November 29, 2023

More than seventy academics have united in support of a federal ban on replacement workers (Bill C-58). The bill is currently undergoing its Second Reading in the House of Commons, presenting a historic opportunity to reshape the landscape of workers’ rights in federally regulated workplaces.

Signed by work and labour studies researchers, scholars, and policy experts, the letter argues that adopting Bill C-58 could significantly enhance workers’ rights and foster healthier labour relations by:

• Strengthening the collective bargaining process and levelling the playing field in contract disputes;
• Banning the use of strike-breakers that inflame tensions and poison workplace relationships;
• Reducing instances of picket line violence;
• Incentivizing employers to focus on reaching negotiated settlements at the bargaining table rather than strategizing over how to best undermine union members exercising their right to strike.

Addressing concerns raised by business lobbyists, the letter dismisses assertions that a ban on replacement workers would deter investment or increase the likelihood of work stoppages. Drawing on the experiences of Quebec and British Columbia, where similar legislation is already in place for provincially regulated industries, the experts argue that these concerns are unfounded. In those provinces, such legislation did not lead to escalating wage demands, dramatic increases in strike activity, nor economic collapse.

The letter strongly rebuffs calls by corporate interests to water down the bill, emphasizing that Bill C-58 is already a compromise. It exempts the federal public service, and restrictions on replacement workers apply only to those employed before the notice to bargain collectively is given. Further diluting the bill, the experts argue, would render it meaningless.

The experts also express concern about the lengthy timeline for the bill’s implementation, which is set at 18 months after receiving Royal Assent. They argue that such a delay is unnecessary and advocate for amending the legislation to take effect sooner rather than later.

With its potential to reshape labour relations and bolster workers’ rights, Bill C-58 represents a historic opportunity that should not be missed. To read the open letter, visit: https://perspectivesjournal.ca/open-letter-bill-c58/

November 28, 2023

Unifor marks the International Day of Persons with Disabilities (IDPD) on December 3, embracing this year’s theme: “Transformative solutions for inclusive development: the role of innovation in fueling an accessible and equitable world.” This theme resonates deeply with our commitment as a union to champion the rights and inclusion of workers with disabilities.

The current socio-political and economic landscape presents unprecedented challenges. In these times of crisis, the risk of persons with disabilities being marginalized increases significantly. Unifor is dedicated to addressing these challenges head-on, ensuring that disability inclusion is more than an ideal and a tangible reality in workplaces across the country.

We recognize the current labour market as an opportunity to redefine the intersection of work and disability. It’s a chance to actively address the unemployment and underemployment of persons with disabilities while simultaneously tackling current challenges in access to employment.

Our goal is to create a work environment where everyone, regardless of their abilities, can contribute meaningfully and thrive. This IDPD, Unifor urges all members and locals to actively participate in fostering an inclusive environment.

Here’s how you can take action to show solidarity and promote inclusion:

1. Utilize Unifor’s Inclusive Practices Toolkit: Enhance awareness and understanding of inclusivity in your workplace.
2. Social Media Action on December 3: Share stories and achievements of persons with disabilities using Unifor’s social media shareables, emphasizing their abilities and contributions.
3. Challenge Perceptions: Reflect on how disability is perceived in your workplace and take steps towards creating a more inclusive environment.
4. Educate and Engage: During your next General Membership Meeting, play Unifor’s Workers with Disabilities Video to educate and engage members on the topic.

Together, let’s embrace the power of solidarity to transform our workplaces into models of inclusivity and equity, not just on this International Day of Persons with Disabilities, but every day.

November 29, 2023

Unifor marks December 6, the National Day of Remembrance and Action on Violence Against Women. On this day, we solemnly remember the 1989 École Polytechnique massacre when 14 women were killed on their Montreal campus, and all lives tragically lost to gender-based violence, and we recommit to the ongoing battle against this pervasive and deeply unjust violence.

Violence against women is not an issue that affects women alone; it is a deeply entrenched societal problem that demands collective action and staunch commitment. We understand the fight for gender equality and the eradication of violence against women are interconnected struggles, and they are at the heart of the work within our union.

Unifor is recognized internationally for its Women’s Advocate program that educates members to be a source of support for colleagues facing harassment or violence. Having a Women’s Advocate in the workplace can be lifesaving for members who are seeking help and protection. If you do not have a Women’s Advocate in your workplace, consider making it a priority at the bargaining table and discuss this with your fellow members.

We must never relent in our efforts to challenge the systems that perpetuate gender-based violence. It is crucial that we call for and actively work towards the implementation of policies and practices that ensure the safety, respect, and equitable treatment of all individuals, irrespective of their gender.

We urge all members of Unifor to join us in the critical endeavor to end violence against women. Together, we have the power to create a world where no woman lives in fear, where every woman’s dignity is respected, and where gender-based violence becomes a dark chapter in history rather than a lived reality.

It is only through collective action that we can create a just and equitable society where violence against women is an unthinkable act.

As you mark the day with vigils and events with your local, or by wearing your December 6 button, we ask that you share your photos with women@unifor.org. We will share submitted photos of members marking December 6 on our social channels to highlight your work in fighting for equality and respect.

November 9, 2023

Ottawa—Today marks a significant victory for Canadian workers as new federal anti-scab legislation ensures workers’ right to strike without the threat of employers using scab labour to needlessly extend labour disputes or attempt to starve workers out.

“Working people and unions have organized and fought for this moment for decades,” says Unifor National President, Lana Payne. “Generations of workers have stood courageously on picket lines in this country defending their right to strike and to fair and free collective bargaining. Some have paid a hefty price. This legislation is for all those workers who never gave up. When we organize. We win.”

The new legislation comes after Unifor, and other labour organizations, fiercly advocated for the Liberal government to make good on its promise to ban the use of replacement workers.

Unifor lauds Labour Minister Seamus O’Regan for delivering on his commitment to ban the use of scabs in federal workplaces and the NDP for brokering this vital legislation as part of the confidence and supply agreement.

“Anti-scab legislation incentivizes employers to negotiate and settle fair collective agreements,” says Unifor Québec Director, Daniel Cloutier. “Contracts are settled at bargaining tables and strikebreaking efforts, such as the use of replacement workers, undermine the collective bargaining process by delaying negotiations and minimizing the crucial power that the withdrawal of labour provides workers.”

Between 2013 and 2020, labour disputes occurred in approximately 2.1% of Unifor contract negotiations with less than 10% of those disputes involving scab labour. The three longest disputes in the union’s history involved the use of replacement workers. While the incidence rate is low, the level of impact that scab labour has is high, in terms of how this practice increases duration of the dispute, and its negative consequences on labour relations.

Unifor is Canada’s largest union in the federally regulated private sector, representing more than 66,000 workers in federally regulated sectors including transportation, media, telecommunications, and financial services.