SCPCN workers are signing union cards to win job security, fair job posting and hiring processes, health and safety protection and a strong voice at work. When workers organize unions, it is common for the boss to use a few common employer tactics to try and scare workers.
In fact, early last year, SCPCN senior leadership already engaged in many of these common union-busting tactics when workers tried to use their collective power to organize.
MYTH: “The union” will come between you and us and hurt your positive relationship with senior leadership.
SCPCN has said – If there are particular issues of concern to employees, we ask for an opportunity to address them directly before any big changes are made to our work environment. Maybe a union is not needed. (March, 2023)
“The union” will make changes to your job in ways you don’t want, and you won’t have a say; you will lose your ability to negotiate one-on-one. Unions may speak for the collective whole, but today every employee has an opportunity to discuss their own specific needs with their supervisor. If employees have ideas or concerns, we can then address them directly. (April, 2023)
TRUTH: In CUPE, there is no “union” separate and apart from you and your co-workers. With a union you and your coworkers are united and stronger together. United, we have more power to win the changes that WE decide WE want to win together.
CUPE is a democratic union. Members vote to determine their elected officials and committee members (i.e., bargaining committee). Members determine the bargaining priorities by voting on drafted bargaining proposals prior to entering negations. Members vote on the collective agreement. Members vote for job action. Members vote on how the local spends their dues. You have a say!
How well does one-on-one negotiations between a worker and their boss work anyway? Not usually very well, on the big issues.
Negotiating one-on-one often lacks transparency and can perpetuate favoritism, ultimately neglecting the collective interests and equitable treatment of the entire workgroup. This approach can create divisions among workers by fostering resentment due to unequal treatment.
MYTH: You will pay dues and lose more than you gain.
SCPCN has said – Unionization means employees would pay union dues and would be subject to possible strikes or lockouts. Union members are also covered by a union constitution. These constitutions often give the union power to discipline members for non-compliance with union rules. (March, 2023)
Please be aware that if unionized, the anticipated union dues would be approximately 1.5% of your annual salary. This would translate to a reduced gain of 1.5% back to you. (April 2023)
TRUTH: Union dues are determined by the local and are 100% tax-deductible.
Upon certification, SCPCN workers will join an established CUPE local, Local 8. Local 8 dues are set at 1.5% of regular wages.
Dues are the resources that workers pool together to build strong campaigns and contracts that win improvements to wages, staffing, benefits and working conditions.
Unions negotiate for collective agreements – not strikes. No union wants a strike, but they are sometimes necessary when there is no other way to reach an agreement. To union members, a strike means sacrifice – for themselves and their families. Workers won’t go on strike unless the issues involved are so great they are worth the sacrifice.
Unions always conduct membership votes before taking strike action and a strike occurs only when it has been approved by a clear majority.
In collective bargaining, strikes are the exception rather than the rule. We repeat: the exception. About 97% of all union contracts are settled without a strike, but this fact never seems to make the headlines.
But unions also absolutely defend the right to strike. The right to withhold one’s labour in unison with fellow workers is crucial to maintaining a democratic society. As workers, we trade our labour in order to provide for ourselves and our families. If we do not have the right to withdraw those services, we no longer have anything with which to negotiate – and not much of a democracy, either.
CUPE’s constitution is a public document and can be viewed and read online here. The Constitution emphasizes the importance of respectful representation among union members but does not directly outline disciplinary measures for non-compliance. Instead, it often establishes a framework or code of conduct that emphasizes cooperation, mutual respect, the promotion of the union’s objectives, respecting diverse opinions, refraining from derogatory language or actions, and adhering to democratic principles within the union.
MYTH: The union can’t promise anything
SCPCN has said – Because of the recent consideration some are giving to choosing a union, it is important to point out that compensation and benefits are just one element that could be frozen or delayed while SCPCN negotiated a collective agreement with the union. It is also possible that under a union some of you may earn less than you are currently earning. Also, your personal input to many of the decisions we make may not be possible. (April, 2023)
TRUTH: This just isn’t true.
While terms of the local contract must be negotiated, joining CUPE means having strong representation if/when you need it, not having to face management alone, a collective voice at work and the power to win improvements to your job.
Joining a union means you can raise issues without fear of reprisal and have a set of rules that your employer must follow. Right now, for non-union employees, the employer gets to set the rules regardless of how they might affect the workers, and they can apply them unfairly or change them whenever they want.
When you join a union, you have “just cause” protection meaning you can’t be disciplined or terminated without just cause.
That’s a promise.
MYTH: Unions protect people who should be fired.
SCPCN has said – Finally, with or without a union, sexual harassment incidents may occur. Indeed, having a union can complicate things and create an added layer of bureaucracy since unions are sometimes required to represent both the complainant and the accused – this can be a source of hard feelings. In any event, you do not need a union to protect against sexual harassment. We take that very seriously and have demonstrated the importance of a safe workplace. (April, 2023)
TRUTH: No union contract requires an employer to keep a worker who is lazy, incompetent, constantly absent, or tardy or who engages in gross misconduct.
What the union does is make sure dismissals are for “just cause” – for real reasons– and not personality clashes between supervisors and employees.
Unions are guided by their duty of fair representation. This requires unions to act in good faith – they must not act arbitrarily or discriminatorily.
Having a union does not complicate investigations nor does it add an “additional layer or bureaucracy”, unions are there to assist workers during investigations by offering representation and support, legal guidance, and ensure a balanced and impartial process.
Unions advocate for workers’ rights, which is often perceived by managers as challenging their unilateral authority in workplace decisions.
MYTH: Unions limit professional development opportunities and would eliminate flexible work options.
SCPCN has said – Because SCPCN can work directly with each of you and your teams, we are able to respond to work life balance challenges in a way that makes sense for you as an individual, while still taking into account the specific needs of your role.
For example, today we are able to maintain a flexible approach to working remotely if your kids are sick and need to stay home, or if your patients are scheduled virtually even though it’s a day when they are scheduled to be in the clinic or onsite.
We’re also able to be flexible to work with you to accommodate scheduling time off, and professional development opportunities (which, in the case of the Mosaic PCN, was lost during union bargaining). This helps us maintain important connections with all employees, rather than channel communications through union representatives.
Today, you have a direct relationship with your manager, and you can discuss challenges and pursue change and even pursue career growth in a way a union cannot allow. For example, promotions and career growth are limited to seniority in a union environment. At SCPCN, we believe in providing growth opportunities based on merit by recognizing good work and potential and providing space for employees to learn new skills through participation on different committees or work groups. (April, 2023)
TRUTH: There is a difference between an employer offering flexible, remote work schedules and an employer’s legal duty to accommodate.
The current flexible, remote work schedules SCPCN offers employees is completely managed by SCPCN. SCPCN has the authority to remove this flexible work option as they see fit; whenever they want. Management directs the work and determines where work is performed (i.e., in an office, remotely or a combination of both). Alluding to the fact that bringing in a union would eliminate that is false – SCPCN can remove this option with or without a union.
An employer’s legal duty to accommodate is different than simply creating flexible, remote work. The goal of accommodation is to provide an equal opportunity for an individual to participate in any of the protected areas under the Alberta Human Rights Act. This means, the employer must make changes to rules, standards, policies, workplace culture and physical environments to eliminate or reduce negative impact that someone faces because of a protected ground. For example, if employees act as the primary caregiver to sick children or family members (i.e., parents or spouse) and this caregiving responsibility impacts work, the employer may have a duty to accommodate the employee.
If SCPCN is providing flexible, remote work schedules for employees that qualify for an accommodation, union or no union, SCPCN has a legal obligation to continue to do that.
MYTH: Unions are always making unreasonable demands
SCPCN has said – In a union environment, the collective bargaining process could see things change. While every agreement can be different, there is usually a greater standardization of terms and conditions of employment under a collective agreement. Standardized terms can affect flexibility in compensation and other terms, such as scheduling, time off, working from home, promotions, and vacations. You may view that as a positive or a negative thing. We prefer to recognize individual differences.
If some employees are above the negotiated wage level for a unionized position, their salaries may be “red circled,” meaning they are not entitled to raises or cost of living increases while the salary is above the grid. Should the wage grid catch up to the employee’s current wage, wage increases can occur again. (April, 2023)
TRUTH: What is a reasonable wage demand? One that meets the workers’ needs? One based on the employer’s ability to pay? One that’s tied to productivity? Or one that the business media thinks is responsible?
The fact is, nobody has yet devised a workable formula for determining wage increases that would be considered “reasonable” by the workers, by their employers, by the public, by the press and by the government.
Bargaining involves two parties – the union and the employer. If standardized terms affect flexibility in compensation and other terms, such as scheduling, time off, working from home, promotions, and vacations through bargaining, that is likely because the employer no longer wants to offer these terms.
The union cannot “get” anything the employer isn’t willing to give during bargaining.
Standardizing terms of employment within a collective agreement is not bad and it does not mean employers can no longer recognize individual differences. Unions want standardized terms of employment to ensure fair and equitable treatment for workers. Standardize terms of employment help establish a level playing field for all workers and ensures that employees performing similar tasks or roles receives comparable compensation, benefits, and working conditions.
MYTH: Unions will pressure workers to sign a union card or petition.
SCPCN has said – Please remember that if you are called to a meeting with the union, it is likely a “sales call” and there may be pressure to sign a union card or petition. It is important that you are informed about what union representation means to you and your employment with SCPCN before signing anything. Signing a union membership card or petition indicates that you want the union to represent you. It is not for information purposes only or to let management know your concerns. If there is a sufficient number of employees at SCPCN who sign a union membership card or petition, the union may apply to the Alberta Labour Relations Board to become certified as your bargaining agent. Therefore, it is very important to understand that signing a union card or petition is not merely an expression of interest. (June, 2023)
TRUTH: Union organizers and insider unions supporters should not pressure anyone to sign a union card or petition – ever. Pressuring a worker to sign a union card or petition could serve as grounds for the Board to reject an application or certification.
This type of behaviour during an organizing campaign is not legal and could compromise the entire integrity of the campaign.
Union organizers and inside workplace organizers are strongly encouraged to conduct themselves honestly and are trained in best practices. Should there ever be an issue with how workers are approached by a union organizer, please reach out to Brigitte Benoit at bbenoit@cupe.ca immediately.