Why do we have a union?

In the Constitution of our International Union it states the purpose of the Union shall be to advance the economic interests and to improve the working conditions of its members; to guarantee as far as it is able, equal employment and advancement opportunity in the industry and constant honesty in news, editorials and advertising and business practices; to raise the standards of journalism and ethics of the industry; to foster friendly cooperation with all other workers and to promote industrial unionism in the jurisdiction of the Guild.

What does that mean to me?

It means that you are not alone. You are backed up by an organization dedicated to ensuring you get a "fair" shake in your dealings with the employer and that you are a member of a Local which seeks to implement this.

It means you are participating in a movement that wants to extend these benefits to all those who work in our industry.

What is the role of the Guild (Union)?

The Guild is certified to be our sole collective bargaining agent, to be our representative before any court, committee, individual or tribunal in any matter involving collective bargaining.

What is "collective bargaining?"

Suggestions are gathered from members and these as well as suggestions/recommendations from the Negotiating Committee are then formulated into a set of proposals. These proposals are discussed and negotiated between the Guild Negotiating Committee and the Negotiating Committee of the (employer) Company.

Eventually both sides agree to new terms and a collective agreement/contract is signed by both parties.

What is a collective agreement/contract?

It’s a binding legal document between the (Union) Guild and the (employer) Company which establishes the working conditions and wages for all employees working in the Guild jurisdiction.

Why is the collective agreement/contract important to me?

It sets out the terms and conditions of your employment. Check to see that you are properly classified and receiving the correct amount of wages. Check overtime, holiday and vacation provisions. Check the sick leave, health and welfare clauses and the provisions for job postings and work schedules. If you don’t understand any part of the collective agreement/contract ask a Shop Steward. If he/she doesn’t know, he/she will find out for you.

Remember — the collective agreement/contract is your terms and conditions of employment — make sure they are enforced.

Since the (Employer) Company Agreed to the Collective Agreement/Contract why should I do all that?

To make sure that the collective agreement/contract isn’t just on paper. It gives meaning to the collective agreement/contract — if everybody ignored what was written down then it wouldn’t have any meaning…especially when a problem arose and the Local wished to pursue settlement through the grievance process.

What do you mean grievance process?

Written in the collective agreement/contract is a procedure for settling differences (disputes). We don’t always have to go through the whole procedure but if we need to it is there - meetings, committee format, time limits, and provisions for selection of an outside third party (Arbitrator) to settle the difference (dispute) between the parties. (Jump to grievance page)

A good union is like good government — the people keep it honest, free, democratic and dynamic by taking their rightful part in in.

See your Shop Steward or your Executive Member or e-mail the office and find out how you can help.

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Our Right to a Union

The right of workers to organize, join a union and be active in a union are protected by the B.C. Labour Code:

An employer or a person acting on behalf of an employer must not participate in or interfere with the formation, selection or administration of a trade union or contribute financial or other support to it.

An employer or a person acting on behalf of an employer must not:

a. discharge, suspend, transfer, lay off or otherwise discipline an employee, refuse to employ or to continue to employ a person or discriminate against a person in regard to employment or a condition of employment because the person
i. is or proposes to become or seeks to induce another person to become a member or officer of a trade union, or
ii. participates in the promotion, formation or administration of a trade union,

b. discharge, suspend, transfer, lay off or otherwise discipline an employee except for proper cause when a trade union is in the process of conducting a certification campaign for employees of that employer,

c. impose in a contract of employment a condition that seeks to restrain an employee from exercising his or her rights under this Code,

d. seek by intimidation, by dismissal, by threat of dismissal or by any other kind of threat, or by the imposition of a penalty, or by a promise, or by a wage increase, or by altering any other terms or conditions of employment, to compel or to induce an employee to refrain from becoming or continuing to be a member or officer or representative of a trade union....