit plans, sick leave, leaves of absence, access to personnel files, disciplinary procedures and the grievance procedure to enforce the rights contained in the collective agreement.
Local unions of CUPE are encouraged to determine what conditions of employment are important to them, so that they can be included in a collective agreement. In addition, local unions receive guidance from experienced representatives and access to information about working conditions in other similar workplaces. In addition, CUPE provides specialized expertise in research, health and safety, education, job evaluation and legal matters to assist local unions in achieving their goals.
A collective agreement does not take away an employer’s right to manage its business. The employer still makes management decisions with respect to how the organization will be run, but it must do so in accordance with the rights of employees as contained in the collective agreement.
We agree that we need to certify, but is CUPE the right fit?
CUPE’s goal is not to become your voice; it is to amplify your voice.
We are a large organization with 740,000 members, and our 2,200 locals range in size of from 10 members to 20,000. What we have in common, and what makes us strong, is our “members first” approach. It is our members who are calling the shots when it comes to setting bargaining priorities, electing leaders, and deciding the directions of the national union.
CUPE social service workers are employed by transfer payment agencies, municipal governments that provide social services, and non-profit community agencies.
CUPE is pressing for improved working conditions such as more full-time job opportunities in the sector, paid sick leave, access to and protection of benefit and pension plans, more training opportunities, improved violence prevention in care settings, and quality mental health services for care workers.
CUPE is the right fit for CMHA –Edmonton Region workers because we have decades of experience of representing workers in the social services sector, and because we actively encourage the autonomy of our local unions.
Will CUPE impose things we don’t want?
CUPE was founded on the concept of local autonomy and gives its locals an unmatched degree of autonomy among labour organizations in Canada. As long as the local is following the CUPE constitution, it is free to pursue whatever actions that it sees fit to best represent its members.
Why can’t I just go ask Management to implement some of the changes I want to see myself?
How well does one-on-one negotiations between a worker and their boss work anyway? Not usually very well, on the big issues.
As an individual employee, you have the right to approach management to ask for things, but those changes will likely not happen for your fellow co-workers.
Negotiating one-on-one often lacks transparency and can perpetuate favoritism, ultimately neglecting the collective interests and equitable treatment of the entire workgroup. This approach can create divisions among workers by fostering resentment due to unequal treatment.
When you are part of a union, processes will be laid out to allow for the union to negotiate better working conditions for everyone and will give members and elected representatives protections when speaking with the employer.
Can an employer fire an employee, cut their hours of work, or discipline them because they decided to join a union?
No. The Labour Relations Code protects every employees’ right to join a trade union of their choice and to participate in its lawful activities. If the employer attempts to coerce, intimidate, threaten, use promises, or undue influence to persuade you from joining a union or the union of your choice, that would be an unfair labour practice. CUPE would file an unfair labour practice complaint with the Alberta Labour Relations Board and seek full redress if the employer or anyone acting on behalf of the employer violated your right to organize.
It is important to note that while workers are organizing a union, the employer maintains their management rights and can make management decisions including how to issue and implement discipline. If a union supporter violates company policy, or engages in gross misconduct (theft or violence) while at work, CMHA can discipline or terminate workers regardless of their union affiliation.
You should contact CUPE immediately if you think the employer has done or is about to do anything that would be a violation of your right to join the trade union of your choice.
Is my privacy protected?
Workers who want to support the union campaign have the option of signing a paper petition, which is available by connecting with a union supporting “insider” in your workplace or accessing the e-petition online.
Our trusted “insiders” will protect your information and ensure it gets to the CUPE organizer. All e-petitions are protected through Adobe Sign and generated into a spreadsheet which will form part of the union’s application to the Board.
At no time during the organizing process will your employer know whether you have signed a union membership card unless you chose to tell them.
A Labour Board Officer oversees the application and the representation vote. This officer ensures that there is no interference by the employer or the union. When a representation vote is recommended, the voting process is usually done electronically using a secure platform called “Simply Voting”. All voting is confidential.
No one will ever know how you voted. The secrecy of the vote and card signer information is protected by law.
What are union dues?
CMHA – Edmonton Region workers will be joining an already established CUPE local, Local 1099. Local 1099 dues are set at 1.75% of regular wages.
At CUPE, a mandatory per capita percentage (0.85%) of dues collected goes to CUPE National. This per capita amount provides local unions with national support and services like staff representatives; education, research, and communications specialists; Worker’s Compensation, health and safety, and pay equity specialists; and legal representatives.
The remaining 0.90% of dues stays within the local and builds the financial resources workers need to build strong campaigns and negotiate contracts that win improvements to wages, staffing, benefits and working conditions.
Your union dues are tax 100% deductible.
What happens after we become unionized?
You will immediately be provided access to the support and resources of the Local and CUPE. You will no longer have to face your employer alone. You will have access to representation.
CUPE will also send notice to bargain to the Employer. You will elect members from your own group to represent you on a bargaining committee.
The bargaining committee will be comprised of your members, local representation and a CUPE representative. The bargaining committee will negotiate a first collective agreement for your bargaining unit and this collective agreement will be brought back to your bargaining unit to be ratified – meaning you will have an opportunity to ask questions and vote on it.
Only your bargaining unit – CMHA workers – will vote on your collective agreement.
How will our union operate? Who will control our union?
In CUPE, the members are in charge.
Local unions in CUPE have democratic control over their activities. Members of the local union decide, at regular local meetings, on issues that are important to the local and the membership. The local union itself is run by elected members of the local union. Each CUPE local decides its priorities for bargaining, when to settle a new contract, and how to manage funds. CUPE’s strength comes from individual members working toward common goals, like improving wages and benefits, improving health and safety conditions, and making your workplace better.
What role will CUPE staff play in our union?
CUPE representatives have a voice but no vote during local membership meetings. All CUPE representatives have a strong knowledge, experience and commitment to advocating to improve the lives of working people. They are skilled professionals with the communications and organizing skills to advocate on your behalf within the union, and with government and other organizations.
Some of our CUPE staff have previously worked within the social services sector and most have come from a CUPE local.