News
Friday, 20 April 2018 17:24

Day of Mourning April 28th

Written by

Recognizing Day of Mourning in 2018

On April 28 Unifor joins workers across Canada to observe the National Day of Mourning to remember and honour those workers who have died or who have been injured on the job. It has been 34 years that the day has been official recognized.

As we reflect on the importance of the Day, the union will also pause to keep our three Unifor brothers who lost their lives at work last year, in our thoughts.

The fallen Unifor members since the last Day of Mourning 2017:

Adam Bowden, L.112 Toromont - January 30, 2018

Eric Labelle, L.8284 Expertech - July 4, 2017

James G. Macleod, L.10-B Domtar Pulp Mill - June 29, 2017

We take a solemn moment to remember all workers across our country that went to work and did not come home, as well as the hundreds of occupational disease cases caused by asbestos and other chemical exposures.

Unifor continues to fight for removal of asbestos from workplaces and buildings as asbestos continues to be the number one cause of occupational death in Canada. More than 2,000 people die every year from diseases caused by exposure to asbestos—mesothelioma, lung cancer, and asbestosis. Death from mesothelioma increased 60 percent between 2000 and 2012.

Our union will fight every day to make a difference by demanding that the places where Canadians work must be safe. Unifor has demanded workplace protections for victims of domestic violence and we are taking on the stigma of mental illness and factoring it into what makes a workplace healthy and safe because we know that not all injuries are visible injuries.

On April 28, please participate in Day of Mourning events in your workplace and your community. Call on politicians to make Occupational Health and Safety a priority when considering legislation that impacts workplaces and communities.

The message is clear – one workers death is one too many. Fight for the living, mourn for the dead.

Friday, 20 April 2018 13:21

Earth Day April 22nd

Written by

Le texte en français suit celui en anglais. 

On April 22 we celebrate Earth Day.

This is a day to reflect on the importance of our environment and the clear connection that it shares in our daily health.

We need to build a green economy that transforms the mode of production and consumption in our society, making existing jobs more environmentally sustainable, and simultaneously creates new decent paying, full time, safe and healthy green jobs in all sectors of society.

We need strategies that will put public interest above corporate interest; a strategy that recognizes the threat of climate change; and one that sees Canada capture a larger share of the new jobs and growth spawned by the global shift to renewable energy.  

Our members demand that we protect their jobs and incomes.  At the same time, our members also demand that we work hard to improve the environment.  Both demands are reasonable ones to put on our union. Both demands would serve us well.

For future generations – for our future – participate and demonstrate support for environmental protection this Sunday in your community.

In solidarity, 

National Health, Safety and Environment Department

*** 

Le 22 avril, nous célébrons le Jour de la Terre

C’est une journée pour réfléchir à l’importance de notre environnement et du lien évident qu’il a avec notre santé quotidienne.

Nous devons bâtir une économie verte qui transforme le mode de production et de consommation dans notre société, qui rend les emplois actuels plus soucieux du développement durable, et qui crée de nouveaux emplois verts à temps plein, sécuritaires, sains et au salaire décent dans tous les secteurs de la société.

Nous avons besoin de stratégies qui placent l’intérêt du public avant celui des entreprises, une stratégie qui reconnaît la menace des changements climatiques, qui permet que le Canada saisisse une grande partie des nouveaux emplois et de la croissance générés par la transition globale vers les énergies renouvelables.   

Nos membres demandent que nous protégions leurs emplois et leurs revenus.  En même temps, nos membres demandent aussi que nous travaillions fort pour améliorer l’environnement.  Les deux demandes sont raisonnables pour notre syndicat. Les deux demandes bénéficieraient aussi à tous.

Pour les prochaines générations, et notre avenir, participez et exprimez votre appui à la protection de l’environnement ce dimanche dans votre communauté.

En toute solidarité, 

National en santé, sécrité et environment département

Le message en français suit celui en anglais.

Dear New Brunswick Unifor Locals:

Re:  Report from Atlantic Regional Director

We make progress for workers in two key ways - at the collective bargaining table and at the political bargaining table. Politics matters to our members and to workers because so many of the laws, investments, and decisions that get made by governments impact the lives of our members, including their lives at work. This fundamentally is why Unifor is involved in pushing governments to work for workers and their families.

During our last Atlantic Regional Council, we made a number of commitments to amplify our work in New Brunswick and to develop a plan to make progress for working people.

We have more than 80 bargaining units throughout the province, representing over 7,200 workers. Unifor has grown considerably in the province since our union was formed in 2013, with a number of new workplaces who have chosen to join our union. We hope to continue that trend of growing our union throughout the country.

The majority of Unifor’s New Brunswick members work in forestry, manufacturing and telecom sectors. But we also have significant representation in aviation, hospitality, transportation (rail) and fisheries.

Internally, we are working to ensure the recommendations of the Local Union Task Force (LUTF) are fulfilled including building stronger local unions and stronger relationships among our locals. We are also working with our locals to identify their main needs and concerns in terms of servicing and representing members. This has resulted in an arbitration school April 17-19 and we will hold our first New Brunswick Unifor Forum in the fall of 2018.

We will further discuss the needs of our locals at a second annual Local Presidents’ meeting to be held May 31st at our Atlantic Regional Council in Moncton.

On the political front, we have made great strides. Indeed, compared to other Atlantic provinces, we have had perhaps the most success in New Brunswick in the last year or so, working with the Gallant government to advance and make improvements to laws and regulations impacting workers.

In August of last year, following a meeting with Premier Brian Gallant, key cabinet ministers and union leaders, we established a Government-Labour Steering Committee and five working groups with representatives from government and Unifor, CUPE, NBNU, and the NBFL. The steering committee and working groups have made a number of advances since we started this dialogue. Indeed, unions in other provinces are recommending a form of this New Brunswick model with their own governments. For once, we are playing a leading role in the province of New Brunswick. It is an exciting time.

While we don’t always agree with government decisions, we have been able to push a number of labour’s priorities forward and like collective bargaining, we have been able to use this relationship to make progress. Some of that progress includes the following:

First, there is the commitment to introduce robust workplace violence regulations by April 28th. Unifor has been involved with this process and made a submission to the government on what should be included in the regulations. Congratulations to the New Brunswick Nurses Union who has pushed this forward and keep it on the political radar. New Brunswick had been the only province without any law to address workplace violence.

Second, we were successful in getting first contract legislation. This will assist newly unionized workers and will ensure they get their first collective agreement without a strike or lockout. As we know it is so important to establish a strong labour-management relationship during the early days of unionization. This legislation will help foster that. It is a great step forward to address a gap in the province’s labour laws.

Third, the government agreed to Unifor’s proposal to introduce protected employment leave for victims of domestic and sexual violence. We are currently in the consultation stage of what that leave will look like and have prepared a submission arguing that the leave be paid, as it is in Ontario, Manitoba and federally. We made this legislation a priority for our union and our political work. Unifor is a big part of leading the charge across the country. We are making progress in Newfoundland and Labrador as well and we are working with the NDP in Nova Scotia to pressure the government there.

Finally, we have identified a number of other priority areas for our discussions including at the training/upskilling and pay equity working groups.

A special thanks to the Unifor representatives assisting with this work, including Ian Hutchison (Atlantic Regional Chair and President Local 601N), Tammy Moore (Atlantic Unifor executive NB representative, and Atlantic bargaining chair for Local 2002), and Mike MacMullin (Unifor servicing representative NB).

Another area in which Unifor has made representation on behalf of our members has been at the Task Force on WorksafeNB. A copy of our submission was circulated late last fall. You may recall that the employers were pushing to maintain lower rates even if it meant benefit cuts to workers. This was after years of significant rebates at the expense of benefits to injured workers. In addition the injury fund is in exceptionally healthy shape, sitting at an over 100% funded ratio.

We have made progress in a number of other areas, including more affordable childcare for New Brunswick families and some 225 new jobs at the Air Canada reservation centre in Saint John, bringing the total number of Unifor 2002 members at that centre to over 500. The NB government was key to these new jobs, investing in the expansion.

You should be aware that in the case of the first contract legislation, the Conservative opposition was not supportive. They claimed there was no need for it and also argued to get rid of the card-based certification system for workers. Indeed, they have shown derision for the labour-government steering committee. We can only assume that they do not see workers’ rights as important.

This is unfortunate, but not unexpected.

Sisters and brothers, employers routinely speak to governments about their demands. We must do so as well. If unions were not involved in politics, how would we make any improvements to health and safety laws, or other laws that impact workers and their families?

One thing is for certain, Unifor will continue our work to make improvements for workers at the collective bargaining table and at the political bargaining table.

If you have any questions, please feel free to be in touch. In the coming weeks we will be sending a survey to New Brunswick Unifor locals asking for your priorities. With a provincial election later this year, now is the time to find where the political parties stand on our issues and demands.

Much solidarity,

LANA PAYNE

Atlantic Regional Director 

* * * * * * * * * * * * * * * * * * * * * * * *

 

Le 27 mars 2018

À l’attention des sections locales d’Unifor du Nouveau-Brunswick

Objet : Rapport de la directrice de la région de l’Atlantique

Nous faisons des progrès pour les travailleuses et travailleurs de deux façons : à la table des négociations collectives et à la table des négociations politiques. La politique est importante pour nos membres et les travailleuses et travailleurs puisque bon nombre des lois qui sont adoptées, des investissements qui sont réalisés et des décisions qui sont prises par les gouvernements ont un impact sur la vie de nos membres, y compris leur vie professionnelle. Voilà pourquoi Unifor est déterminé à inciter les gouvernements à œuvrer pour les travailleuses et travailleurs et leur famille.

Lors de notre dernier Conseil régional de l’Atlantique, nous avons pris de nombreux engagements afin d’accroître nos efforts au Nouveau-Brunswick et d’établir un plan en vue de réaliser des progrès pour les travailleuses et travailleurs.

Plus de 80 unités de négociation sont réparties dans l’ensemble de la province, représentant plus de 7 200 travailleuses et travailleurs. Unifor a connu une croissance considérable dans la province depuis sa formation en 2013, de nouveaux lieux de travail ayant choisi de se joindre au syndicat. Nous espérons poursuivre cette tendance à la hausse dans l’ensemble du pays.

La majorité des membres d’Unifor au Nouveau-Brunswick travaillent dans les secteurs de la foresterie, de la fabrication et des télécommunications, mais nous pouvons également compter sur une importante représentation dans les industries de l’aviation, de l’hôtellerie, du transport ferroviaire et des pêches.

À l’interne, nous tentons de nous assurer que les recommandations du Groupe de travail sur les sections locales sont mises en œuvre, y compris celle visant le renforcement des sections locales et des relations entre nos sections locales. Nous collaborons également avec nos sections locales afin de cerner leurs besoins et inquiétudes prioritaires en matière de prestation de services aux membres et de représentation, nous permettant ainsi d’offrir une formation sur l’arbitrage du 17 au 19 avril. Nous tiendrons notre premier forum au Nouveau-Brunswick à l’automne 2018.

Nous discuterons plus longuement des besoins de nos sections locales lors de notre deuxième réunion annuelle des présidentes et présidents des sections locales qui aura lieu le 31 mai dans le cadre du Conseil régional de l’Atlantique à Moncton.

Sur le plan politique, nous avons réalisé de grands progrès. En effet, comparativement aux autres provinces atlantiques, nous avons probablement eu le plus de succès au Nouveau-Brunswick au cours de la dernière année, collaborant avec le gouvernement Gallant pour faire progresser et améliorer les lois et les règlements qui ont un impact sur les travailleuses et travailleurs.

En août dernier, après une réunion avec le premier ministre Brian Gallant, les principaux ministres du Cabinet ainsi que les dirigeantes et dirigeants du syndicats, nous avons créé un comité directeur gouvernemental-syndical et cinq groupes de travail formés de représentants du gouvernement, d’Unifor, du SCFP, du SIINB et de la FTTNB. Le comité directeur et les groupes de travail ont fait de nombreuses avancées depuis le début de ce dialogue. Effectivement, les syndicats des autres provinces recommandent une forme de ce modèle appliqué au Nouveau-Brunswick pour leur propre gouvernement. Pour une fois, nous jouons un rôle de premier plan dans la province du Nouveau-Brunswick, ce qui est très stimulant.

Bien que nous ne soyons pas toujours d’accord avec les décisions du gouvernement, nous avons pu promouvoir de nombreuses priorités syndicales et, comme les négociations collectives, nous avons pu utiliser cette relation pour faire des progrès. -

D’abord, il existe un désir d’établir une réglementation plus rigoureuse sur la violence en milieu de travail d’ici le 28 avril. Unifor participe à ce processus et a présenté des commentaires au gouvernement quant à ce qui devrait être inclus dans la réglementation.  Félicitations au Syndicat des infirmières et infirmiers du Nouveau-Brunswick qui a fait avancer la question et l’a maintenue dans la mire des politiciens. Le Nouveau-Brunswick était la seule province qui ne disposait d’aucune loi pour traiter de la violence en milieu de travail.

Ensuite, nous avons réussi à établir une loi sur les premières conventions collectives. Elle aidera les travailleuses et travailleurs nouvellement syndiqués et permettra de s’assurer qu’ils obtiennent leur première convention collective sans grève ou lock-out. Comme nous le savons, il est important d’établir de solides relations patronales-syndicales au cours des premiers jours de la syndicalisation. Cette loi permettra de le faire plus facilement. Il s’agit d’une étape très importante pour traiter d’une lacune dans les lois du travail de la province.

Puis, le gouvernement a accepté la proposition d’Unifor d’intégrer un congé protégeant les emplois des victimes de violence familiale et sexuelle. Nous en sommes présentement à l’étape des consultations sur les conditions de ce congé et avons préparé un dossier demandant que le congé soit payé, comme c’est le cas en Ontario, au Manitoba et à l’échelle fédérale. Nous avons fait de cette loi une priorité pour notre syndicat et dans le cadre de nos actions politiques. Unifor mène la charge dans l’ensemble du pays. Nous faisons des progrès à Terre-Neuve-et-Labrador également et nous travaillons avec le NPD en Nouvelle-Écosse pour faire pression sur le gouvernement.

Enfin, nous avons cerné différents autres secteurs prioritaires en vue de nos discussions, notamment les groupes de travail sur la formation et le perfectionnement ainsi que sur l’équité salariale.

Un merci tout spécial aux représentantes et représentants d’Unifor pour leur collaboration, notamment Ian Hutchison (président du Conseil régional de l’Atlantique et président de la section locale 601N), Tammy Moore (représentante du Nouveau-Brunswick au comité exécutif du Conseil régional de l’Atlantique) et Mike MacMullin (représentant de service d’Unifor au Nouveau-Brunswick).

Unifor a également assuré une représentation des membres au sein du groupe de travail de Travail sécuritaire NB. Une copie de notre mémoire a été distribuée vers la fin de l’automne dernier. Vous vous rappellerez peut-être que les employeurs demandaient de maintenir des taux inférieurs même si les circonstances signifiaient une réduction des indemnités pour les travailleuses et travailleurs, et ce, même après des années de baisse au détriment des indemnités pour les travailleuses et travailleurs blessés. De plus, le fonds d’indemnisation se porte exceptionnellement bien, affichant un taux de capitalisation de plus de 100 %.

Nous avons fait des progrès dans de nombreux secteurs, notamment en rendant les services de garde d’enfants plus abordables pour les familles du Nouveau-Brunswick et en créant quelque 225 nouveaux emplois au centre de réservation d’Air Canada à Saint John, le nombre total de membres de la section locale 2002 d’Unifor du centre totalisant maintenant plus de 500. En investissant dans l’expansion, le gouvernement du Nouveau-Brunswick a joué un rôle déterminant dans la création de ces nouveaux emplois.

Vous devez savoir que, dans le cas de la loi sur les premières conventions collectives, l’opposition conservatrice n’a été d’aucun soutien. Elle estimait que cette loi n’était pas nécessaire et demandait l’élimination du système d’accréditation syndicale fondée sur les cartes d’adhésion pour les travailleuses et travailleurs. En fait, elle a tourné en dérision le comité directeur gouvernemental-syndical. Nous ne pouvons que supposer que l’opposition ne prend pas les droits des travailleuses et travailleurs au sérieux.

C’est malheureux, mais prévisible.

Consœurs et confrères, les employeurs discutent régulièrement de leurs demandes avec les gouvernements. Nous devons le faire aussi. Si les syndicats ne s’intéressaient pas à la politique, comment pourrions-nous améliorer les lois sur la santé et la sécurité ou toute autre loi ayant un impact sur les travailleuses et travailleurs et leur famille?

Une chose est sûre : Unifor poursuivra son travail afin d’obtenir des gains pour les travailleuses et travailleurs à la table des négociations collectives et à la table des négociations politiques.

Si vous avez des questions, n’hésitez pas à communiquer avec nous. Au cours des prochaines semaines, nous enverrons un sondage aux sections locales d’Unifor au Nouveau-Brunswick pour qu’elles définissent leurs priorités.  Puisqu’une élection provinciale aura lieu plus tard cette année, il est temps de connaître la position des partis politiques sur les enjeux et les demandes qui nous concernent.

En toute solidarité,

LANA PAYNE

Directrice de la région de l’Atlantique                                                                                                          

Tuesday, 27 March 2018 19:05

Provincial Budget Meeting April 10, 2018

Written by

 

Dear Members, Unifor Local 506 President Sandy Brideau and Secretary Treasurer Ronald Benoit are inviting you to participate in a conference call to vote on our 2018 Budget. This Meeting will be held in multiple cities across New Brunswick on Tuesday April 10th at 5:30 pm.

Meeting Details:

• We will be having a single province wide conference call, in multiple locations, commencing at 6 pm, with food and beverages being provided at 5:30 pm in each location.

• Voting will remain secret, the vote counting and tallying shall be done in each meeting location by the lead and relayed privately.

• The presentation of the Budget will start at 6 pm, will be presided by the Secretary Treasurer, and will last no longer than 30 minutes. 

In Solidarity, Your Unifor Local 506 Executive

Budget 2018 Meeting Locations (April 10th @ 5:30 pm):

Region 1 Saint John – Union Office, 580 Main Street, Suite 202

Region 2 Moncton – Tower Meeting Room, 2nd Floor 22 Botsford Street AND the Dieppe Work Centre at 23 Industrial Street

Region 3 Fredericton - Ramada Hotel, 480 Riverside Drive in the Majestic Room

Region 3 Woodstock - Woodstock CO, 10 Chapel Street

Region 4 Bathurst - Bathurst CO, 270 King Avenue

Region 4 Tracadie - Tracadie CO, 476 Riviere à la Truite

Region 4 Campbellton - Campbellton CO, 13 Andrew Street

Region 4 Edmundston - Edmundston CO, 32 St-Francois

Region 4 Grand Falls - Grand Falls CO, 19 Despres Road

Region 4 Miramichi - Miramichi CO, Mary Street/524 King George Hwy

 

Monday, 05 March 2018 14:03

International Women's Day March 8, 2018

Written by

Celebrating International Women's Day in 2018

March 8,2 018

Never understimate the power of women.  Each and every day, the women of Unifor are building and resisting in the streets, at the ballot box, and at the bargaining table.  Activism makes a difference.  When we work collectively, across our diversites, we are a force that makes change.

International Women's Day gives us the opportunity to reflect on progress made and strategize for our future.

This past year we have witnessed the enduring strength of women in the streets advocating for political change during mass demonstrations like the Women's March, #MeToo rallies, No Islamaphobia vigils and many more.  Actions that put gender justice as a core demand are an important step towards awareness and progress for women.  What has also been a driving force is that women from different communities and different generations shared their anger and their hope.  New alliances were made.

Women's activism at the ballot box has also resulted in an increase to the minimum wage in many provinces, movement on child care, and better protections against sexual harassment.  These changes aren't universal across the country and there is more to do as we reclaim victories.  Together our union and the women of Unifor will continue to press until there is equity and justice for all women.

And at the bargaining table we continue to address issues that have a particular impact on women, such as: improved anti-harassment language, joint-investigation processes, top up for maternity and parental leave, paid domestic violence leave and the Women's Advocate program.

On this International Women's Day, celebrate the power of Unifor women and renew your commitment to make a difference.  Please post the Unifor poster in your workplace or local, and share our social media graphics to celebrate the power of women.

Source:  Unifor Statement International Women's Day 2018

 

Wednesday, 28 February 2018 18:12

Unifor ACL Ratification Results

Written by

Unifor ACL members vote 85 % to ratify a new Collective Agreement,
 
Bell Aliant workers from every corner of Atlantic Canada have voted 85% per cent to ratify a new collective agreement that was achieved after months of challenging bargaining.
 
“Our bargaining committee is grateful for the support and solidarity of our hard working members who made this agreement possible,” said Bobby MacDonald, Chair of Unifor ACL which represents locals 506, 401, 410 and 2289.
 
After eight tough sessions of bargaining, and an employer that was seeking major concessions, a collective agreement was reached that protects pensions and improves wages for the women and men who proudly built Bell’s first fibre optic network in Canada.
 
This contract brings job security, new employees, no consolidation of contact centres, reduced side by side contractors, 35% employee discount and improvements to the workplace including enhanced mental health initiatives and paid domestic violence leave, 
 
Unifor  ACL members demonstrated solidarity throughout the negotiations by wearing Unifor red at work in support of their bargaining committee, and posting photos and videos on social media.
 
“Our members have set a precedent for other Unifor locals to follow when it comes to sending a powerful message to an employer to demonstrate their deep resolve and solidarity in seeking a fair agreement,” said Roch Leblanc, National Representative.
 
In Solidarity 
Your Bargaining Committee
 
Susan Rice                   Sandy Brideau
Steve Howlett               Stéphane Lamoureux
Cullen Bolger                David Fortner
Bobby MacDonald         Roch Leblanc
 

Monday, 26 February 2018 15:50

Scholarships & Bursaries 2018

Written by

The following scholarships and bursaries are available to the children of Unifor Local 506 members.

Sponsored by Unifor Local 506:

 

Sponsored by Unifor National Office:

  • Application Description and Instructions regarding Unifor National Union Scholarships - Click Here
  • Local Signature Form (Application Deadline May 11, 2018) - Click Here

Unifor recognizes that the costs associated with post-secondary education is a challenge for many working-class families.  To assist in making education more accessible, Unifor has established 28 scholarships of $2,000.00 each.  

The scholarships are awarded to children of Unifor members in good standing.  Students must be entering their first year of full-time post-secondary education (university, community college, technological institute, trade school, etc.) in a public Canadian institution.  One of these scholarships will also be available to a Unifor member with at least one year seniority.  These are entrance Scholarships only and are not renewable for students entering subsequent years of study.

New Online Registration Process

Detailed information about eligibility and how to apply for a scholarship can be found in the following document:  Application Description & Instructions

In order for your application to be complete, you must have the following document signed by a Local Union Officer and ready for upload with your application documents:  Local Signature Form

Using the Online Application

Click on the appropriate link below to complete your online application.  Please ensure that you have read the instructions carefully, and have the following documents ready on your device for upload with your application:

  1. Current high school transcript (children of Unifor members only)
  2. Reference letter
  3. Local Union Office signature form
  4. Essay

Please note that any partially completed applications, or applications missing any of the required documents, will result in an error message, and cannot be submitted.  Please ensure you have all documents available before submitting.

The deadline to submit an application is Friday, May 11th.

Link to application for children of Unifor members applying for a scholarship:  https://form.jotform.com/72855738591269

Link to Unifor members applying for a scholarship:  https://form.jotform.com/80384099806264

Questions?  Email This email address is being protected from spambots. You need JavaScript enabled to view it.  

Source:   http://www.unifor.org/en/education/scholarships

 

Thursday, 01 February 2018 19:25

Local 506 Ratification Meeting Info

Written by

 

Sisters & Brothers,

As you know, the Union and the Company have reached a tentative agreement.  Ratification meetings have been scheduled in each of the provinces (schedule below). 

For those members attending noon meetings, you must advise your supervisor and the company will arrange to take you out of the workload.  Members attending noon meetings will not be compensated and lunch will not be provided.  If you have to travel to attend a meeting please advise your supervisor.  You are able to use your company vehicle.

As time is limited, please review the changes prior to attending the meeting and prepare any questions you may have.  There will be a summary presentation of the changes, time for questions and answers, and voting will take place at the end of the meeting by secret ballot.   You must attend a meeting to vote. There will be no proxy voting.

You can find the “Negotiated Language for Tentative Agreement” document on the Local 506 website at:  http://www.unifor506.ca/component/k2/item/231-unifor-acl-bargaining-report

The complete meeting schedule is as follows:

Ratification Meeting Info:

Unifor ACL Ratification Meetings 2018; All members of your Bargaining Committee will be in attendance for the 4 major centers.

February 5, 2018 in St. John's NL
February 6, 2018 in Halifax NS
February 7, 2018 in Saint John NB
February 8, 2018 in Charlottetown PE

New Brunswick Local 506 members will be voting at the following locations:

Saint John - February 7th @ 6 pm at the Samuel de Champlain Auditorium, 67 Ragged Point Road

Moncton - February 12th @ 6 pm at the Four Points Sheraton (formerly Future Inn), 40 Lady Ada Blvd

Woodstock - February 13th @ Noon at the Bell Aliant CO on Chapel Street

Fredericton - February 13th @ 6 pm at the Fredericton Inn in the Bicentennial Room, 1315 Regent Street

Edmundston - February 14th @ Noon at the Bell Aliant CO, 32 St-Francois Street

Campbellton - February 14th @ 5 pm at the Bell Aliant CO, Andrews Street

Bathurst - February 15th @ Noon at the Bell Aliant CO, 270 King Avenue

Miramichi - February 15th @ 6 pm at the Bell Aliant CO on Mary Street

A Pen - February 16th @ Noon at the Bell Aliant CO in Tracadie, 476 Riviere a la Truite

Alternate Meetings for Moncton and Saint John (See Note Below):

Moncton - February 20th @ 10:30 am at the Days Inn in the Hopewell Room, 2515 Mountain Road.

Saint John - February 21st @ 10 am at the Holiday Inn Express, 400 Main Street

Please Note:  All Region 1 (Saint John & Charlotte Co) and Region 2 (Moncton) members are expected to attend the main meetings scheduled on Feb 7th and 12th respectively. However, for members that were scheduled to work on those dates, a second set of alternate meetings have been scheduled for Feb 20th and 21st.  Members attending the alternate meetings on Feb 20th and 21st must first get clearance from their supervisor to attend if they are scheduled to work on these dates.  As per Bell Aliant HR, if members are unable to attend the main Feb 7th and 12th meetings due to personal reasons, then they would not be granted the meeting times on the 20th and 21st if they are working. 

In solidarity,

Sandy Brideau

President, Unifor Local 506

 

Wednesday, 24 January 2018 14:41

Unifor ACL Bargaining Report

Written by

Unifor ACL Bargaining Report – Highlights of the tentative agreement between Unifor ACL and Bell Aliant

Message from Unifor President Jerry Dias

Solidarity in Atlantic Canada Sends Powerful Message

In Atlantic Canada Unifor members built Canada’s first fibre optic network and in this round of bargaining you let your employer know that you expect to share in the profits of your hard work.  You are an important part of the telecommunications sector and in important part of the region’s economy.  Your work to both protect and create good jobs in Atlantic Canada is commendable.

I am proud of what the bargaining committee achieved in this tentative agreement and how you, as Unifor members, stood your ground when the employer wanted to strip away so many hard earned benefits.  Four years of wage increase and job security guarantees are significant.

This tentative agreement will be put to members to vote on.  It is however the direct result of an engaged membership who were able to mobilize and empower their bargaining committee during what started out as a very challenging set of negotiations.  Seeing hundreds of you proudly wear Unifor red in the workplace, and then post images and messages on social media along with sharing videos created by members made me proud.  Your actions were a demonstration of the power of our union.  Your collective work also sent a powerful message of solidarity to other Unifor Bell workers who are in bargaining. 

I am also proud of the work the bargaining team did to negotiate paid domestic leave provisions to ensure that absences which are not covered by sick leave or disability insurance and result from domestic violence will be granted as a paid absence.  This is a priority for all Unifor locals and it is an important provision.

With pride, I join your Unifor ACL bargaining committee in recommending this tentative agreement for approval.

In solidarity

Jerry Dias

National President

 

Click Here for Negotiated Language for Tentative Agreement Document

 

 


 Message from Unifor ACL Chair Bobby MacDonald

A better deal for Unifor ACL Members

Dear Members of Unifor ACL:

The Unifor ACL bargaining committee is pleased to report that a tentative agreement has been reached with Bell Aliant, after eight tough sessions of bargaining in Halifax over the last year.

This tentative agreement was made possible by you the members because of your unwavering support.  You sent the employer a strong message of solidarity and you sent our bargaining committee a message to hold our ground and stand firm.

We did that with your pensions, your wages and your jobs!

Your DB and DC Bell Aliant Pension Plans remain unchanged.

We reduced the contractors and put further restrictions on retirees.

We negotiated job security and wage increases while adding new members to the bargaining unit.  We negotiated enhanced mental health initiatives, paid domestic violence leave and more Paid Education Leave with Unifor.

The committee would like to thank all members who showed their support by wearing Unifor Red in our many workplaces.  Together, seeing hundreds of your photos and videos on social media helped us get a fair agreement for all 2200 members.

Enclosed are highlights of the tentative agreement that your committee is proud to recommend for ratification.

In solidarity,

Bobby MacDonald

Chair, Unifor ACL

 


 

                                                           Tentative Agreement Highlights

JOB SECURITY

No Consolidation of Contact Centres – The company agrees not to consolidate or close contact and assignment centre before December 2021.

Use of Retirees – Retirees will no longer be permitted to do bargaining unit work for a period of 36 months after their retirement.

Use of Contractors – Reduced side-by-side contractors

New Work – We have facilitated the entry of new work into our workplaces, performed by our members

Job Creation – An addition of a minimum of 36 new employees in bargaining unit

Pension and Wages – Union members' DB and DC Pensions will remain under the "Bell Aliant" model and will not be transformed into BCE's inferior Pension plans. WE have negotiated the following wage increases over a 4 year period: January 1, 2018 = 1.75%, January 1, 2019 = 1.75%, January 1, 2020 = 2.00%, January 1, 2021 = 2.00%.

A BETTER WORKPLACE

  • We have negotiated new tools to hold the employer accountable for performance measurements going forward
  • We negotiated enhancement to mental health initiatives in the workplace
  • New ground breaking language for paid Domestic Violence leave
  • An increase to our Paid Education Leave program with Unifor
  • The introduction of the BCE employee discount plan which will replace the Bell Aliant discount plan and therefore guaranteeing a 35% discount on all products and services of Bell
  • The formal elimination of the CIF process
  • Flex Connect to remain

 

Click Here for Print Version of Bulletin for Union Bulletin Boards

Click Here for French Print Version of Bulletin

Click Here for Negotiated Language for Tentative Agreement Document

 

Tuesday, 23 January 2018 15:30

Tentative Agreement Reached with Bell Aliant

Written by

The Unifor ACL bargaining committee representing 2200 workers across Atlantic Canada has reached a tentative agreement with Bell Aliant.

After eight tough sessions of bargaining in Halifax, the committee will be recommending ratification of this agreement.

“When we started this negotiation the company was seeking major concessions that would have taken away many of our members hard earned retirement benefits, but we managed to push back to get a fair agreement,” said Bobby MacDonald, Chair of Unifor ACL.

That was made possible because members sent the employer a strong message of solidarity with the bargaining committee. The committee would like to thank all members who showed your support by wearing Unifor Red in the workplace.

The hundreds of photos and videos posted on social media made a powerful statement to the employer that helped the committee hold their ground at the negotiating table.

"I want to commend our Bell Atlantic bargaining committee. Not only did they fight hard at the table, they mobilized our members and built our union with an inspired campaign. Our members and committee should be very proud of what they have achieved here," said Lana Payne, Atlantic Regional Director.

Details of the tentative agreement will be presented at membership meetings in the coming days across Atlantic Canada.

https://unifor.org/en/whats-new/news/tentative-agreement-reached-bell-aliant


Entente de principe conclue

Le comité de négociation des sections locales des communications de la région de l’Atlantique (SLCA) d’Unifor est heureux d’annoncer qu’une entente de principe a été conclue avec Bell Aliant après huit séances de négociation difficiles à Halifax.

Le comité se réjouit aussi d’annoncer qu’il va recommander la ratification de cette entente.

« Comme vous le savez, lorsque nous avons commencé ces négociations, la compagnie demandait d’importantes concessions qui auraient retiré plusieurs de vos avantages de retraite durement gagnés, mais nous avons réussi à la faire reculer pour obtenir une entente équitable », a déclaré Bobby MacDonald, président des SLCA.

Cette victoire fut possible parce que vous avez laissé savoir à l’employeur que vous étiez très solidaires à votre comité de négociation. Le comité souhaiterait remercier tous les membres qui ont exprimé leur appui en portant des vêtements arborant le rouge d’Unifor. Mises ensemble, vos photos et vidéos ont communiqué un puissant message à l’employeur qui nous a aidé à maintenir une position ferme à la table de négociation.

Les détails de l’entente de principe seront présentés lors des assemblées des membres dans la région de l’Atlantique. Les dates et lieux seront annoncés en début de semaine prochaine.

In Solidarity

Your Bargaining Committee 

Friday, 08 December 2017 18:35

Unifor Statement on Human Rights Day Dec 10th

Written by

Le texte en français suit celui en anglais.

December 10, 2017

On December 10, 1948, the General Assembly of the United Nations adopted the Universal Declaration of Human Rights. 70 years later, the underlying values and principles remain not only universally relevant, but absolutely crucial to the ongoing struggle for social and economic justice and human dignity. Human rights are the rights that give meaning to the universal truth that every human being is of equal worth.

Despite this, challenges to the fundamental status of these rights persist across the globe, in nation-states, in times of war and in times of peace, in institutions and cities and rural areas, and in workplaces. International Human Rights Day is a reminder that inequity, intolerance, discrimination, exclusion, and hatred threaten us all. It is a reminder of our shared humanity and of the necessity of standing up not just for ourselves, but for those most in need. Wherever they are challenged, it is our responsibility to offer a collective response.

Unifor is committed to asserting, promoting and defending human rights. The union’s social justice fund engages in this important work in Canada and across the globe. By providing humanitarian relief in times of crisis and by supporting organizations that are working to end discriminatory treatment, including that of Indigenous children, Unifor offers its solidarity to human rights defenders.

Recognizing that internal work is as important as work externally, Unifor has been engaged in the process of taking a hard look at itself. Conducting an equity audit was an initial step.  Most recently, Unifor appointed an advisory panel to address the equity issues raised by the audit. Knowing that diversity is an organizational strength, the union is working hard to engage with and support the work being done by Unifor’s equity committees. 

On International Human Rights Day, Unifor is asking all local unions to play a part in the shared responsibility of building an equitable union. Adopt a local strategy to strengthen human rights committees. Encourage the participation of members of equity seeking groups as valued union leaders. Make room for difficult discussions. Above all, remember that those most at risk of having their human rights violated or those most in need of the power a union possesses.

View the statement on our website here.

***

Rappel

 

Le 10 décembre 2017

 

Le 10 décembre 1948, l’Assemblée générale des Nations Unies a adopté la Déclaration universelle des droits de la personne. Soixante-dix ans plus tard, les valeurs et les principes qui la sous-tendent demeurent non seulement universels, mais absolument cruciaux pour la lutte pour la justice sociale et économique et la dignité humaine. Les droits de la personne donnent un sens à la vérité universelle que tous les êtres humains sont égaux.

Pourtant, la valeur fondamentale de ces droits est encore remise en question partout sur la planète, que ce soit dans des États-nations, des institutions, des villes, des campagnes et des lieux de travail, en temps de guerre comme de paix. La Journée internationale des droits de la personne nous rappelle que l’inégalité, l’intolérance, la discrimination, l’exclusion et la haine nous menacent tous et toutes. Elle nous rappelle notre humanité commune et la nécessité de nous défendre nous-mêmes, mais aussi ceux qui sont le plus dans le besoin. Dès que ces droits sont contestés, il nous incombe d’agir collectivement.

Unifor s’est engagé à affirmer, à promouvoir et à défendre les droits de la personne. Le Fonds de justice sociale d’Unifor œuvre dans ce sens au Canada et à l’étranger. En offrant de l’aide humanitaire en période de crise et en appuyant des organisations qui cherchent à mettre fin à la discrimination, notamment envers les enfants autochtones, Unifor est solidaire avec les défenseurs des droits de la personne.

Comme il reconnaît que le travail interne est aussi important qu’externe, Unifor s’est engagé dans un processus de réflexion sérieux sur sa propre organisation. Il a d’abord tenu une enquête sur l’équité.  Il a ensuite nommé un comité consultatif chargé de s’attaquer aux problèmes d’équité révélés par l’enquête. Puisqu’il sait que la diversité est un atout organisationnel, Unifor s’efforce de soutenir le travail accompli par ses comités sur l’équité. 

À l’occasion de la Journée internationale des droits de la personne, Unifor demande à toutes ses sections locales de partager la responsabilité de bâtir un syndicat équitable. Par exemple, elles peuvent mettre en place une stratégie locale pour renforcer leur comité sur les droits de la personne. Elles peuvent encourager la participation des membres des groupes en quête d’équité à titre de dirigeants syndicaux. Elles peuvent créer un forum pour les discussions difficiles. Avant tout, songez aux personnes qui sont les plus susceptibles de se faire brimer ou qui ont le plus besoin du pouvoir qu’un syndicat détient.

Lisez la déclaration sur notre site Web ici.

National Day of Remembrance and Action on Violence Against Women Dec 6th

 
On December 6, take a pause to recognize the National Day of Remembrance and Action on Violence Against Women. As we remember the 13 engineering students and one worker who were murdered at l'École Polytechnique de Montréal in 1989 by an act of gender-based violence, we also commemorate all the missing and murdered Aboriginal women, transgender women, and each and every woman whose lives have been harmed or lost to gender-based violence.
 
This year, there is a growing, worldwide conversation about sexual harassment and assault. More and more women are coming forward with their experiences in the workplace and in their working lives.
Countless others don’t have the safety to share their stories. It is in this context that Unifor continues its work to highlight the link between the sexism and misogyny we face in our everyday lives and violence against women and girls. By recognizing that link, we can use the tools to change it.
 
Unifor encourages all locals and members to take action in the following ways:
 
1. Distribute and post Unifor's December 6 statement and poster. Share it on social media
 
2. Attend vigils and support calls to action to end sexism, harassment and violence in your local and community
 
3. Negotiate Unifor's model anti-harassment, respectful workplace training and joint investigation language
 
4. Lobby for Paid Domestic Violence Leave to be law and negotiate it in your collective agreement
 
5. Negotiate a workplace Violence and Harassment Policy that includes a Women's Advocate
With our collective commitment, we can eliminate this widespread, persistent and devastating violation of human rights.
 
December 6, National Day of Remembrance and Action on Violence Against Women - Statement from NB Federation of Labour

Moncton – 2017 marks the 28th anniversary of the December 6, 1989 Ecole Polythechnique massacre where 14 young women lost their lives simply because they were women. Each year, on December 6, we take a moment to mourn these 14 young women and all women and girls who were killed or experienced various forms of violence in their homes, their communities and workplaces. We also take this time to renew our commitment to work for change and to build a society based on respect, equality and peace.

This year, in the wake of #MeToo and in recognition that too many women experience sexual harassment and other forms of gender-based violence at work, the New Brunswick Federation of Labour is issuing a challenge to governments, to unions, and to all men in the labour movement.

The onus is on all of us, every day of the year, to take a stand on violence against women and girls. We know that harassment and violence are all too common in our workplaces. We also know that it happens in our movement, and we have to change the culture that allows this to happen. We have to act differently, to break down some of the barriers, to support women and others who come forward to disclose their experiences. We have to make it safe for them to do so. Survivors should not have to further expose themselves in order to see change. We must end our own complicity and our self-imposed silence, not just by reaching out to victims, but by calling out sexist and harassing behaviour when we see it happen. If we are truly going to eliminate violence against women, we all need to step up.

We need to acknowledge our complicity in perpetuating a culture that tolerates toxic masculinity. We also need to recognize the connections between gender-based violence and other forms of discrimination and violence that workers experience. The barriers and the risks of disclosure can be much greater for racialized women, Indigenous women, women with disabilities, trans and non-binary folk. Breaking down barriers starts with recognizing that not everyone experiences discrimination, violence and harassment in the same way. We need to make a commitment to change in our workplaces, but also in our own organizations.

We can be proud of the work the labour movement has already done. For decades, unions have been negotiating collective agreement language on sexual harassment, and raising awareness of all forms of gender based violence at work.

Finally, we encourage all of you to attend the December 6th activities organized in your region and support the numerous campaigns of our partners to end violence against women and girls.

– 30 –

The New Brunswick Federation of Labour is New Brunswick's largest central labour body representing 40,000 members of both public sector and private sector labour unions.

Patrick Colford                                                    Shanny Doucet

President, NBFL NBFL                                          Vice-President responsible for Women's Issues
(506) 857-2125 / (506) 381-8969 (cell)                 (506) 227-9900 (cell)

 

National Day of Remembrance and Action on Violence Against Women events/vigils to attend in NB:

Fredericton:  Vigil on Dec 5th from 2 to 3 pm at Head Hall, Room HC13, 15 Dineen Drive # 15, Fredericton, NB  E3B 5A3 - Hosted by UNB Engineering Within Diversity.  For more info:  https://www.facebook.com/events/306027356562531/

Miramichi:  Vigil on Dec 6th from 12:30-1:30 pm at the NBCC in lecture theatre 1145.  This is a free event and it is open to all community members.  For more info:  Ccall Jessica at 778-6496 or visit https://www.facebook.com/events/300892717074624/

Moncton:  Dec 6th from 6:30 to 9:30 pm at the Dan Bonham Centre, 5 Fatima Drive next to Riverview Town Hall followed by a candlight vigil and laying of the roses at the monument at Casely Park.  Sponsored by Moncton District Labour Council.  For more info call 852-9609 or visit https://www.facebook.com/events/1936045066718312/

Saint John: Vigil on Dec 6th from 7 - 8:30 pm at the Grand Hall UNBSJ, 40 Charlotte Street, Saint John, NB - Hosted by UNBSJ.  For more info visit: https://www.facebook.com/events/130556504289190/