1. How can unionizing help protect my job?
As a non-union employee your only protection in case of job loss is the Employment Standards Act (ESA), the bare minimum in Ontario. As a unionized employee you will have the right to negotiate a collective agreement with much stronger protections than the legislative minimum. CUPE collective agreements have the strongest job security protections in the hospital sector in Ontario. Under CUPE hospital collective agreements, the Hospital must meet with the union first to exhaust all possible alternatives to a layoff. I f a layoff cannot be avoided, the hospital must follow a series of steps, some of which can be costly to the Hospital, before they can lay an employee off.
2. If we unionize with CUPE will we have a single collective agreement with the service workers? Or a separate clerical agreement?
As a new group of unionized workers, the default will be for you to have a separate collective agreement from the existing CUPE members at THP (the service staff). In order to have a single joint collective agreement covering clerical workers and service workers, clerical workers would have to vote to say they want a single joint collective agreement, the service workers would also have vote in favour, and finally the employer would also have to agree. Regardless, CUPE hospital collective agreements are extremely standardized and many of the terms and provisions of these two collective agreements will be identical.
3. Don’t we already have something like a union in the CAC?
No, the CAC is an advisory council and can only make recommendations to the Employer. All the power remains in the hands of the employer. Further, as the employer has acknowledged, the CAC cannot negotiate salaries or general wage increases. By contrast, the Hospital is legally required to negotiate with unionized employees and salaries and general wage increases are key subjects of those negotiations.
4. How do you know that hospital workers at Trillium Health Partners would get the same general wage increase as other hospital workers when we win the union?
The hospital sector in Ontario is highly standardized. CUPE represents the overwhelming majority of hospital clerical workers, and we set the pattern for collective agreements covering clerical workers.
5. What would happen to my pension if I join CUPE?
Trillium Health Partners hospital workers are in the same Healthcare of Ontario Pension Plan (HOOPP) as other hospital workers in the province and you will continue to have your HOOPP pension plan. You will be stronger united with CUPE hospital workers across the province to defend your pension plan when it is threatened with cuts, and you will have CUPE representation on the HOOPP Board of Trustees.
6. What would happen to my benefits if I join CUPE?
CUPE hospital workers have comprehensive benefit coverage that varies by hospital. One of the most important benefits is that when you are unionized you have the power to negotiate improvements to the benefits plan and oppose cuts to benefits or increases to premiums.
If you have questions about benefits, contact an organizer at cupeontarioorganizer@cupe.ca
7. What about vacation pay? How would that change when we are unionized?
Vacation entitlements will be the subject of negotiations when you and your co-workers negotiate your first collective agreement. With a union you and your coworkers can make vacation improvements a priority and fight for improvements through the negotiations process. Without a union the employer can change your entitlements as long as they comply the Employment Standards Act minimums.
8. I’m worried about the employer finding out I signed a union card, I can’t afford to lose my job.
At no point in the campaign does the employer see a list of which workers have signed cards. It is illegal in Ontario for an employer to intimidate or interfere with workers organizing a union. Section 72 of the Ontario Labour Relations Act also precludes any person acting on behalf of the employer from threatening any kind of penalty for joining a union. If a management representative or someone acting on behalf of the employer approaches you or one of your coworkers and threatens or intimidates you, please let us know. Contact an organizer at cupeontarioorganizer@cupe.ca
9. I had to take paid sick days to deal with a serious health issue and didn’t feel supported when I returned to work.
When you are unionized you have representation and support around sick leave and accommodation in the workplace. When you have a union contract there is a process and representation to be able to file a grievance if a leave or accommodation is denied.
10. What are union dues and how much do I have to pay?
Union dues are the resources that workers pool together to fight for strong collective agreements, union representation and more. In CUPE locals set their own dues rate. The CUPE Local 5180 dues rate for service workers at Trillium is 1.7%. Union dues are tax-deductible. CUPE members vote to decide how much their local will collect above the 0.85% minimum which funds staff resources for the union and more. The breakdown of all local expenses is shared with the members through regular financial reports.
11. What is a collective agreement?
A collective agreement is a legally binding contract negotiated between an employer and a labour union. A collective agreement outlines the terms and conditions of employment for the covered workers. These terms and conditions are agreed upon by the employer and union through negotiations. A collective agreement provides details on your rights and protections at work. The key components of this agreement will include details on Wages and other compensation, hours of work, seniority rights, job protection, grievance and arbitration process, etc.
12. Why aren’t we unionized yet?
To win a union, you and your coworkers need to sign up and vote. You can sign a union card here. That’s an important first step! The next step is for you to speak with your coworkers about the value of unionizing. Don’t be discouraged if they repeat some of the classic employer myths about unionizing—check out these responses here.
Clerical workers at THP played an integral role during the pandemic, but did not receive sufficient recognition or compensation. It’s time for clerical workers at THP to join together to protect your jobs and negotiate for the improvements you deserve!