Source: https://www.bce.ca/news-and-media

• These acquisitions combine Canada’s best network with tech and cloud services expertise to power up businesses
• They accelerate growth and provide end-to-end AI-powered service solutions that enhance Bell’s expertise in cloud services as a trusted partner

MONTRÉAL, July 9, 2024 /CNW/ – Bell announced today that it has acquired leading technical services companies Stratejm (opens in new window)  and CloudKettle Inc (opens in new window) ., adding Professional and Managed Services expertise in cybersecurity and Salesforce to its existing capabilities. These acquisitions will advance Bell’s strategy to be the leader in supporting medium and large organizations’ digital transformations and automation through cloud services. Combined with Bell’s pure fibre and 5g networks, enterprises will benefit from an exceptional and seamless AI-powered end-to-end customer experience.

Read more click the source link..

On Thursday, June 20, 2024, the Parliament of Canada passed federal anti-scab legislation under Bill C-58, which will restrict federally-regulated employers, including transportation, banks, and telecom companies, from using replacement workers during strikes or lock-outs. Those who violate the new law, which comes into full effect on June 20, 2025, will face fines of up to $100,000 a day.

This once-in-a-generation update to federal labour law didn’t happen by chance. Our union – our members and activists –  made winning federal anti-scab legislation a reality.

For many years, our union has campaigned in favour of anti-scab legislation in all jurisdictions. The national campaign was endorsed by delegates at regional Councils and the 2022 Constitutional Convention, and our members did what we do best – mobilized into action. We met with MPs, senators, and federal government staff, telling our stories about the impacts of scabs on the picket line. Through email blasts, petitions, video testimonials, one-on-one discussions, op-eds, social media engagement, and countless face-to-face meetings, we made the case that it was time for anti-scab legislation at the federal level.

We know that when our members speak from their hearts about their real experiences in the workplace, and about the sacrifices they and their families make to win fair contracts, elected officials listen.

This historic victory happened thanks to the efforts of every one of our 320,000 members across Canada.

Even when we win, the fight continues. From the very beginning, our plan was to win federal legislation, then take the fight to the provinces, because we know the vast majority of workers in Canada are governed by provincial labour legislation.

Even in British Columbia and Quebec, where they already have anti-scab legislation, the laws need to be tightened and loopholes eliminated. There is much more work to be done!

So stay tuned, and look out for more ways to get involved as we kick off the next phase of our campaign to win anti-scab legislation in every jurisdiction in Canada!

In the meantime, it’s important to take the time to celebrate the momentous victory that we won. On behalf of Unifor’s leadership team, I want to thank each and every member of our union for your role in this victory – this is an unprecedented step forward for workers in Canada.

Please take the time to enjoy the summer with your family, friends and loved ones. Rest, recuperate, recharge your batteries, and let’s get ready to win anti-scab legislation for everyone!

In solidarity,

Lana Payne
National President

Source: https://www.iphoneincanada.ca

Austin Blake

Telus has told roughly 150 call centre employees in Ontario that they need to relocate by October, find another role, or accept layoffs.

This decision is part of a broader reorganization that requires around 1,000 call centre employees nationwide to return to the office three days a week starting in September.

Read the full article click the source link above…

July 10, 2024

MISSISSAUGA—Unifor members at Bombardier ratified a new three-year collective agreement today bringing an end to an 18-day strike at the company’s aircraft manufacturing facilities in Mississauga and Waterloo.

“Our union’s top priority in these negotiations was to secure an agreement that reflects our members’ skills, hard work and dedication which have made Bombardier’s Global jet program so successful,” said Unifor National President Lana Payne. “After a highly effective strike I am proud to say that our members ratified a landmark agreement that delivers a substantial economic package at a time when aerospace workers need it most.”

At ratification meetings held today, Unifor Local 112 and 673 members ratified a new agreement that provides workers with general wage increases of 12.5% over the life of the agreement, increased pension contributions and better job security.

“What changed the outcome of these negotiations and brought a fair deal within reach, was the unwavering support from our members on the picket lines,” said Unifor Local 112 President John Turner.  “The historic gains we have made in this agreement would never have happened without strike action that showed the company our members would not back down until a fair deal was reached.”

Unifor Local 112 represents approximately 1,200 production and Skilled Trades members at Bombardier. Together with 250 office, professional and technical workers represented by Local 673, workers at Bombardier’s Pearson and Waterloo facilities build the company’s Global series of jets. The newly ratified agreement also includes work commitments and job ownership for union members over the entire Global fleet, including the forthcoming 8000 series ultra long-range business jet and any derivatives thereof.

“It was essential that we secured work ownership over the entire Global jet program to protect our members’ jobs today and for the next generation of Bombardier aerospace workers,” said Unifor Local 673 President Maryellen McIlmoyle. “Bombardier members are dedicated and hard-working beyond measure.

We ratified an agreement that delivers higher wages, better pensions and a stronger economic future for all Bombardier workers.”

July 10, 2024

A message from National President Lana Payne on 44 members on strike since May 1 at Best Theratronics – a medical manufacturing plant in Kanata,Ontario where they make equipment used in cancer treatments.

This is their first labour dispute.

They were at the end of their rope. Let me tell you why.

It takes a lot for a group of workers to get to this point: years of frustrations, years of a “father knows best, you should consider yourself  lucky to have a job here” attitude.

What is clear and inspiring is the resolve and determination of these workers.

This dispute is now about their union, defending their right to fair and free collective bargaining, defending their workplace rights, supported under the laws of Canada.

As Local 1541 President Steve LaBelle has said: “Seeing the lengths this company will go to skirt around a fair deal is mind-boggling.”

It started with an employer who clearly didn’t want to enter into bargaining. Indeed, taken in their totality, this employer’s actions are tantamount to union busting. (Not a term I ever use lightly.)

From actions that deliberately frustrated the bargaining process to threatening our members with the loss of their jobs if they dared to exercise their union rights to thwarting every reasonable step to reach an agreement. Haranguing them. Telling them to cross their own picket line and agree to new terms and conditions for work. Those conditions would be less, of course.

Unifor bargains hundred and hundreds of collective agreements a year. I can attest that what our Best Theratronics members have been experiencing is far from the norm. It is not a case of bargaining hard, it is a case of not bargaining at all.

These  are the actions of an employer who refuses to accept that workers in this country have a right to freedom of association, to be represented by a union and to negotiate their working conditions, fairly and freely.

Let’s start with the beginning.

Unifor Local 1541 was certified to represent employees at the plant in 2006. Members include machinists, welders, sheet metal workers, machine operators, technicians, electricians, mechanics and inspectors. At the time the plant was owned by MSD Nordion Inc.

In 2007, the facility was sold to Best Medical International, which set up the Ottawa business as Best Theratronics.

In addition to our members, there is another group of employees represented by the Public Service Alliance of Canada (PSAC).

The current collective agreement expired March 21, 2023. The union served notice to bargain in February 2023. No negotiations took place for months and months. In September of last year, the union sent the employer a request for disclosure of information, as permitted under the federal Labour Code.

The parties finally met for the first date of negotiations on November 2 and again on November 29. The employer was represented by legal counsel and plant management.

The owner – Krishnan Suthanthiran – is clearly the only person who can make a decision. He was not part of the negotiations.

The first meetings dealt with non-monetary issues, as is usual. The counsel for the employer said the employer would not have a monetary offer before December 18th.

Our local tabled its own monetary offer in advance of the December bargaining date. The union also requested financial disclosure information.

Nothing was received. The union again asked the employer to table their monetary offer prior to a scheduled bargaining date of January 15.

At this point, almost a year had gone by since the union sent a notice to bargain. On January 15th the employer tabled – get this – a $25 increase for safety eyewear and NOTHING else. There would be no other monetary increase tabled by the employer and no disclosure of financial information.

The employer tabled a 2-year deal with no monetary increases for any member of Local 1451.

The next day, Unifor filed for conciliation.

Conciliation was set for March 21 and 22.

The employer was represented by counsel only. The union was told the employer’s position on zero increase for wages had not changed. Then the employer asked that the union wait another THREE MONTHS for the owner to find time to meet with the union. This was to be mid-June.

And that the union take no action during this time. (You see what is happening here.)

A few days went by and the employer told the union that it would now be July before the owner was available.

The local had had enough. A strike vote was held a frustrating year after the contract expired. They voted 90% in favour of a strike if necessary.

The union issued 72-hour strike notice. Nothing from the employer.

Strike action began May 1. PSAC members went on strike May 10th.

In June, the owner sent a general communique stating he would be travelling for most of July. So not coming to meet or to bargain a collective agreement as promised.

Since April, the owner has sent a series of emails and communications. They are something. Rambling, threatening, and a violation of the Labour Code.

During the May 24 weekend, Suthanthiran’s  communique to employees not on strike  but shared with everyone said: “I feel like every other weekend is a long weekend in Canada. The recent challenges are…predictable Canadian way of life.” The tone of the email was Canadian workers are too privileged. And should be thankful for what they have. He also threatened to move the operations to the U.S. or India.

Further communication demanded our members cross their own picket line and come back to work under new terms and conditions. You guessed it: just the legislated minimum. Telling our members: “don’t bite the hand that feeds you.”

This employer has engaged in bad faith bargaining, in other words violating the labour law of Canada. The employer’s actions represent an effort to change the terms and conditions of work during the bargaining period. And they interfere with the representation of workers by a trade union. (That’s legal speak for failing to live up to your obligations under the law. Union-busting 101.)

For years our members have worked hard for very small annual wage increases. It is their skills and hard work that builds the medical equipment used in cancer treatments. For 16 years they watched their wages fall behind. The owner of the company says our members are like family. But actions say otherwise.

All they want is a fair collective agreement and for their employer to follow the country’s labour laws.

Unifor has filed an unfair labour complaint with the CIRB.

We will continue to support our members with all the tools at our disposal.

Our members are committed to standing up for their union and for the rights of unionized workers everywhere.

I am proud of them, their fight and their incredible solidarity.

Please join me Monday on their picket line in Kanata.

One day longer. One day stronger.

Lana Payne
National President

For more about the owner of Best Theratronics:

Millionaire who bought B.C. ghost town — complete with 302 empty homes — under investigation for money laundering in Belgium
Millionaire owner of Kitsault, B.C., hopes ghost town sees a second life as an energy hub

To read more about the dispute:

Best Theratronics workers go on strike after company’s 0% offer
Best Theratronics owner holiday email rant slams stat holidays, touts benefits of seven-day workweek and threatens to move jobs overseas
Best Theratronics use of unqualified scab labour raises nuclear safety concerns
Joint Letter: Labour Dispute at Best Theratronics
New digital ads from Unifor and PSAC target Best Theratronics to bargain a fair deal