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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 /Pension |
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/ Parental Leaves |
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. | Layoff |
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. | Small/Big Companies |
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! |