KNOW YOUR RIGHTS

Right to Organize

Organization through unionism is a legal right. The law has been in effect for 60 years guaranteeing workers freedom of organization. Here is what the law says (from The Labour Relations Act):

"it is in the public interest of the Province of Manitoba to further harmonious relations between employers and employees by encouraging collective bargaining between employers and unions as the freely designated representatives of employees.

"It shall be an unfair labour practice for an employer - to interfere with, refrain, or coerce employees in the exercise of the rights guaranteed - (above)"

IN ADDITION:

The Labour Board and the Courts have held that it is illegal for your employer to interfere with your rights by:

- Making threats of loss of jobs or benefits
- Making promises of promotions, pay raises or other benefits
- Making threats of physical force or violence
- Making threats of shop closing

Labour Board Elections

The Manitoba Labour Board is a branch of the Provincial Government. It makes the rules governing Union elections and worker's rights. It is empowered to prosecute companies which violate the law.

A company cannot prevent its employees from organizing nor can it prevent a union election.

The Labour Board will order an election whenever it believes there is sufficient interest to warrant the time and expense. It is up to the union to produce this "evidence of interest" through "authorization cards" which must be signed by individual employees.

The Labour Board makes the final decision as to when, where, and how the election shall occur. The election must be by secret ballot so it is impossible to tell how anyone votes. The vote is supervised by the Labour Board, NOT THE EMPLOYER.

When the Union wins the election it is "certified" by the Labour Board. "Certification" can be considered the point at which the union ceases organizing activities and begins to fulfil its obligation and legal rights to help the employees.

TRUTH ABOUT STRIKES

The right of an employee to refuse to work is protected by law. When people decide to cease work (withhold their labour) in order to gain concessions from an employer it is called a strike. For the First Contract with the employer the union can ask that the Labour Board decide such instead of a strike.

Partially because newspapers, radio and TV are included to publicize small and insignificant strikes out of proportion to their importance, the true facts are often misunderstood. Anti-union companies use words as a device to scare people away from unions.

No official of a union or officer of a committee of the Local Union is empowered to call a strike. A strike can be called only by a majority vote of the members affected.

Reasonable and fair companies have no reason to fear their own employees.

MINIMUM WAGE

What is construction industry minimum wage? Construction Industry Minimum Wage is the rate of pay (hourly wage) legally established by the government for each of the different craft and trade classifications.

Know your minimum wage: As per the Construction Industry Wages Act each job classification has an established wage rate and may have an established benefits package. Your employer MUST pay you no less than the specific wage rate that has been established for your job. To pay you lower wages; you may be hired as an apprentice. Under Prevailing Wage Law, you are not an apprentice unless you are enrolled in a Federally Certified Apprenticeship Training Program - otherwise you must be paid the rate of pay. To know what your wage rate should be as per law; refer to the Construction Industry Wages Act, additionally, all construction employees, unless excluded by the code, are covered by the provisions of The Employment Standards Code.

SAVE YOUR CHECK STUBS.

NEGOTIATIONS

There is no such thing as a ready-made contract. Each one is written to meet the special needs of the members it protects. The method of reaching an agreement with the companyworks like this:

The executive Committee draws up a list of proposals and their recommendations are brought before the members for discussion and approval. The members can add to, delete, or alter as they see fit.

When it is in final form it is forwarded to the company and the process of "Collective Bargaining" begins.

The term "Collective Bargaining" or "Negotiations" refers to the meeting between the company and your union committee which are for the purpose of taking over the requests of the members and/or the employer. The process implies that both sides must "give and take" fairly until a "bargain" or "agreement" is reached.

The law requires the company to meet in good faith with the certified union and the committee of workers.

For further information contact the Ironworkers Union at (204) 783-7853 or fax 783-7303.