How can unionizing help protect my job?
Without a union there is no just-cause protection in Ontario. Which means an employer doesn’t need a reason to let you go. Immediately upon unionizing you gain just cause protection and can further negotiate strong job security language in your collective agreement. Having a union collective agreement is the only way to gain real job security and accountability in the workplace.
What about vacation pay? How would that change when we are unionized?
Vacation entitlements will be the subject of negotiations when you and your co-workers negotiate your first collective agreement. With a union you and your coworkers can make vacation improvements a priority and fight for improvements through the negotiations process. Without a union the employer can change your entitlements as long as they comply the Employment Standards Act minimums
I’m worried about the employer finding out I signed a union card, I can’t afford to lose my job.
At no point in the campaign does the employer see a list of which workers have signed cards. It is illegal in Ontario for an employer to intimidate or interfere with workers organizing a union. Section 72 of the Ontario Labour Relations Act also precludes any person acting on behalf of the employer from threatening any kind of penalty for joining a union. If a management representative or someone acting on behalf of the employer approaches you or one of your coworkers and threatens or intimidates you, please let us know. Contact an organizer at cupeontarioorganizer@cupe.ca
I had to take paid sick days to deal with a serious health issue and didn’t feel supported when I returned to work.
When you are unionized you have representation and support around sick leave and accommodation in the workplace. When you have a union contract there is a process and representation to be able to file a grievance if a leave or accommodation is denied.
What are union dues and how much do I have to pay?
Union dues are the resources that workers pool together to fight for strong collective agreements, union representation and more.
In CUPE locals set their own dues rate. The average is 1.5 – 2.5%. Union dues are tax-deductible. CUPE members vote to decide how much their local will collect above the 0.85% minimum which funds staff resources for the union and more. The breakdown of all local expenses is shared with the members through regular financial reports.
What is a collective agreement?
A Collective Agreement is a unionized member’s work contract. When you were hired you were likely handed a work contract, expected to sign it, but had no say in the content of your own working conditions. A collective agreement, on the other hand, is a work contract that you have a collective voice in creating and implementing the improvements you want to see. It is a legally binding document to protect your rights and to negotiate your wages, benefits, hours of work, job protection, seniority, grievance and arbitration process, and working conditions.
Every step of negotiating a collective agreement is worker led – you will elect co-workers to represent you in negotiations and you will vote to accept any final agreement.