How is your union preparing for negotiations?
Setting priorities
Once the survey information has been collected, we need to assess the priority demands based on the needs expressed by the membership and get a good sense of their impact and cost.
Preparation of the bargaining proposals
The bargaining proposals are constructed after consultation with the membership but must also consider the following:
a) Reviewing the problems that have arisen in recent years
b) Review the expired agreement, grievances and arbitration awards or any other problems that may have arisen along the way
c) Consult with the membership
d) Review other agreements
e) Assessing problems experienced by members during the course of the collective agreement
f) History of labour-management relations
Should all requests be retained?
Experience has shown that the longer our list of demands, the less likely we are to pass a high percentage of them.
The reverse is also true: the fewer demands we have, the more likely we are to get many of them accepted, or at least to reach a satisfactory compromise on each one. There is a middle ground to be found, taking into account our union practices.
We need to put forward as many demands as we think we have a chance of getting through, or at least to set a precedent. However, it is important to remember that no clause at all is better than a clause that does not work in practice. But it can also be said that an inoperative clause sets the stage for intervention reports grievances, written complaints, etc.
Other information about your company may be useful
For example:
Company financial statements.
Have production and services increased? To what extent?
Has your business grown or undergone various changes?
What is the attitude of your company’s management towards the next negotiation?
What are the company’s plans for the next two to three years?
Has the staff increased in proportion to the increase in production and services?
What is the situation of competing companies?
There is no guide to build our argument. We use whatever we can to justify our claim.
Two special meetings were held on December 19th 2022, to present our bargaining orientations.
99% of our members present approved the orientations: job security, pay, fatigue reduction and membership.
What do we present… and how?
Once we have done our preparation work and we know what the members want, we need to write the bargaining proposals These will be given to the employer at the first bargaining session.
The employer needs to know what we want, but not be able to determine too early what we are willing to negotiate or give up to avoid a strike.
During the process
A major component of the balance of power is the degree of mobilization of our members. One of the factors in the balance of power is the support of the membership for the bargaining committee. It is therefore essential for members to mobilize in order to make their support known to our bargaining committee.
To do this, your bargaining committee may well invite you to participate in visibility activities. Whether it’s wearing a visual sign at work, a demonstration, concerted actions, or any other activity, it’s important that everyone participates. This always sends a strong message to the employer and helps your committee move forward at the bargaining table. You will receive information from your bargaining committee and your mobilization and communication committee throughout the process, so stay tuned!
Agreement between the two parties
The parties will inevitably reach a tentative agreement at some point. When such an agreement is reached, the two committees mutually commit to recommending its adoption to their constituents. For the union, this means its members at a general meeting, and for the employer, it means the Air Transat Board of Directors.
Presentation of the agreement to the membership
The Negotiating Committee will then travel to all Bases to present this agreement and recommend its adoption.
At that time, the membership will be asked to vote on whether or not to adopt the tentative agreement.
Offer is accepted
Once the agreement is ratified, the texts are then corrected and signed by the parties. Some provisions may be applied retroactively, as is generally the case with salary increases, while others will be applied upon signature of the texts. The details will of course have been brought to you during the general ratification meeting.
Offer is refused
If, unfortunately, a labour dispute should be unavoidable, the general meeting is also the decision-making body for strike action. A union cannot call a strike without having obtained a mandate from its members. All the information you need to make an informed decision will be given to you at a general meeting. That being said, it is important to mention that 98% of collective negotiations are settled without a labour dispute.
In Solidarity,
Your Mob Committee for you Bargaining Committee