Since in this blog I have often referred to particular union reps referring to collective agreements as fair in some way, I thought it would be useful to provide further examples of this rhetoric to substantiate the view that unions function as ideologues for the continued existence of employers–even if the unions are independent of the power of particular employers and hence represent independently the workers in relation to the particular employer of the workers.
The following series of quotes are from various webpages of Unifor–the largest private-sector union in Canada. They show how Unifor refers to such rhetoric as
Paramedics and supporters in Sault Ste. Marie demonstrated in front of City Hall on January 8, calling for a new collective agreement for EMS workers represented by Local 1359.
The demonstration was organized to remind city councillors that paramedics need a fair deal, which takes into account issues such as: lunch breaks, major gaps in pay and benefits between Sault Ste. Marie and other emergency responders and the ongoing issue of PTSD.
The group, made up of paramedics, nurses, retired health care workers, union members, family and supporters, marched into the council chambers after the rally with signs and Unifor flags. “Our employer is not negotiating fairly. City representatives continually talk about the debt and nothing else,” said Mary Casola, Local 1359 unit chair and paramedic of 28 years. “They offered workers a measly wage increase of 10 cents an hour, per year. That’s 0.25 per cent. But as our sign says – ‘10 cents is non-sense.’”
Of course, the issues of “lunch breaks, major gaps in pay and between Sault Ste. Marie and other emergency and other emergency responders and the ongoing issue of PTSD” are immediate issues that are important to unionized (and non-unionized) workers and need to be addressed. They should not be just shoved aside and “revolution” declared. On the other hand, while addressing these issues, the possibility or impossibility of actually achieving a “fair deal” should be discussed; in my experiences as a union member, it never is. Unions thereby become ideological institutions, in part, for the class of employers–even if they are unaware of it.
In the context of the Coronavirus pandemic, some employers have become even more exploitative and vicious than normal. However, unions that legitimately focus on resisting such employers have no right that somehow, if they resist such employers successfully, there will be such a thing as “a fair and equitable contract.” Dated January 10, 2018 at https://www.unifor.org/en/whats-new/news/paramedics-rally-a-fair-contract:
WINDSOR – Health care workers represented by Unifor Local 2458 will escalate actions by holding a rally outside of Fairfield Park long term care home to demand a fair and equitable collective.
“The employers’ approach of viewing our members as zeroes instead of heroes is insulting and disrespectful,” said Tullio DiPonti, President of Unifor Local 2458. “To think at a time where these health care heroes are risking their lives to care for others, their employer turns around and puts forward a laundry list of concessions and says this is what you’re worth. This employer should be ashamed. Let’s get back to the bargaining table and negotiate a fair collective agreement, free of concessions.
Last week a rally was held outside of Broulliette Manor, urging the employer to return to the bargaining table and withdraw its long list of concessions.
“I have negotiated many contracts in my day, but I have never seen an employer so blatantly disrespectful,” said Chris Taylor, Unifor National Staff Representative. “The pandemic has forced long term care workers across the country to do more with less and here we have an employer that’s asking these COVID heroes to take on all the new protocols and get nothing in return. Our members will not be made to feel worthless and we will continue to ramp up our actions until they receive the respect and dignity that they deserve.”
Contract negotiations opened with Fairfield Park and Broulliette Manor on October 27, 2020. The union proposed modest changes to the collective agreement that were immediately rejected by the employer’s legal representatives. The employer’s representatives presented the union with more than six pages of concessions that include cuts in wages, health care benefits, time off, forcing of more hours of work.
The union is steadfast in its resolve to bargain an agreement that fits the needs of the members working at both Fairfield Park and Broulliette Manor.
Unifor is Canada’s largest union in the private sector, representing 315,000 workers in every major area of the economy. The union advocates for all working people and their rights, fights for equality and social justice in Canada and abroad, and strives to create progressive change for a better future. To arrange in person, phone or FaceTime interviews or for more information please contact Unifor Communications Representative Hamid Osman at hamid.osman@unifor.org or 647-448-2823 (cell).
Again, it is certainly necessary to have a union that fights against “six pages of concessions that include cuts in wages, health care benefits, time off, forcing of more hours of work.” The union should be praised for doing so.
On the other hand, it should be criticized for making such statements as: “Health care workers represented by Unifor Local 2458 will escalate actions … to demand a fair and equitable collective [agreement]”
As shown in the last post, unions persistently claim that, through collective bargaining and a collective agreement, there can arise somehow (by magic?) “a fair and equitable collective agreement.” There can be no such thing as long as there exists a market for workers, where human beings are treated as things and as means for purposes over which they have little control. To claim otherwise is to bullshit workers–and workers deserve much better than this.
The union should also be criticized for claiming “to bargain an agreement that fits the needs of the members working at both Fairfield Park and Broulliette Manor.” Obviously, the agreement should address the needs of the workers at these facilities, but “the needs of the members working” for an employer go far beyond the capacity of a collective agreement to address them.
TORONTO—Unifor members at Fiat Chrysler Automobiles, Ford Motor Company, and General Motors have authorized their bargaining committees to take strike action, if necessary, to secure fair contract settlements.
REGINA – Hundreds of members of Unifor Local 594 and their supporters rallied at noon today to show the Co-op Refinery that, on day 34 of the lockout, their resolve has never been stronger.
“Co-op will not bust our union by using profits only made possible by your hard work. We are going to hold them to their pension promises. Our union will intensify our campaign to achieve a fair collective agreement for our members,” said Lana Payne, Unifor National Secretary-Treasurer.
Payne told locked out Local 594 members that locals across Canada will mobilize and send members to Regina as the union ramps up the fight for a fair deal.
“While refinery workers walked picket lines 24-7 in the frigid cold, their greedy employer posted revenues of $9.2 billion last year,” said Scott Doherty, lead negotiator and Executive Assistant to the Unifor National President. “For Co-op to attack workers with lies and misinformation while claiming to respect workers is just shameful.”
During the rally, secondary pickets were also underway at Co-op retailers in Western Canada as the union announced an escalation of the boycott campaign against Co-op. The union’s Boycott TV commercial has been seen by millions of Canadians, including during Saturday’s Gold Medal World Juniors Hockey game.
“Co-op must return to the bargaining table with a deal that does not include gutting half the value of our pensions as was promised in the last round of bargaining,” said Kevin Bittman, President of Unifor Local 594. “We just want to get back to doing the jobs we love.”
The event was streamed live on Unifor’s Facebook Page. Photos from the rally will also be available on Facebook. Facts about the dispute can be found at http://unifor594.com.
Unifor is Canada’s largest union in the private sector, representing 315,000 workers in every major area of the economy. The union advocates for all working people and their rights, fights for equality and social justice in Canada and abroad, and strives to create progressive change for a better future.
MONTREAL— Unifor has achieved a new tentative agreement that establishes the pattern for 8,500 members of the National Energy Program.
“The energy and chemical sector continues to be an important economic driver in Canada. By working together, our members have used their collective power to make much-deserved significant gains,” said Jerry Dias, Unifor National President. “Energy and chemical jobs continue to be good jobs in communities right across the country.”
The tentative agreement covers Unifor members working in the sector across Canada. Suncor was selected by Unifor as the chosen employer to set the pattern that will be rolled out to the remaining employers after ratification.
During this round of bargaining Unifor and Suncor bargained both local and national issues concurrently during one week, ensuring that no one union local was left behind.
“Make no mistake: energy companies provide good jobs across this country and are critical to Canada’s economy,” said Renaud Gagné, Unifor’s Quebec Director. “Unifor members are instrumental in the success of energy and chemical companies and have earned a fair contract.” [my emphasis]
Today in Ontario, more than 1.7 million workers are earning at or around minimum wage and many Ontarians are trapped working precarious part-time, temporary, contract and subcontracted jobs, without a union.
The Government of Ontario has initiated its “Changing Workplace Review” to examine the out-dated Employment Standards Act and the Labour Relations Act. In order to seize the once-in-a-generation opportunity presented by the provincial review, the OFL [the Ontario Federation of Labour] has launched the “Make It Fair” campaign [my emphasis] to push for employment reform.
As part of this campaign, the OFL and unions across Ontario have launched a survey on precarious work – an issue that is fast becoming the ‘new normal’ for Ontario’s seven million workers. The goal of the survey is to speak to union members about their experiences and the experiences of their families with precarious work. Lend your voice – participate in the survey here:
“Inequality and precarious work are on the rise across our growing province, but collectively each of us has the power to change the law and help Ontario workers out of poverty,” said OFL President Chris Buckley.
Unionized workers have a long history of incredible gains at the bargaining table, including the 40-hour work week, maternity/parental benefits and unemployment insurance, which have become the law of the land.
“There is an urgent need for new laws as workers, particularly young workers, increasingly find themselves in part-time or contract positions with low pay, few benefits and unpredictable schedules,” said Unifor Ontario Regional Director Katha Fortier. “Our goal is to ensure that the voices of union members are heard in the changes that will come.”
Upon finishing the survey, participants will also have a chance to enter to win a $200 gift card for either Loblaws or Metro grocery stores.
Unifor is a member of the Ontario Federation of Labour, which represents approximately 1 million working people across Ontario.
Picket highlights need for first contract for youth workers
Members of Unifor Local 333 working at Kennedy Youth Services organized an information picket on November 14 to highlight their struggles to reach a fair first collective agreement and increase pressure on their employer.
Prior to bargaining the employer repeatedly refused to follow the Employment Standards Act around overtime, meal breaks, statutory holidays and vacation pay. Kennedy Youth Services has also failed to provide a safe work environment, with workers regularly getting injured on the job. On top of the current workplace issues, the employer is pushing to introduce a 10-year wage progression from $17 an hour to $18.75 and has made any wage increase contingent on centre funding. The bargaining committee has said firmly enough is enough and will continue to push for fairness and a safer workplace.
“We need more safety measures at work. Arms are getting broken, staff members are being beaten and nothing is done about it – it’s not right,” said Amber Simpson, bargaining committee member. “Frequently, there are untrained temporary staff people who are brought in and this puts everyone in greater danger.”
The 42 developmental service workers are employed at two residential homes, providing care and support to vulnerable youth and adults with developmental disabilities. The workers joined Unifor in February and negotiations started in late October. After two days, the employer broke away from conciliation and requested a no-board report, which opens the door to locking out the workers.
“These workers joined the union because they want to improve their working lives in areas of fair wages and work schedules, and want the employer to be sensitive to the effect their work has on their health and well-being both physically and mentally,” said Kelly-Anne Orr, national representative.
Orr said that the employer did not come to the table to negotiate a fair agreement and seems to have no interest in acknowledging even basic rights as required by the law.
Tentative agreement reached between Unifor and VIA Rail
OTTAWA, ON, Jan. 30, 2021 /CNW/ – Unifor has reached a tentative contract with VIA Rail, in negotiations covering more than 2,000 rail workers.
VIA Rail train at the Belleville Station. (CNW Group/Unifor)
“My congratulations go to members and the bargaining committees who adapted to bargaining online through the pandemic, and remained committed to reaching a fair deal for all members [my emphasis] while VIA Rail faces truly unprecedented challenges,” said Jerry Dias, Unifor National President. “We must highlight all the work done by our members to ensure safe, clean standards on board trains and also, to ensure that the trains are in impeccable condition for the safety of this critical transit infrastructure. In the current difficult circumstances, this collective agreement secures good unionized jobs in the sector for years to come.”
The agreement covers Unifor National Council 4000 and Unifor Local 100 members, who work as maintenance workers, on-board service personnel, chefs, sales agents and customer service staff at VIA Rail.
“Unifor members in rail have made incredible contributions to the industry, and advancements in workers rights and labour laws have been made possible with thanks to them. Our members are greatly affected by the pandemic, and Unifor has put all the necessary resources to support them and counter the attempts at concessions made by the employer,” said Renaud Gagné, Unifor Quebec Director.
The new 2-year contract replaced the collective agreement that expired on December 31, 2019. Contract talks began in October 2019 and were conducted in recent months remotely, with the assistance of mediators assigned by the federal government.
“I wish to thank our members for their support throughout the bargaining process. This is a good contract that will ensure fairness for members,” said Dave Kissack, President of Unifor’s Council 4000.
Zoltan Czippel, President of Local 100 echoed the message, adding that, “This deal represents the end of a long negotiation where the bargaining team put member’s priorities front and centre. I’m proud to recommend adoption.”
Details of the deal will only be released following ratification by members. Votes will be conducted in the coming weeks.
Unifor is Canada’s largest union in the private sector, representing 315,000 workers in every major area of the economy. The union advocates for all working people and their rights, fights for equality and social justice in Canada and abroad, and strives to create progressive change for a better future.
Unifor reaches tentative agreement with SaskCrowns
REGINA, Oct. 20, 2019 /CNW/ – Unifor bargaining committees have signed tentative agreements with SaskEnergy, SaskPower, SaskTel, SaskWater, DirectWest, and SecureTek, ending a 17-day strike by nearly 5,000 workers across the province.
“Solidarity and the support from Unifor members at all six Crowns along with those who joined our picket lines from across the province were key to achieving this agreement,” said Jerry Dias, Unifor National President. “I want to thank Ian Davidson, President, Unifor Local 649, Dave Kuntz, President, Unifor Local 1-S, Penny Matheson, President, Unifor Local 2-S and Doug Lang, President, Unifor Local 820 for showing tremendous resolve and leadership to stand together and fight back against the regressive Moe government mandate to achieve a fair collective agreement.” [my emphasis]
The details of the tentative agreements will be released following the ratification votes, which will be held this month.
Unifor members have been escalating strike action after the employers rejected the union’s offer to go to binding arbitration. On Saturday the Poplar River power plant in Coronach was behind reinforced picket lines that only granted access to essential services staff. Unifor members also picketed SaskTel dealers across the province asking customers to support locked out workers and take their business elsewhere.
“Unifor members proved that they are vital to their communities and the Saskatchewan economy,” said Chris MacDonald, Assistant to the National President.
“This was an historic and yet complicated round of bargaining and the bargaining committees will be recommending members ratify the tentative agreement reached today,” said Scott Doherty, Executive Assistant to the National President.
The members want to thank the public, and other unions and Unifor members across the country who showed support on picket lines in more than 80 locations.
Unifor is Canada’s largest union in the private sector, representing 315,000 workers in every major area of the economy. The union advocates for all working people and their rights, fights for equality and social justice in Canada and abroad, and strives to create progressive change for a better future.
Unifor demands fair restructuring agreements for auto parts workers impacted by GM Oshawa
TORONTO – Unifor is reinforcing its demand for fair agreements [my emphasis] for workers negatively impacted by the discontinuation of vehicle production at General Motors Oshawa as the union enters discussions with multiple auto parts and service provider companies.
“As Unifor warned, thousands of additional independent parts and suppliers (IPS) workers are now facing job loss as a direct result of the assembly line closure at GM Oshawa,” said Unifor National President Jerry Dias. “The workers deserve respect and support as operations are restructured or wound down. Unifor is determined to secure agreements that address important issues such as transition to retirement opportunities, financial support, and adjustment support.”
Vehicle manufacturing at Oshawa GM will start to wind down in late September and cease completely in December 2019. This will cause the closure of several independent parts suppliers. An estimated 1,700 Unifor members are facing job loss due to closure or restructuring.
“In every one of these workplaces, severance is a key issue. Workers facing job loss need a financial bridge as they transition. That is why we are demanding that all of these companies step up and provide enhanced severance for affected workers,” said Colin James, President of Unifor Local 222.
The majority of the job losses will occur at CEVA Logistics, Syncreon Supplier Park, Inteva, Oakley, Auto Warehousing, Marek Hospitality, Securitas, Robinson Solutions, Robinson Building Services and Lear Whitby.
On Sunday June 23, Lear Whitby workers, members of Unifor Local 222 in Oshawa, met with Local and National Union leadership to discuss concerns over pension eligibility, severance, and health care benefits.
“This is devastating to workers at companies like Lear Whitby where the vast majority of the workers are in their mid-fifties and have at least 30 years of service. The closure creates a massive problem as it currently prevents many of these members from reaching retirement eligibility under the pension plan. This issue highlights why we fought so hard to try to convince GM to keep building vehicles in Oshawa,” said Dias. “On the other end of the spectrum are companies like Oakley and CEVA where our members are younger and need access to adjustment centre funding as they try to transition to new employment.”
The union is actively engaged in negotiations with all involved employers as it calls on the companies to provide the necessary support for workers in all age groups.
I come from a working-class background. My lost paid job was a teacher, substituting for a number of years before obtaining a permanent position. I obtained my doctorate in 2009. I am an unapologetic critic of capitalism and the way in which various institutions and ideologies reinforce it.
View all posts by The abolitionist
The Abolitionary 