A Member's Guide to Collective Bargaining - PART I

Whether it's a provincial or federal certification, the TWU constitution, policies and practices provide the TWU membership with meaningful input throughout the bargaining process, and a full voice and vote before any agreement is ratified.

It all begins and ends with YOU, the membership. Well before the union goes to the bargaining table, members provide input during local meetings where their priorities are communicated in the form of resolutions to the bargaining committee. Resolutions must be passed by the local to carry forward. If you are unsure of how to write a resolution, your local executive will assist you. For certification other than TELUS, members determine the structure of their bargaining committee and the President automatically acts as chief spokesperson, although they have the authority to assign this role to another officer if needed. In these cases, the bargaining committee is elected by the certification and meetings are called as necessary to keep the membership informed and engaged throughout the bargaining process.

For the TELUS certification, resolutions are forwarded from the locals to the Bargaining convention for debate and consideration. Resolutions that are approved at the convention are put into a package by the elected Bargaining Committee and presented to the employer when face to face talks commence. Under TWU policies, the committee must consist of the President, a minimum of three Executive Council Officers and a minimum of six Convention Delegates. The bargaining committee is elected at the Policy convention which is held in the same year as the Bargaining Convention.

TWU policy dictates that Bargaining Conventions are held in September of the year bargaining commences. Federal labour laws require that we must be ready to bargain as early as July 2010. Having our bargaining convention in September 2010 would not be practical. Because of this, Executive Council will be bringing forward recommendations to alter or suspend its internal policies. Delegates at the 2009 Policy Convention will vote on proposed changes, along with suggested dates and timelines for convention and resolution deadlines. The membership will be notified if there are newly stipulated timeframes.

Regardless of the certification, the process for bargaining from this point forward is the same. The employer and the union meet to exchange proposals in face to face meetings. In all negotiations; the more supportive, determined and unified the bargaining unit is, the more successful the negotiations are.

When negotiations are completed with the employer, all changes to the collective agreement are brought to the membership for ratification or rejection. In the event no agreement can be reached, other processes may be used such as conciliation and/or mediation. If the parties are still at an impasse, a strike or lockout may occur. Strikes are a last resort, and no strike can take place without a vote of the affected membership. Sometimes reaching an agreement between the employer and the union involves government intervention even after a strike has occurred. In all cases, bargaining requires close communication between the membership, bargaining committee, tactical committee and union officers and is crucial to success.

Want to know more about the bargaining process? Look for Part II of "A member's Guide to Collective Bargaining" in the next Transmitter. For more information in Constitutional requirements or TWU policies, please visit our website at www.twu-stt.ca or contact your local TWU office.