1. Labour Law

2. Bargaining and Employment

3. Individual Bargaining
Many workers enter into individual contracts with their employer
Each side negotiates to reach a fair compensation package and the terms of the agreement last until the contract ends
Such contracts are often standardized
Federal and provincial employment legislation and contract law apply here
For less skilled workers this can be a disadvantage

4. Bargaining Through an Agent
Famous sports figures, media personalities, musicians and actors are often too busy to negotiate contracts
They can also afford to hire skilled negotiators
Most employees will never use an agent
As more people who work in industries are hired on a contract basis agents may become more widespread

5. Bargaining Collectively
A group of workers may chose to elect a representative or association to bargain with an employer on their behalf- known as collective bargaining
Unionized collective bargaining is the process by which a union represents employees in relation with their employer
Don’t need to be unionized to have collective bargaining

6. Governments and the Workplace

7. Federal Legislation
Trade Unions Act: 1872, made it legal for workers in Canada to organize and form unions, under defined conditions
Industrial Disputes Investigations Act:1907, response to widespread strikes, created a conciliation board that would act as a neutral third party

8. Labour Milestones Winnipeg General Strike: 1919
1000’s of workers brought the city to a halt by walking off the job over their right to bargain collectively for fair wages
Before it was over 2 people were killed and 100’s of protestors were injured
Some concessions were made: union recognition, 8 hour work day

9. Old Age Pensions Act: 1927, allowed workers to retire with a small measure of financial security
Unemployment Insurance Act: 1941, financial support to laid off workers
Canada Labour Code: 1967, consolidated all of Canada’s Labour Laws

10. Provincial Legislation
Covers everything from workplace safety and minimum wages to compensation for work-related illness and injury
Employment Standards Act: each province has their own
Lays out the basic rights and responsibilities of employees and employers and establishes minimum workplace standards

11. Labour boards and Tribunals
Workplace disputes can be solved outside the court system
Created specialized boards that would be expert in labour relations, less intimidating to workers, and less costly and time consuming
Their job is to determine if rights have been denied and to find a remedy

12. Seatwork Shifting Perspectives: Child Labour pg. 373
Questions pg. 375 # 7

13. Unions: Past and Present

14. Why Join a Union?
For many it is so the union can negotiate for them in such things as a living wage, increased equity in the workplace, etc.
Through a union, workers may gain more influence
Many also provide a wide range of services

15. Union Structure Union local:
includes a number of union reps who deal with local grievances & health and safety issues, also inform members on issues
May be quite autonomous with own rules and structure
Some can be completely independent but for the most part they are part of a larger union

16. Types of Unionized Workplace
Three types
Closed shop: employer agrees to hire only workers who are already members of a specific union (e.g. certain trade unions)
Union shop: more common, employees must join the union after being hired (e.g. public school teachers)
Agency shop: employees don’t have to join the union, but they must still pay union dues

17. Unionization Process

18. Certification Process
Organizers must collect evidence that a majority of workers support the union and submit it to the provincial labour relations board
If it wins a majority vote then the union becomes certified

19. Legal Protection During Organizing
Labour boards protect the right of employees to organize and forbid activities that would interfere with an open, democratic process during a union drive
During the certification process management must not alter the conditions of work to influence workers’ decisions

20. The Bargaining Unit
Particular group of workers the union is expected to represent
E.g. plant workers
In a large workplace there may be different unions to represent different bargaining units

21. Decertification
If members are dissatisfied they can take action to remove it
A majority of union members must vote to remove it
Generally overseen by the labour board

22. Seatwork
Pg. 378 Q. # 2, 4, 8
Case Study: Lavigne v. Ontario Public Service Employees Union pg. 378
Pg Q. # 4

23. Collective Bargaining
Once a bargaining unit has been established and the union certified, unions reps are expected to come to a collective agreement
An contract that sets out the terms and conditions of employment between the employees and employer
Union members usually make a list of demands, then give management then notice of intent
The union must bring any negotiations back to the members for ratification

24. Alternative Dispute Resolutions
Mediation: neutral third party provides both sides with info and suggests a possible compromise
Binding Arbitration: both sides must find the arbitrator acceptable, it’s binding
Final Offer Selection: form of B.A., both parties present their bottom lines and the arbitrator picks one

25. Strikes and Lockouts
Strike: employees withdraw their labour to back up their contract demands
Lockout: management locks workers out of their workplace
Work-to-rule: workers follow the terms of the existing contract to the letter and do absolutely nothing more

26. The Collective Agreement
Key factor shaping work and the workplace
Functions in the same way as any other agreement, terms and conditions must be clearly defined
Union reps and business managers spend a lot of time making sure the other side lives up to it
Labour arbitrators settle grievances according to the agreement

27. Union vs. Non-Union Activity: Pros and Cons