1. Collective Bargaining
Vancouver & District Labour Council
Warmly Welcomes
Chinese Trade Union Delegation

2. 1927 Shanghai; 1935 Vancouver

3. 1967

4. 2004, Calgary

5. 2005, Guangzhou

6. 2005, Dalian

7. 2005, Toronto

8. Purpose of trade unions
Organize workers collectively to
represent the interests of workers and
the working class
We organize in the workplace, in the
community and throughout the
province
For better treatment for workers and
the working class by employers and
the government

9. International Working Class
Solidarity
The VDLC believes that the interests
of workers and capitalists everywhere
are completely opposite.
We believe very strongly that the
interests of workers around the world
are the same.
This is even more true in the context
of the corporate agenda of
globalization that seeks to pit workers
in different countries against each

10. We believe in international
working class solidarity

11. MNCs seek to divide us
Multinational corporations (MNCs) profit
enormously by seeking the cheapest source
of labour within their home countries,
threatening workers with job loss if they
don’t capitulate to demands for cuts to
wages and conditions.
The MNCs move to other countries seeking
ever cheaper sources of labour and
increase their profits enormously by doing
so.
It is in the interests of all workers of the

12. Friendship
VDLC and
Beijing Municipal Federation of Trade
Unions

13. The response to the MNC
agenda of globalization is
international working class
solidary
We must support workers anywhere
in the world where they are struggling
for justice and a better life.
To do this, we must get to know each
other, to learn more about our
common issues and common
struggles.

14. Labour movement today

15. Today, hotel workers protest

16. Work in BC Today
Resource industries are less
important and the service industry
such as health care, education and
tourism are much more important
Throughout the country, work is much
more precarious with far fewer
workers having a 40 hour work week.
Workers jobs are much less secure
than they used to be.

17. Service industry hard to
organize

18. Unionization Rate Today
30% of all workers in Canada are in
unions
In practice, almost all large
workplaces have unions and there, all
workers are members of unions.
But it also means almost all small
workplaces have no unions. It is
much easier for employers to
threaten workers with firing, lay-offs
or workplace closure in small

19. Secret ballot vote held by
government

20. Organizing unions is still very
hard
Although it is illegal for employers to
threaten workers who want to join a union,
in practice it is common and sometimes
workers are fired
We organize workers in secret so the
employer does not find out who has
signed up
When we sign up a majority of workers,
we apply to the Labour Relations Board
for a vote
The LRB runs the secret ballot vote and if

21. Employers frighten and
intimidate workers

22. Today, unions recognized in law
Employers must recognize the union
when a majority of workers vote in a
government-run secret ballot vote to
join the union
But in practice, employers do
everything possible to discourage
workers from joining unions,
especially scaring workers by
threatening firings, lay-offs or
workplace closures.

23. Collective Agreement

24. But getting the first collective
agreement is very hard
It is illegal for employers to refuse to
bargain in good faith
But in practice they often threaten to
close the workplace or lay off workers
if the union gets a first collective
agreement
Sometimes workers get so scared
they stop supporting the union
But usually they continue to support
us and we get a first agreement.

25. Public sector workers

26. Today, most collective
agreements have the Rand
formula
Because the union is legally obliged to
represent all workers, regardless of
whether they are members
Those workers that share in the benefits
established by the union should also
shoulder part of the burden, the
maintenance of the union by paying union
dues
Analogy: duty to pay taxes, in exchange
government provides services to all
Closed shops: In public sector, workers

27. Private sector workers

28. Labour Law Context
Adversarial premise
Most workers covered by provincial labour codes
10% of workers are under federal law, covering national
workers, e.g. postal, transportation and communications
Labour laws governing unions are supplemented by other
laws & programs (workers’ compensation, EI, CPP, Human
Rights, etc.)
Right to strike (or lock out) only when no collective
agreement in effect
Generally agreements continue to apply until replaced by
new terms / renewed
Essential services laws prevent some kinds of workers from
withdrawing services - expanding list of coverage, once "life
& limb" now covers much broader scope
Only some provinces do not permit use of scabs in a strike

29. Less racism than in the past

30. Today, there is much less
racism than in the past
All Canadians, including new
immigrants have fundamental rights
Unions actively oppose racism and
actively promote the involvement of
people of colour and new immigrants
in the union, e.g. running English as a
Second Language courses
There are still some racist attitudes
among some people in our society
but it is illegal and is actively

31. Women workers

32. Today for women workers
things are much better
It is illegal to treat women and men differently on
the job
Women have the same rights to be hired and for
promotion as men
They have the same rights to pay for work of equal
value and for pensions
They also have maternity and parental leave rights
There is still some discrimination against women
in attitudes but much less than before
But the reality is still that women, because of the
types of jobs they hold that are undervalued, are
paid 30% less than men.

33. Vacation time will get us up a close
mountain, but what about the Great
Wall? Our vacations are too short.

34. Minimum wage laws today
Today, minimum wage laws, while
they cover almost all workers, are
grossly inadequate to protect workers
from poverty.
Our two weeks vacation entitlement in
law and our 10 day holiday paid leave
are far behind European laws.

35. Public pensions are inadequate

36. Public insurance systems
Canada Pension Plan, inadequate to
avoid poverty in retirement
Medicare (includes all hospital stays
and doctors visits; excludes dental,
vision, medicine outside hospital)
Employment Insurance (includes
maternity and sickness)
Workers’ Compensation, most
workers qualify but many do not,
especially for occupational diseases

37. Unemployment
line

38. Today, the plan is called
Employment Insurance, not UI
All workers must pay into the fund as
must all employers
But in practice, many workers do not
qualify for benefits because they have
not worked enough hours in the year,
or they run out of benefits before they
have found work. More than 50% of
Canadian workers who are
unemployed are not receiving
benefits.

39. Voting in elections

40. Labour and socialist politics
today
Today, most unions are affiliated to
the New Democratic Party (NDP), the
political party which grew out of the
CCF. Its ideology remains social
democratic.
In Quebec, most unions are affiliated
to the Bloc Quebecois, which is also a
social democratic party.
Trade union members are free to vote
for who they want in government

41. Today, 70% of workers in
unions are in Canadian unions

42. Most workers now in
Canadian Unions
In 1970, only 30% of workers who
were members of unions in Canada
were members of Canadian unions.
The rest were members of American-
based unions.
Today, 70% of all workers who are
members of unions in Canada, are
members of Canadian unions. The
rest are members of American-based
unions.

44. Canadian Labour Congress
• Represents more than 3 million
workers who are represented by
dozens of unions, both Canadian and
American-based, provincial
federations of labour and regional
labour councils
• Four full time officers, elected at
convention held every 3 years, more
than 1,000 delegates
• Head office in Ottawa and regional
offices throughout the country with

46. BC Federation of Labour
• Represents more than 500,000 workers
who are represented by more than 50,
both Canadian and American-based, in
about 800 local unions
• Two officers elected at convention of
more than 1,000 delegates, held every
two years
• 20 executive officers from the largest
unions meet once a month
• 10 full time staff work at the

47. VDLC covers Greater Vancouver area

48. Vancouver & District Labour
Council
Founded in 1889
Second largest labour council in
Canada
Represents 65,000 workers in 118
local unions
Executive of 5 elected officers
(President is full time) plus 12
members representing various unions

49. Labour movement today

50. Today, hotel workers protest

51. Work in BC Today
Resource industries are less
important and the service industry
such as health care, education and
tourism are much more important
Throughout the country, work is much
more precarious with far fewer
workers having a 40 hour work week.
Workers jobs are much less secure
than they used to be.

52. Service industry hard to
organize

53. Unionization Rate Today
30% of all workers in Canada are in
unions
In practice, almost all large
workplaces have unions and there, all
workers are members of unions.
But it also means almost all small
workplaces have no unions. It is
much easier for employers to
threaten workers with firing, lay-offs
or workplace closure in small
workplaces.

54. Secret ballot vote held by
government

55. Organizing unions is still very hard
Although it is illegal for employers to threaten
workers who want to join a union, in practice it is
common and sometimes workers are fired
We organize workers in secret so the employer
does not find out who has signed up
When we sign up a majority of workers, we
apply to the Labour Relations Board for a vote
The LRB runs the secret ballot vote and if a
majority of workers vote in favour, the union is
certified by the government to represent all of
the workers in the workplace.

56. Employers frighten and
intimidate workers

57. Today, unions recognized in law
Employers must recognize the union
when a majority of workers vote in a
government-run secret ballot vote to
join the union
But in practice, employers do
everything possible to discourage
workers from joining unions,
especially scaring workers by
threatening firings, lay-offs or
workplace closures.

58. Collective Agreement

59. But getting the first collective
agreement is very hard
It is illegal for employers to refuse to
bargain in good faith
But in practice they often threaten to
close the workplace or lay off workers
if the union gets a first collective
agreement
Sometimes workers get so scared
they stop supporting the union
But usually they continue to support
us and we get a first agreement.

60. Public sector workers

61. Today, most collective
agreements have the Rand
formula
Because the union is legally obliged to represent
all workers, regardless of whether they are
members
Those workers that share in the benefits
established by the union should also shoulder part
of the burden, the maintenance of the union by
paying union dues
Analogy: duty to pay taxes, in exchange
government provides services to all
Closed shops: In public sector, workers must join
the union but in the private sector, not all
agreements require membership, just dues.

62. Private sector workers

63. Labour Law Context
Adversarial premise
Most workers covered by provincial labour codes
10% of workers are under federal law, covering national
workers, e.g. postal, transportation and communications
Labour laws governing unions are supplemented by other
laws & programs (workers’ compensation, EI, CPP, Human
Rights, etc.)
Right to strike (or lock out) only when no collective
agreement in effect
Generally agreements continue to apply until replaced by
new terms / renewed
Essential services laws prevent some kinds of workers from
withdrawing services - expanding list of coverage, once "life
& limb" now covers much broader scope
Only some provinces do not permit use of scabs in a strike
or lock out

64. Less racism than in the past

65. Today, there is much less
racism than in the past
All Canadians, including new
immigrants have fundamental rights
Unions actively oppose racism and
actively promote the involvement of
people of colour and new immigrants
in the union, e.g. running English as a
Second Language courses
There are still some racist attitudes
among some people in our society
but it is illegal and is actively

66. Women workers

67. Today for women workers
things are much better
It is illegal to treat women and men differently on
the job
Women have the same rights to be hired and for
promotion as men
They have the same rights to pay for work of equal
value and for pensions
They also have maternity and parental leave rights
There is still some discrimination against women
in attitudes but much less than before
But the reality is still that women, because of the
types of jobs they hold that are undervalued, are
paid 30% less than men.

68. Vacation time will get us up a close
mountain, but what about the Great
Wall? Our vacations are too short.

69. Minimum wage laws today
Today, minimum wage laws, while
they cover almost all workers, are
grossly inadequate to protect workers
from poverty.
Our two weeks vacation entitlement in
law and our 10 day holiday paid leave
are far behind European laws.

70. Public pensions are inadequate

71. Public insurance systems
Canada Pension Plan, inadequate to
avoid poverty in retirement
Medicare (includes all hospital stays
and doctors visits; excludes dental,
vision, medicine outside hospital)
Employment Insurance (includes
maternity and sickness)
Workers’ Compensation, most
workers qualify but many do not,
especially for occupational diseases

72. Unemployment
line

73. Today, the plan is called
Employment Insurance, not UI
All workers must pay into the fund as
must all employers
But in practice, many workers do not
qualify for benefits because they have
not worked enough hours in the year,
or they run out of benefits before they
have found work. More than 50% of
Canadian workers who are
unemployed are not receiving
benefits.

74. Voting in elections

75. Labour and socialist politics
today
Today, most unions are affiliated to the
New Democratic Party (NDP), the political
party which grew out of the CCF. Its
ideology remains social democratic.
In Quebec, most unions are affiliated to the
Bloc Quebecois, which is also a social
democratic party.
Trade union members are free to vote for
who they want in government elections.
Most, but far from all, support social
democratic parties.

76. Today, 70% of workers in
unions are in Canadian unions

77. Most workers now in
Canadian Unions
In 1970, only 30% of workers who
were members of unions in Canada
were members of Canadian unions.
The rest were members of American-
based unions.
Today, 70% of all workers who are
members of unions in Canada, are
members of Canadian unions. The
rest are members of American-based
unions.

79. Canadian Labour Congress
• Represents more than 3 million workers
who are represented by dozens of
unions, both Canadian and American-
based, provincial federations of labour
and regional labour councils
• Four full time officers, elected at
convention held every 3 years, more
than 1,000 delegates
• Head office in Ottawa and regional
offices throughout the country with staff

81. BC Federation of Labour
• Represents more than 500,000 workers
who are represented by more than 50,
both Canadian and American-based, in
about 800 local unions
• Two officers elected at convention of
more than 1,000 delegates, held every
two years
• 20 executive officers from the largest
unions meet once a month
• 10 full time staff work at the
headquarters in Vancouver

82. VDLC covers Greater Vancouver area

83. Vancouver & District Labour
Council
Founded in 1889
Second largest labour council in
Canada
Represents 65,000 workers in 118
local unions
Executive of 5 elected officers
(President is full time) plus 12
members representing various unions

84. When and how to begin
preparing for negotiations
Membership Meetings
Bargaining Unit Questionnaires
Steering Committees
Strategy Meetings
Ratification of Proposals
First Collective Agreements

85. Understanding the true needs
of the other party
Opening day of negotiations
Identifying Key Issues
Responding to demands for concessions
The importance of bargaining Job Security
Seniority rights
Pensions and Benefits
Credibility and trust
Using Liaison Committees effectively

86. How to assess the strength of
your position at bargaining
Backing up your positions
Credibility of the Bargaining
Committee
Gauging the strength of a Strike Vote
Communications
Researching trends
Measuring progress

87. How to protect your rights during
the contract term and avoid
problems at the table
Note-taking
Sign off sheets
Exploring a tentative deal

88. How to identify critical issues for
your negotiations
Communications
Determining strike issues

89. What goals you should
consider setting
Timing
The number of issues for the
proposal
Language issues
Pattern bargaining
Length of Collective Agreements

90. Alternatives for Negotiations
Mediation
Binding Arbitration
Labour’s response to Legislation
Creating a respectful working
relationship

91. The interests of workers and
bosses are not the same.

92. Viva Magnetic
CAW
Collective Agreement

93. 1. Introduction
Purpose, to promote harmonious
relations
Protect the union
Protect the worker – no contracting
out

94. 2. Management Rights
They have them all unless we erode
them

95. 3. Union Recognition
Company recognizes union as
representing all workers
All workers must join union and pay dues
Company must recognize shop stewards in
workplace and allow outside union reps
access
Company must allow union bulletin boards
Company must allow union reps leave from
workplace

96. 4. Communications Committee
So union can find out what’s going on

97. 5. Discipline
Company can only discipline
(warnings, suspensions or firing) for
just and reasonable cause
Union can put in grievance on behalf
of worker if he or she feels discipline
is unjust

98. 6. Grievance Procedure
Several formal stages
Union meets at low level with
management
Proceed to higher levels of
management
Grievor is present throughout
Time limits so company can’t stall

99. 7. Arbitration
Third party chosen by union and
company
Formal hearing, decides the case
Company must follow arbitrator’s
decision

100. 8. Occupational Health and Safety
OHS Committee
Injured worker procedures
First aid attendants
Prevent cancer campaign
Workplace conditions
Workers have right to refuse unsafe work
Company must provide personal protective
equipment

101. 9. Human Rights and Harassment
No discrimination eg. on basis of sex,
religion, race, etc.
No harassment

102. 10. Hours of Work
Normal hours
Lunch periods and rest periods
Require 8 hour break between shifts
Shift assignments

103. 11. Overtime
Overtime pay: after 8: 1.5X; after 11:
2X
All overtime is voluntary
Call out pay
Reporting pay

104. 12. Vacations
Vacation entitlement and pay:
After 1 year, 2 weeks off and 4% pay
After 5 years, 3 weeks off and 6% pay

105. 13. Statutory Holidays
10 days per year
Must have time off and must be paid

106. 14. Benefits
Company pays for all medical
insurance.
Includes BC medical plan,
prescription drugs and dental plan
Life insurance

107. 15. Sick Leave
Workers receive unpaid leave of
absence

108. 16. Leaves of Absence
Family leave
Bereavement leave, up to 3 paid days
Emergency family leave, up to 5 paid days
Jury duty
Parental leave
Company must grant leave
Benefits through Employment Insurance
Commission (federal government, workers and
companies pay into this insurance fund)

109. 17. Seniority
The longer workers are employed, the
more rights they have
Seniority lists given to union and posted
Probation period for new workers, 3
months
Last hired are first laid off
Last laid off are first recalled after lay off
Lose seniority (right to be called back to
work) if off more than 6-9 months
Entitled to severance pay (a week per
year’s service)

110. 18. Promotions
Promotions based on skill, ability,
qualifications and seniority

111. 19. Adjustment Plan
If company wants to close the plant or
have a major lay-off, the union must
be consulted and terms must be
negotiated

112. 20. Wages
Workers doing the same type of job
are paid the same rate of pay. There
are only four types of jobs.
No production bonuses
Extra pay for working afternoon shift
or night shift

113. 21. Duration
3 year agreement
No strikes or lockouts during the 3 years
Collective agreement continues while
company and union bargain a new one
New collective agreement is based on the
old one
If negotiations break down, then there can
be a strike or lockout

114. Friendship

115. Thank you,
Have a safe journey