Every worker deserves a union!!

Myths and Facts About Unions

The fear that a company will “force workers out on strike” instead of bargaining in good faith is common, but there are important legal protections and strategies that unions can use to avoid unnecessary strikes and ensure that employers engage in fair negotiations. Here’s how the process generally works and what protections and strategies are available:

1. Legal Obligation to Bargain in Good Faith

• Employers are legally required to bargain in good faith in British Columbia under the Labour Relations Code. This means that the company cannot simply refuse to negotiate or force a strike without making a genuine effort to reach an agreement. If the employer is not bargaining in good faith, the union can file a complaint with the BC Labour Relations Board, which may intervene and require the employer to negotiate properly.
• Bargaining in good faith includes discussing wages, working conditions, benefits, and other employment-related issues with the intent of reaching a mutually acceptable agreement. Failure to do so is a violation of the law.

2. Strikes Are a Last Resort

• Strikes are a last resort and typically only occur when negotiations have completely broken down and both parties are unable to reach an agreement. Unions do not want to go on strike unless absolutely necessary, and most labor disputes are resolved through negotiation or mediation.
• Before any strike can occur, there are multiple steps that must take place:
  • Bargaining Process: Both sides meet and attempt to negotiate the terms of the collective agreement.
  • Mediation: If negotiations stall, the BC Labour Relations Board or a mediator may step in to help the parties reach an agreement.
  • Strike Vote: Workers must vote in favor of striking. A strike can’t happen unless a majority of union members support it.

3. Avoiding Strikes with Mediation and Arbitration

• If negotiations break down, mediation is often the next step. A neutral third party (mediator) can be brought in to help facilitate communication and find common ground between the union and the employer. Mediators work to avoid strikes by helping both sides reach a compromise.
• In some cases, the union and employer may agree to arbitration, where a neutral arbitrator listens to both sides and makes a binding decision. Arbitration can prevent the need for a strike while still ensuring a fair outcome.

4. Employer Lockouts vs. Strikes

• Sometimes, instead of workers striking, an employer may attempt a lockout. This is when the employer closes the business or prevents employees from working to pressure the union into accepting its terms. However, just as with strikes, lockouts are heavily regulated by labor laws, and employers cannot use them without following proper legal procedures.
• Lockouts are relatively rare because they are disruptive to the employer’s operations and can damage the company’s reputation, especially if the public perceives the employer as being unreasonable.

5. Union Strike Funds and Financial Support

• If a strike becomes unavoidable, union strike funds are designed to help support workers financially while they are not receiving regular pay. The United Steelworkers, for example, have a strike fund that helps workers cover basic expenses during a strike.
• The goal is to make sure that workers are not left without resources if a strike occurs, giving them the power to stand firm until a fair agreement is reached.

6. Most Negotiations Do Not End in Strikes

• The majority of labor negotiations do not lead to strikes. Unions and employers often reach agreements through bargaining without needing to resort to strikes. When both parties are committed to negotiating in good faith, a compromise is usually found.
• In British Columbia, only a small percentage of collective bargaining efforts result in strikes or lockouts. Most disputes are resolved through dialogue, mediation, or arbitration.

7. If a Strike Does Happen, It’s a Strategic Tool

• A strike is not an inevitability, but it is a tool that workers can use to increase pressure on the employer. Strikes send a strong message that workers are united and willing to take action to demand fair treatment. The goal is to force the employer back to the bargaining table with a stronger offer, not to cause prolonged conflict.
• However, strikes are not undertaken lightly. Workers and unions weigh the potential costs and benefits before deciding to strike, and it’s typically seen as a last resort after all other options have been exhausted.

8. Union’s Goal is a Fair Agreement, Not a Strike

• Unions don’t want to strike; their goal is to secure a fair contract through negotiation. Strikes are costly for both sides, and unions prefer to reach a deal without disrupting workers’ livelihoods. A strike is only considered when negotiations have broken down, and the union feels it’s the only way to push the employer to offer better terms.

Conclusion:

While the concern that the company will “force workers out on strike” is understandable, employers are legally required to bargain in good faith, and there are many steps before a strike becomes necessary. Strikes are a last resort, and unions aim to avoid them whenever possible by using mediation, arbitration, and negotiation to reach a fair agreement. If the company refuses to negotiate fairly, the union can seek legal recourse to ensure they comply with their obligations. Strikes are not inevitable, and in most cases, disputes are resolved without the need for one.

Myth: Unions are outside, special-interest groups.

Fact: Unions are not outside, special-interest groups—they are organizations formed and run by workers for workers. The goal of a union is to represent the collective interests of its members, advocating for fair wages, better working conditions, job security, and other benefits. Here are some key points to clarify this misconception:

1. Unions Are Worker-Driven

• Unions are composed of employees who voluntarily join together to have a collective voice in their workplace. Union leaders are typically workers themselves, elected by their fellow employees to represent their interests in negotiations with employers.

2. Unions Work for Their Members

• A union’s primary purpose is to serve the needs of the workers it represents. Its leadership is accountable to the membership, and the union’s agenda is set through democratic processes, where workers vote on their priorities and strategies, such as collective bargaining agreements or strike actions.

3. Collective Bargaining Power

• Unions exist to balance the power between workers and employers. Without a union, individual workers often have little influence over workplace decisions, especially in large companies. By uniting, workers can negotiate as a group, giving them more leverage to improve wages, benefits, and working conditions.

4. Unions Represent Workers Across All Sectors

• Unions represent employees in various industries and sectors, including manufacturing, healthcare, education, and public service. They advocate for working people, not external or special interests. Union priorities are directly related to the issues affecting the workers they represent, such as pay, safety standards, and job protections.

5. Union Dues Are Invested Back into Workers

• Unions are funded by member dues, which are used to support activities that benefit the workers, such as legal representation, organizing efforts, and negotiations with employers. This money is not spent on outside interests but is reinvested in the union’s mission to improve conditions for its members.

6. Unions Have Legal Protections and Rights

• Under Canadian law, including in British Columbia, workers have the legal right to form unions, engage in collective bargaining, and take part in union activities. Unions are legally recognized entities, and their activities are aimed at ensuring compliance with labor laws and promoting the interests of the workers they represent.

7. Unions Help Improve Industry Standards

• By advocating for better wages, benefits, and working conditions, unions often help raise standards across entire industries. When unionized workplaces secure better terms, it can lead to improvements even in non-unionized workplaces as employers strive to remain competitive.

Unions are not “outsiders”; they are integral to the workplace and exist to protect and promote the rights of the workers themselves. Their focus is on issues that directly affect their members, making them a powerful tool for worker empowerment and fairness.

Myth: Unions mean more conflict in the workplace.

The idea that unions inherently create more conflict in the workplace is a common misconception. While it’s true that unions engage in negotiations with employers, their role is primarily focused on resolving conflict, improving communication, and creating fairer, more stable working environments. Here’s a breakdown of how unions can actually reduce workplace conflict and promote harmony:

1. Structured Conflict Resolution

• Unions provide a clear and formal process for addressing disputes between workers and management, known as a grievance procedure. This helps resolve issues like unfair treatment, safety concerns, or contract violations without needing to resort to more disruptive measures.
• Without a union, employees may feel they have no recourse if they face unfair conditions, leading to frustration and unproductive confrontations with management.

2. Improved Communication

• Unions act as a bridge between employees and management, facilitating better communication. By having a union representative involved in discussions, employees can voice concerns in an organized and constructive manner. This can prevent misunderstandings and ensure that both sides are heard and respected.
• When issues are raised through the union, they can be addressed proactively, often before they escalate into bigger problems.

3. Fairness and Transparency

• Unionized workplaces often operate with more transparency and fairness in terms of wages, promotions, and working conditions. This reduces potential conflict caused by favoritism, discrimination, or inconsistent policies. Workers are more likely to feel satisfied and less likely to feel they are being treated unfairly.

4. Collective Bargaining Prevents Disputes

• Collective bargaining allows unions and employers to negotiate and agree on terms for wages, benefits, hours, and other working conditions. These agreements create stability and predictability for both sides. When expectations are clear and formalized in a contract, it reduces the potential for disputes and ensures both parties are committed to honoring the terms.

5. Conflict Can Be a Healthy Part of Negotiation

• While conflict may arise during the bargaining process, it is often a normal and necessary part of reaching a fair agreement. Unions help manage this process in a professional and controlled manner to ensure negotiations are fair and productive.
• Disagreements during negotiations are usually temporary and are part of the effort to ensure that workers are treated fairly. The outcome is often a more stable and harmonious workplace in the long run.

6. Protection from Arbitrary Decisions

• Unions help prevent arbitrary or unfair decisions by employers, which can often be a source of workplace conflict. For instance, if management decides to reduce wages, increase workloads, or terminate employees without just cause, unions can step in to challenge these actions. This creates a workplace where rules and policies are applied consistently and fairly.

7. Employee Empowerment and Satisfaction

• Unionized workers often feel more empowered and valued because they have a say in their working conditions and the support of their union. This can lead to increased job satisfaction and morale, reducing the likelihood of internal conflict among employees or between employees and management.

8. Union Action as a Last Resort

• While strikes and other union actions can create visible conflict, these are usually last-resort measures when negotiations have failed or employers refuse to compromise on key issues. Strikes are rare compared to the many other ways unions resolve disputes through negotiation, mediation, or arbitration.
• In many cases, the threat of a strike itself pushes both sides to reach a compromise and avoid conflict altogether.

9. Focus on Health and Safety

• Unions are often proactive in ensuring workplaces are safe and healthy, which reduces conflicts over unsafe working conditions or accidents. Unionized workplaces tend to have better safety standards, and unions ensure that these standards are consistently enforced, helping to avoid conflict over workplace hazards.

Conclusion:

Unions don’t create conflict for the sake of conflict. Instead, they exist to mitigate, manage, and resolve conflicts in a structured way that ensures fairness for workers. By giving workers a voice and providing clear mechanisms for addressing issues, unions often prevent small problems from escalating into larger disputes. In the long run, unionized workplaces tend to be more stable, transparent, and fair, reducing the likelihood of ongoing conflict.

Myth: Companies close due to unions.

The claim that companies close solely because of unions is largely a misconception. While it’s true that some companies have faced challenges with unionized workforces, most businesses do not close as a direct result of unionization. In fact, unions often work to make businesses more sustainable by improving employee morale, retention, safety, and productivity. Here’s a detailed breakdown of why unions aren’t typically the reason companies shut down:

1. Unions Promote Long-Term Stability

• Unions aim to improve working conditions, wages, and benefits for employees, which can actually lead to a more stable and productive workforce. When employees feel secure and fairly compensated, they tend to be more loyal, motivated, and productive, reducing turnover and absenteeism—factors that contribute positively to a company’s long-term success.

2. Collaboration, Not Conflict

• In many cases, unions and management collaborate to reach agreements that balance employee needs with the company’s ability to remain competitive. Through collective bargaining, unions can negotiate in ways that allow companies to adapt to economic conditions without harming workers.
• Unions also help resolve disputes in a structured way, preventing small issues from escalating and causing operational disruptions.

3. Financial Mismanagement or Market Forces Are the Real Culprits

• Companies that close typically do so due to financial mismanagement, poor business strategies, market conditions, or competition, rather than because of union activity. If a company is struggling to remain profitable or competitive, it’s often due to factors like:
  • Changes in market demand or consumer preferences
  • Inefficient management or high executive compensation
  • Inability to innovate or adapt to new technologies
  • External economic forces like recessions or trade policies
• In these cases, even non-unionized companies can fail for similar reasons.

4. Unionized Companies Can Thrive

• Many large, successful companies in various industries are unionized and continue to operate profitably. Examples include:
  • Automotive Industry: Companies like Ford, General Motors, and Fiat Chrysler have long histories of working with unions like the United Auto Workers (UAW).
  • Aerospace: Boeing, a major player in the aerospace industry, works with unionized employees represented by the International Association of Machinists (IAM).
  • Public Sector: Government services, healthcare providers, and education systems often have unionized workforces and continue to provide essential services effectively.
• These companies have found ways to work constructively with unions and continue to thrive while maintaining a satisfied and secure workforce.

5. Unions Don’t Want to Harm Businesses

• Unions have a vested interest in the survival of the companies where their members work. A union cannot exist without employees, so unions are usually focused on keeping businesses successful while ensuring fair treatment for workers. They often negotiate agreements that balance worker needs with the company’s ability to remain competitive.

6. Unions Can Improve Safety and Efficiency

• Unions often push for improved workplace safety and training, which can lead to fewer accidents, injuries, and lost workdays—benefiting both employees and the company. Higher safety standards and better working conditions can improve efficiency and productivity, positively affecting the company’s bottom line.

7. Economic Adjustments and Flexibility

• During tough economic times, unions may agree to temporary wage freezes, benefit adjustments, or other concessions to help a company weather financial challenges. Many unions and companies negotiate flexible contracts that reflect current economic realities, ensuring that the business can remain competitive without sacrificing worker protections.

8. Strikes Are Rare and Last-Resort Measures

• While strikes can disrupt business operations, they are relatively rare and typically occur only after extensive negotiations have failed. Even then, the decision to strike involves careful consideration by workers, and unions often use the possibility of strikes as a last-resort measure.
• In many cases, the threat of a strike leads to better negotiations and compromises, preventing long-term damage to the business.

9. Myth of Union Blame

• Sometimes, companies that are struggling financially or facing closure may blame unions to deflect attention from their own poor management decisions or other market factors. This narrative can be used to shift the focus away from internal business failures.

Conclusion:

While unions do push for better conditions, wages, and benefits, they do not typically cause businesses to fail. Companies close for a variety of reasons—primarily economic factors, poor management, or competitive pressures. Many successful companies have found ways to collaborate with unions, creating stable and productive environments where both workers and the business benefit. The presence of a union is more likely to help improve workplace stability than to cause a business to shut down.

Myth: Unions just want workers’ dues.
he idea that unions “just want workers’ dues” is a misconception. While union dues are an essential part of funding a union’s operations, the purpose of those dues is to support the union’s ability to advocate for and protect the rights of workers. Here’s a more accurate explanation of how unions use dues and what they provide in return:

1. Dues Fund Essential Union Activities

• Collective Bargaining: A major function of a union is to negotiate collective agreements on behalf of workers. This involves negotiating wages, benefits, working conditions, job security, and more. Union dues help cover the cost of negotiations, which can be a complex and lengthy process that often involves legal and financial expertise.
• Legal Representation: Dues help pay for legal support and representation in case of disputes between workers and employers. If a worker is unfairly disciplined, terminated, or faces issues like discrimination or harassment, the union provides representation at no additional cost.
• Grievance Handling: Unions provide a structured grievance process to resolve workplace conflicts. Union representatives work on behalf of employees to ensure that their concerns are addressed fairly and according to the collective agreement. The cost of running and staffing this process is covered by union dues.
• Health and Safety Advocacy: Unions play a critical role in ensuring that workplaces are safe. They push for better safety standards, training, and regulations that can prevent accidents and injuries. This advocacy is supported by union dues, but it leads to safer working conditions for all employees.

2. Democratic Control Over Union Finances

• Unions are democratic organizations, meaning members have a say in how the union operates and how their dues are spent. Workers vote on union leadership and key decisions, including how to allocate resources. This ensures transparency and accountability when it comes to the use of union dues.

3. Dues Lead to Tangible Benefits

• Higher Wages and Benefits: Unionized workers generally earn higher wages and receive better benefits than their non-unionized counterparts. Studies consistently show that unionized employees have stronger job protections, better healthcare, retirement plans, and more paid leave. These improvements often far exceed the cost of union dues.
• Job Security: Unionized workers enjoy stronger protections against arbitrary termination or disciplinary actions. The union ensures that workers cannot be fired or penalized without just cause, providing greater job security. This peace of mind is part of what workers gain in return for their dues.
• Pension and Retirement Plans: Unions often negotiate robust pension and retirement plans that provide financial security after workers retire. These plans are generally more reliable and substantial than those in non-union workplaces.

4. Protection from Employer Abuse

• Without a union, workers may have little recourse if they are treated unfairly, face unsafe conditions, or are denied wages or benefits. Unions ensure that there are formal processes in place to protect workers from exploitation. This advocacy is funded by union dues.

5. Support in Times of Need

• Union dues often fund emergency support services for workers, such as strike funds or hardship funds. In the rare event of a strike, union members can receive financial assistance to help them get through the period without income. Dues also help workers in situations of layoffs or emergencies by providing access to financial aid, legal help, and other resources.

6. Unions Do Not Profit from Dues

• Unlike a business or a for-profit organization, unions are non-profit entities. Their goal is not to make money but to provide services that benefit their members. Union officers and staff are compensated, but their pay is typically modest, and their role is to serve the best interests of the workers.

7. Unions Increase Workplace Equality

• Unions help reduce wage gaps and promote fairness in the workplace. They negotiate on behalf of all workers, ensuring that pay is based on experience and qualifications, rather than favoritism or discrimination. This benefits all members, regardless of background, and promotes a more equitable work environment.

8. Long-Term Investments in Worker Rights

• Union dues help fund efforts to improve labor laws and protect worker rights on a larger scale. Unions often advocate for better regulations, such as improved safety standards, minimum wage increases, and stronger worker protections. These efforts benefit not only union members but workers across entire industries or regions.

Conclusion:

While union dues are necessary to support the operations of a union, the idea that unions “just want workers’ dues” ignores the significant value unions provide in return. Unions use dues to secure better wages, benefits, and working conditions, protect workers from unfair treatment, and ensure long-term job security. Members have a democratic say in how their dues are spent, and the overall return on investment in terms of workplace rights and protections far outweighs the cost.

Myth: Unions used to be effective, but they’re not anymore.
Idea that unions were effective in the past but are no longer relevant or impactful today is a misconception. While the nature of work and labor relations has changed over time, unions remain highly effective in many ways. They continue to provide substantial benefits for workers, influence workplace standards, and advocate for broader societal change. Here’s why unions are still effective today:

1. Higher Wages and Benefits

Unionized workers earn more on average than non-unionized workers. According to studies, unionized employees in Canada and other countries consistently receive higher wages, better health benefits, more paid leave, and stronger retirement plans compared to their non-union counterparts.

Unions are effective in negotiating collective agreements that ensure fair wages and benefits, making them an essential tool for maintaining and improving compensation in various industries.

2. Job Security and Worker Protections

Job security is one of the most significant benefits unions provide. In non-unionized environments, workers may face arbitrary termination, layoffs, or unfair disciplinary actions without recourse. Unions ensure that workers are protected from these risks by negotiating clear processes for discipline and termination that require just cause.

Unions also enforce worker rights, making sure employers adhere to labor laws and contracts, providing workers with a formal grievance process and legal representation when disputes arise.

3. Improved Workplace Health and Safety

Unions are often the driving force behind improvements in workplace health and safety standards. They ensure that employers follow safety regulations, provide necessary training, and maintain safe working conditions. This is particularly important in industries like construction, manufacturing, and mining, where workplace injuries are more common.

Unionized workplaces tend to have better safety records, and unions continue to advocate for stronger protections in industries where workers are at risk.

4. Strength in Collective Bargaining

Collective bargaining is a key advantage unions offer. By negotiating as a group, workers have far more leverage to secure favorable terms in their employment contracts. Whether it’s fighting for wage increases, better benefits, or improved working conditions, unions have the power to secure stronger agreements than individual workers could on their own.

This ability to negotiate is just as relevant today as it was in the past. In fact, as companies grow larger and more globalized, the need for a collective voice to counterbalance corporate power is even more important.

5. Protection from Economic Inequality

In today’s economy, income inequality is a growing concern. Unions play a crucial role in narrowing the wage gap by ensuring that workers receive fair pay relative to corporate profits and executive compensation. Unionized workers are less likely to experience wage stagnation or be subjected to wage cuts during economic downturns.

By advocating for fair pay and benefits, unions help ensure that workers receive their share of the profits they help create, thereby reducing economic inequality.

6. Adapting to Modern Work Challenges

Unions are not stuck in the past—they have adapted to modern challenges. Many unions now represent workers in sectors like healthcare, education, technology, and the gig economy. For example, unions are organizing rideshare drivers, delivery workers, and other gig economy employees, helping to secure rights and protections for workers in non-traditional roles.

As industries evolve, unions are adapting to ensure that new types of work and emerging sectors still provide fair pay, benefits, and working conditions.

7. Fighting for Broader Social and Economic Justice

Unions continue to fight for broader social and economic justice issues that impact all workers, not just union members. This includes advocating for higher minimum wages, stronger workplace safety laws, paid family leave, and fairer labor policies. These efforts benefit both unionized and non-unionized workers.

In many cases, unions are at the forefront of movements for gender pay equity, racial equality in the workplace, and improving labor rights for marginalized groups.

8. Political Influence and Advocacy

Unions remain effective by advocating for pro-worker policies at the local, provincial, and national levels. They lobby governments to pass laws that protect workers’ rights, such as improvements to health and safety standards, anti-discrimination policies, and more robust labor protections.

In British Columbia and across Canada, unions have successfully influenced legislation that benefits workers, showing that they continue to play an important role in shaping labor policy.

9. Collective Action is Still Relevant

The power of collective action is just as important today as it was in the past. When workers join together to stand up for their rights, they have far more bargaining power than if they negotiate individually. Strikes and protests remain effective ways for workers to push back against unfair treatment and force employers to negotiate in good faith.

Unions remain a strong counterbalance to corporate power, ensuring that workers’ voices are heard in an increasingly competitive and profit-driven world.

10. Long-Term Protection

While some workers may feel comfortable with their current wages and conditions, the security of a union contract ensures that these benefits are protected in the long term. Without a union, employers could cut wages, reduce benefits, or impose unfavorable working conditions without having to negotiate or get workers’ consent.

Unions provide stability and long-term protection against arbitrary changes to employment terms, ensuring that workers are not at the mercy of economic downturns or management decisions.

Conclusion:

Unions are just as effective and relevant today as they have ever been. They continue to improve wages, benefits, working conditions, and job security for their members, while also advocating for broader social and economic justice. As industries and workplaces evolve, unions have adapted to new challenges and remain a powerful force in ensuring fairness, safety, and worker rights in both traditional and modern workplaces. Far from being obsolete, unions are an essential part of creating a more equitable and fair working world today.

Myth: Unions force workers out on strike often.
Fact: Workers in USW and most other unions vote whether or not to strike. Ninety-nine percent of USW contract negotiations are settled without a strike. No one ever wants a strike.