Click Image Below for Rights!!!
Take the first step today! Contact the Organizing Dept. at 1-800-842-2215.
OPEN THE DOOR TO A BETTER FUTURE
JOIN UFCW LOCAL 919
Working With a Union Contract vs. Working Non-Union
Below is a list of general advantages enjoyed by an employee working under a union contract as opposed to an employee working in a non-union position. Your specific contract may have additional advantages too.
|UNION CONTRACT||WORKING NON-UNION|
|A legal document that defines hours of work, wages, and other conditions of employment; establishes procedures for the resolution of disputes.||Contract||No Contract. Employer’s rules and policies may be changed at the employer’s discretion or whim.|
|Union wages are negotiated with your employer and are guaranteed and spelled out in your contract||Wages||Employer sets wages. The law requires payment of minimum wage under certain conditions.|
|Used to determine, among other things, placement on wage schedule, layoff procedure, vacation and holiday scheduling, overtime assignments, job bidding, shift scheduling.||Seniority||The employer’s choice whether to use seniority.|
|For just cause only, and there are in most cases steps of progressive discipline.||Discipline||YOU’RE FIRED . . .Employer makes decision about discipline at will.|
|The contract provides a structured procedure for handling disputes in the workplace which are in violation of that contract.||Grievances||The employer may provide an “open door” policy to discuss disputes, but the employee often finds the door has been shut and locked.|
|The contract provides for arbitration of grievances, when appropriate, at the Union’s expense, not yours.||Arbitration||Any legal action brought by an employee against an employer must be paid for by the employee.|
|Benefits negotiated by the Union, most often with employer contributions to premiums.||Health/Welfare
|Not required under law. Employer’s option.|
|Paid vacation negotiated according to length of service with the employer (seniority).||Vacations||Some basic legal rights to vacation, but typically vacations given, paid or unpaid, at the employer’s whim.|
|Holidays above and beyond legal holidays (i.e., Christmas, Canada Day, etc.) with pay negotiated by the Union.||Holidays||The employer must observe certain holidays by law, but is not obligated to pay the employee for these holidays.|
|Paid sick leave, short-term or long-term disability coverage.||Sick Leave||Sick leave paid at employer’s discretion.|
|Negotiated leaves which go beyond laws, with return to work guarantees.||Leaves of Absence/
|The employer must grant only those leaves mandated by law and only under strict guidelines.|
|Protected by seniority. Return-to-work rights specified in contract.||
|No protection for long-term workers. In fact, sometimes layoffs start with long-term, higher paid workers.|
|Language that protects the Union members in case of sale, merger, take-over or closing of business.||Protection||NONE.|
|Employees in small companies have same rights and protections as those in big companies, as negotiated in the contract.||
|Rights and protections legislated by size of company, number of employees, cash assets, etc. under provincial and federal law.|
|Small portion of entire wages and benefits paid to Union for representation.||Dues||No dues – no rights! (But maybe you’ll get a turkey at Thanksgiving!)
One of the best aspects of being a union member is having a voice in your workplace!