TEAM-IFPTE Local 1612013 Collective Bargaining
January 14 - BrandonJanuary 16 - Winnipeg (Masonic Temple) January 17 - Winnipeg (Fairmont Hotel)
Agenda
Welcome Our Proposals The Process Achieving a Deal Q&A
TEAM Constitution
2.1 The purpose of TEAM is to promote the interests of and to advance the social and economic welfare of its members.
2.2 …negotiate on such matters as compensation, conditions of work, benefits and/or any other workplace and/or compensation related problem or issue that may exist or arise.
Proposal Development
Bargaining Committee establishes general collective bargaining objectives.
TEAM Board approves bargaining objectives.
Bargaining Committee, Labour Relations Officer and Legal Counsel (where necessary) develop detailed proposals.
Our Proposals
Four broad categories: Compensation Benefits Working Conditions Other Problems and Issues
Compensation
General Wage Increase.
Wage Structure Adjustments.
Criteria for placement on Salary Schedule “D”.
Significant changes to Variable Pay Plan.
Sales Bonus/Commission Plans.
Compensation
Address the pressures to work additional hours without compensation.
Reinstate double-time for all overtime hours.
Negotiate language pertaining to call-out and Duty Manager provisions to better reflect modern methods of remote working.
Benefits
Implement a Vision Care/Health Spending Account.
Increase and renew the Company’s contribution to the Blue Cross Health Care Plan.
Improve the Employee Share Ownership Plan.
Working Conditions
Provide for a Compressed Work Week to meet needs of changing workforce.
Add the Canada Labour Code definition of the maximum work week.
Problems and Issues
Provide TEAM members with current and accessible job descriptions.
Improve the "Letter of Understanding: Job Evaluation" to provide accessible job evaluation information.
Have MTS, not TEAM, pay the wages and benefits of a member attending an arbitration hearing.
Problems and Issues
Include an expedited arbitration procedure, including single arbitrator option.
Prohibit non-TEAM Bargaining Unit employees from performing Bargaining Unit work unless explicitly provided for.
Limit “Appendix A” to employees exempted by the Canada Labour Code and amend the process.
The Bargaining Process
Any rules?
Bargain in Good Faith and Make Reasonable Efforts to Reach a Collective Agreement.
Who Bargains For TEAM?
The Negotiating Committee:
Chaired by President Misty Hughes-Newman
Labour Relations Officer: Chief Negotiator Additional committee members approved
by the Board: Ed Maxwell (Treasurer) Mike Taylor (Board Member) Erin Spencer (Labour Relations Analyst)
Negotiation Stages
1st Stage: Discussion
2nd Stage: Debate/Negotiate/Problem Solve
3rd Stage: Escalation
3rd Stage - Escalation
MTS threatens to terminate Collective Agreement or Lock Out if no deal.
What Actions Can We Take?
“Combined withdrawal of labour” is a strike.
“Strike” covers more than walking a picket line!
Members vote to strike to send a clear message.
“Withdrawing One’s Labour”
Refusing to work more than the normal working day without overtime.
Refusing to answer pages, e-mails, etc outside of the normal working day unless assigned as Duty Manager.
Taking lunch and breaks instead of working through them.
The most importantbargaining tool is the
threat or use of strike
When Can We Strike?
1. A secret ballot vote among employees in the Bargaining Unit.
2. Approval by a majority of employees who vote.
3. 72 hours notice to MTS of ‘strike’.
TEAM may declare or authorize a strike ONLY after:
Who Decides on the Settlement?
Negotiating Committee has the authority to reach settlement with MTS.
Subject to ratification by the general membership.
Ratification of Settlement
Prior to signing of a Collective Agreement, TEAM Board calls for information meetings to present negotiated settlement.
Voting held following the meetings.
Ratification by a simple majority of votes cast.
Get Involved
Will you help?
Q&A
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