Collective Bargaining FAQ
Here is a chronological overview of the steps in the collective bargaining process:
Step 1: Preliminary Consultation & Research
Step 2: Election of the Bargaining Committee & Bargaining Support Committee
Step 3: The Bargaining Survey
Step 4: Serving the Employer with a Notice to Bargain
Step 5: Formulation of Bargaining Priorities
Step 6: Bargaining with Employer (This step can be very long)
Step 7: The Strike Mandate Vote
Step 8: Conciliation/Mediation
Step 9: Job Action (Strike or Lockout)
Collective bargaining is a process where the local and management come together (typically every 2-3 years) to renegotiate the terms and rules of work as laid out in the collective agreement. The over-arching timeline, and certain groundrules for negotiations, are set out by the province in the Labour Relations Act.
The bargaining committee (or the “bargaining team”) is made up of members who are elected at a general membership meeting, and are assisted by staff and executive members (the number of members depends on the Unit. Unit 1 = four; Unit 2= three). They are the union’s representatives at the bargaining table and develop members’ demands into bargaining proposals that the union will bring forward into negotiations.
The bargaining survey is a digital questionnaire sent to all members of the bargaining unit via email. It asks the members of that unit about their work experiences and the workplace issues that matter most to them. The results of the survey have the single largest impact on the formation of the bargaining proposals, the things the local hopes to win in this round of bargaining. The survey results are the voice of the membership.
Who is on the Bargaining Research Committee?
Phil Wachel (Recording Secretary) is the elected chair of the BRC, with Leila Meskine (VP Unit 1), and Lina Adeetuk (Equity Officer). If you’d like to reach out to the BRC, you can email the team: email@example.com
Terms of Reference was created: BRC TOR