1. Employment Standards
Know Your Rights!
By Eleanor Binder

2. What is a union?
A union is an organization of workers who join together in order to have a voice in improving their job quality and to bargain with the employer for better working conditions.
Unions help to protect workers from unfair, arbitrary or even malicious behavior by management and employers.

3. How is a union formed ? Employees are asked to sign a union card.
Upon obtaining the signatures of a solid majority of the employees in the company, a bargaining unit is formed.
The cards are then submitted to The Ontario Labour Relations Board (OLRB)
The OLRB is a government agency that oversees union/management relations.

4. Labour Relations Board
The Board is an adjudicative agency of the Government of Ontario and its' staff is appointed under the Public Service Act. The bargaining unit is finalized either by the OLRB or by collective agreement between the company and union.

5. The Collective Agreement
Management and a bargaining committee negotiate a collective agreement, with the help of lawyers.
When the collective agreement is finalized, a radification date is set and majority vote wins.
Tensions mount high at this critical time as both the company and union supporters aggressively engage in a war of the workers.

6. Who is informed of an employee's union status ?
When the work place has a voluntary union, only the union and the OLRB, know the names of union members. This information is not revealed to the employer.
Union stewards must be union members and so reveal themselves as members.
Some work places have mandatory unions, as a condition of employment, so you must join the union.

7. What is a Collective Agreement and how is it negotiated ?
A collective agreement is a document which lays out the employment standards for a unionized workplace.
The agreement contains at the very least, all statutes laid out by the Employment Standards Act.
It also must guarantee that there will be no strikes or lock-outs as long as the agreement is effect.

8. The Collective Agreement
The timespan of the agreement is negotiated between the union's bargaining unit appointees and management's representatives.
Other provisions which may be negotiated into the collective agreement are:
Safety issues.
Overtime procedures.
Wage increases.
Promotion procedures.
Religious holidays.
Anything that workers are willing to negotiate with employers.

9. How is the Collective Agreement Implemented ?
When an employee does not follow the rules of the Collective Agreement, management is given recourse in the form of a procedure called a grievance. The grievance is a formal written report detailing the rules which have been broken and the consequences management will
apply to the employee.
The grievance is handled by the union's shop steward and is brought to the attention of a mediator-arbitrator for the purpose of resolving the grievance in an expeditious and informal manner.

10. How are Union Services paid for ?
The employer is required to deduct union dues from the wages of each employee in the unit affected by the collective agreement, whether or not the employee is a member of the union,
and to remit the amount to the trade union. Stewards may or may not be paid for time spent on union business, depending on the employer.

11. What is the Employment Standards Act ?
Hours of Work
Employment standards are enforced under the Employment Standards Act, 2000 (ESA) which sets out the minimum standards that employers and employees must follow. The ESA is a law that sets minimum standards for workplaces in Ontario.
Overtime
Minimum Wage
Vacation
Public Holidays
Pregnancy and Parental Leave
Personal Emergency Leave
Family Medical Leave
Termination of Employment

12. Who is protected by the ESA ?
If you are employed in Ontario, you are probably protected by the ESA. It does not cover federal employees and a few individuals in other special categories. There are exceptions and special rules for some workers under the law.

13. Hours of Work
Generally, employees cannot be required or permitted to work more than:
8 hours a day or the number of hours in an established work day if it is more than 8.
48 hours a week.
An employee can agree in writing to work more than these limits. Such agreements are valid only if the employer gives the employee (where there is no trade union) an information sheet prepared by the ministry about hours of work and overtime before the agreement is made, and the agreement states that the employee received the information sheet.

14. Overtime
Most employees must be paid overtime pay after 44 hours of work each week. The overtime rate must be at least 1½ times the regular rate of pay.

15. Minimum Wage and Pay Day
This is the lowest hourly rate an employer can pay an employee.
Employees must be paid on a regular, recurring payday and given a statement showing their wages and deductions for that pay period.
February 1, 2007
March 31, 2008
March 31, 2009
March 31, 2010
General Minimum Wage
$8.00 per hour
$8.75 per hour
$9.50 per hour
$10.25 per hour
Student Minimum Wage
$7.50 per hour
$8.20 per hour
$8.90 per hour
$9.60 per hour

16. Vacation Time and Pay
Most employees earn at least 2 weeks of vacation time after every 12 months of employment.
Employees are entitled to be paid at least 4% of their total wages earned as vacation pay.

17. Public Holidays
A public holiday is a day off work, with public holiday pay.
Ontario has nine public holidays every year.
Most employees are allowed to take public holidays off regardless of how long they have been working and whether they are full-time, part-time, permanent, a student, or on a limited-term contract..

18. Canadian Civic Holidays
New Year's Day - January 1
Good Friday - varies in March or April
Easter Monday - varies in March or April
Victoria Day - Monday preceding May 25
Canada Day - July 1
Labour Day - first Monday of September
Thanksgiving Day - second Monday of October
Remembrance Day - November 11
Christmas Day - Decemeber 25
Boxing Day - Dececember 26

19. Pregnancy Leave and Parental Leave
Eligible employees are entitled to take 17 weeks of pregnancy leave and 35 weeks of parental leave (if they have taken pregnancy leave).
All other eligible parents, including pregnant employees who do not take pregnancy leave, can take up to 37 weeks of parental leave.
These are unpaid, job-protected leaves.

20. Personal Emergency Leave
If an employer regularly employs at least 50 people, its workers are allowed to take up to 10 days a year of unpaid, job-protected personal emergency leave.
This leave is for personal illness, injury, or medical emergency, or for the death, illness, injury, medical emergency or urgent matter of certain family members.

21. Family Medical Leave
Employees can take family medical leave to provide care or support to:
Certain family members
People who consider the employee to be like a family member and
Who have a serious illness with a significant risk of dying within a period of 26 weeks.
It is unpaid, job-protected leave of up to 8 weeks in a 26-week period.

22. Termination Notice and Pay
An employer MUST give an employee advance written notice, termination pay instead of notice, or a combination of both, if the employee has been working continuously for 3 months or more and his or her job is terminated. The amount of notice or pay depends on how long the employee has been working for the employer and the number of employees being terminated in a 4-week period.

23. Probationary Period
The employer has the right to place a new employee on a continuous 3 month probationary period.
The employee’s performance will be monitorred.
If performance is not adequate, the employee can be dismissed with no fault to the employer.

24. Probationary Tips
Treat everyone politely and study your training manual !
Do not take extra long breaks or lunches and take them on time !
Be on time. Be punctual. Do not be late !

25. Performance Evaluation
Employers should establish, maintain and endorse a standardized set of relevant benchmarks that can be applied to all employees.
The evaluation should be a fair and balanced assessment of an employee's performance and should address:
accomplishments
service and relationships
dependability
adaptability and flexibility
decision making or problem solving.
It should list goals and objectives for the employee to meet during the coming year and include time frames for when goals are to be met.
Employees should understand and sign off on any evaluation protocols, formal warnings and suspensions.

26. Employees cannot be punished for claiming their rights
Employers cannot intimidate, fire, suspend, or otherwise punish an employee, or threaten any of these actions because the employee asks for or asks about their ESA rights. If this happens, contact the Ministry of Labour.

27. The Ministry of Labour can help
If an employee thinks that an employer is not following the ESA, he or she can contact the Ministry of Labour for help. Employment Standards Officers can inspect workplaces and look into possible violations of the ESA.

28. Compensation Employers can be ordered to:
Pay the wages that are owing to employees.
Give an employee back their job.
Follow the rules of the ESA.
Compensate an employee.

29. Employer Offences
The Ministry of Labour can also charge an employer with an offence, including a ticket.
If convicted, employers may be fined or sent to jail.

30. We all should enjoy our work and be sure to…
In Summary
We all should enjoy our work and be sure to…
. . . Know Your Rights !!

31. Credits
Information for this presentation provided by the Ontario Ministry of Labour Web site at:
Unionized employees should speak to their union representative before contacting the Ministry of Labour if they believe that their rights have been violated.