	Union Benefits

	USW Industries

	You Are The Union

	Organize Your Workplace

	Frequently Asked Questions FAQ

	Organizers in Action

	Your Rights- under the law

	USW Advantage Chart

	Contact Us

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Women

	Young Workers

	The 40-hour workweek

	The 8-hour workday

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Overtime

	Sick Leave

	Paid Vacation

	Company-paid health and welfare benefits

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Pensions

	Safety and health protections

	Grievance procedure for violation of worker rights

	Fairness in promotions & training

	Higher wages

	Fair treatment on the job

	Right to respect from managers

	One day you have paid holidays and vacations and next week you don’t;

	A raise is promised but never given;

	You’ve got too many hours one week but the next you’re not making enough to get by.

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Logging

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Sawmills

	Automobile Dealerships

	Fish Processing Plant

	Sports Complexes

	Equipment Manufacturing

	Green Houses

	Health Care

	Manufacturing Plants

	Tire Manufacturers

	Glass Manufacturing

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Mining

	Steel Mills

	Construction

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Trucking

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In the United Steelworkers, you are the union.  You come together with your coworkers; you nominate and elect union officers; you determine the working conditions and concerns that will be bargained in a contract; you will be part of a larger movement to improve the lives of working men and women in the workplace and in their communities.

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The more workers join together for the good of all, the more management listens to what they have to say.  In Union there is strength.  Without a union you have only a few rights such as minimum wage, overtime after 40 hours and unemployment insurance.  With a union, you enjoy numerous other benefits guaranteed in a union contract.  The members of the Local Union are workers just like you who have organized their workplace or joined an already established union workplace.

	The first step is to contact the USW to get confidential advice on how to approach organizing your workplace.

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The second step is to form a committee among the workers with representatives from each department and shift. The committee’s job is to attend meetings and educate themselves about the Union. Then they can educate their co-workers, and help dispel false information spread by management.  The committee should be made up of those co-workers you know can be trusted to not disclose the organizing drive to management.

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Next, the majority of the employees must sign cards stating they want to have a Union in their workplace. After a majority of workers have signed cards, the Union can apply to the BC Labour Relations Board to become certified as the bargaining agent for the employees.   These cards are confidential and your employer will never know you signed one unless you told them you did. Currently if the majority of employees sign authorization cards, government representatives from the BC Labour Relations Board will order and conduct a secret ballot vote amongst the employees within ten (10) days of the Unions application. During those ten (10) days (and sometime before if they hear about the organizing drive) employers often try to convince employees to not join the Union.  Sometimes they try the carrot approach by saying “give me another chance to improve things” or more often they will fear monger by spreading false rumours about the business having to close or the threat of job losses.  The reason they do this is their fear that you will gain rights in the workplace, rights they want to keep to themselves.

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Prepare yourself and your co-workers for these types of threats and as they time and time again prove to be empty threats designed to frighten employees.  Also, advise your organizer when threats or promises are made as he has the legal means to deal with them. Threats and promises by the employer during organizing drives are illegal and can be dealt with through the BC Labour Relations Board as unfair labour practices.

	If the Union wins a majority of votes then the Union can begin the process of negotiating a collective bargaining agreement (contract).

	The employees work from the inside to sign up co-workers, usually through individuals or a committee is formed within the workplace, who inform and sign up their co-workers.

	The committee receives direction and direct assistance from a USW organizer who meets with them regularly.

	The law requires that at least 45% of the affected employees must sign a Union membership card.

	The Union then applies to the Labour Board for a certification vote but generally only does so when  a good majority of employees sign cards.

	The Labour Board would then conduct a secret ballot vote within 10 days from the application.

	The vote is generally conducted at the workplace.

	At the end of the voting time, the Officer from the Labour Board in charge of the vote, counts the ballots with representatives from the Union and management present.

	The final outcome is determined by a simple majority of the ballots cast.

	Yes. Organizing a Union and participating in one are legal activities and rights, and those rights are protected under the British Columbia Relations Code (BCLRC).

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No. Once a Union applies for a certification vote, the Labour Board requires that all terms and conditions of employment are “frozen” and cannot be changed without the Unions consent for a period of 3  months while bargaining is underway (Section 32 of the BCLRC). That means that if the Union gets a Yes vote, then bargaining would start from your current conditions and move up from there.

	No. The decision to join is solely up to the individual without any undue influence, threats or coercion from management.

	Every person is free to join a Union of their own choice. Section 5 of the BCLRC.

	No. The BCLRC guarantees the secrecy of all membership evidence. Employers never find out and never get to see the membership cards. Section 25 (2) of the BC Labour Relations Board Rules

	Notify the Union, immediately.

	The Union can file an “Unfair Labour Practice Complaint”, with the Labour Board, who in turn has the authority to order any remedy that they feel is appropriate and that addresses any violation of the BCLRC. Sections 13 & 14 of the BCLRC.

	No. The Labour Relations Code prohibits people that exercise managerial functions from belonging or interfering with the formation of the Union.

	The employees ARE the Union in the workplace.

	Union Stewards and other positions are elected to represent their co-workers with management and to ensure that the company does not violate the contract.

	USW Local representative provides assistance, direction, research and education  to Stewards and other employees in the workplace.

	The USW Local Representative also assists in the Settlement of grievances.

	A collective agreement or a contract is a legal agreement between a Union and an employer, covering wages, hours of work, working conditions, benefits, rights of workers and the Union,and a procedure to be followed in settling workplace disputes.

	After a successful organizing campaign, the affected employees meet to put forward proposals for the contract and to elect from amongst themselves their own bargaining committee.

	The committee along with a USW Local Representative who Chairs the committee would then proceed to meet with the employer to obtain a  satisfactory agreement as mandated by their fellow co-workers.

	A USW Representative directs and lends expertise at all stages of negotiations with full input from the elected bargaining committee at all levels.

	Like members of most organizations, we pay dues.

	Our dues bring large rewards in pay raises, benefits, job security, representation and working conditions.

	The added pay and benefits workers receive through belonging to the union are much more than the cost of union dues.

	The dues go to pay for organizers, representation on the job, legal assistance, support staff, rent, materials, etc… which are all needed to maintain good contracts and adequate representation.

	No one pays dues until workers have voted to accept a contract.

	Dues are tax deductible and are known as the cheapest job insurance available. You insure your car and your house and your job is just as important.

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A union contract is a legal document that spells out your rights, your job security and your benefits.  The Local Union representatives meet with the organized employees and find out what they want to see in the contract and the Union also advises the employees on what other contracts in similar industries have in place and what important language is needed in every contract.

	Once demands are voted on by the employees the Union elects representatives from the group forming a negotiating committee that bargains with the employer guided by an experienced Local Union representative.  Contracts usually last between 1 to 5 years.

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In order for the contract to be ratified, a majority of the workers voting need to accept the proposal.  If workers feel they haven’t gained enough in the contract, they can reject the contract when it is time to vote.  If a majority vote against the contract, the negotiating committee will go back to the bargaining table, or ask the employees to vote on whether or not to strike. Strikes, which require majority vote of the employees at the work site are rare and only occur as a last resort.

	Union leaders and Managers are not allowed to vote on a contract which is done by secret ballot.

	Whether or not to go on strike is a decision made by you and your co-workers.

	A strike is not authorized unless a majority of the workers vote to do so.

	Labour statistics show that 97% of all contracts are negotiated without strikes.  A strike is really only even a possibility if management refuses to negotiate honestly and fairly.

	Chances Casino - Duncan

	Pan Fish Processing Plant - Pt. Hardy