Understanding Your Collective Agreement

A group of workers represented by the same union and covered by the same collective agreement. The types of jobs in a given bargaining unit are defined in the scope and/or recognition clause of the collective agreement for that tariff unit. Examples of bargaining units at the university are USW 1998 Staff-Appointed and Casual, CUPE 3261 Service Workers, CUPE 1230 Library Workers, OPSEU 519 Campus Police, Unifor 2003 Stationary Engineers, IBEW 353 Electricians, CUPE 3902 Sessionsal Lecturers, Postdoctoral Fellows and TAs, etc. Here you will find a complete list of our employee groups and bargaining units. Before negotiations for a collective agreement begin, the union must obtain certification from the Chamber of Labour. Shortly after certification, the union begins the process of collective bargaining (or bargaining) with the employer. The objective of the negotiations is to reach agreement on the many issues that can be included in the agreement. Arbitration is a hearing before an impartial third party who hears the case and then drafts a final and binding decision. Whether by a decision at one level of the appeal process or by a decision of an arbitrator or arbitrator, the result of a complaint is that your interpretation of the collective agreement as it applies to a particular set of circumstances is either upheld or rejected. If the same circumstances arise at a later date, the determination of your rights under the collective agreement will be based on the decision on the previous complaint. However, an interpretation of the collective agreement may be erroneous if it applies to a number of circumstances, but it may be entirely valid if it applies to a completely different set of circumstances. Once a provisional agreement has been reached between the employer and the union representatives, each member of the union has the opportunity to vote in favour of acceptance or rejection. If at least 50% of the union members who actually vote accept the agreement, it becomes legally binding.

If union members do not accept the agreement, the employer and union representatives can continue negotiations. Alternatively, the union may call for a strike vote. A strike vote must also receive at least 50% support from voters. Very rarely, where a union cannot obtain ratification or strike authorization, it will give up its right to represent workers. Labour negotiation is an essential component of a unionized job like the University of Toronto. The process of negotiating an agreement that works for the university, its employees and unions can be complex and time-consuming. The terminology associated with collective bargaining may not always be clear or intuitive. Below are some frequently used terms with a brief explanation of each term.

A collective agreement must extend to at least two workers and consists of at least one employer and one registered union. A comprehensive employment contract may cover permanent, full-time, part-time, fixed-term and casual employees, but it does not necessarily cover all employees in your workplace. It`s important to know what your collective agreement is about: if this happens, a worker`s recourse is to file a formal complaint or complaint to challenge how the employer has interpreted or applied the collective agreement. . . .