• We provide exceptional professional representation to all of our members
  • Our staff representatives are highly experienced and will deal directly with  management on your behalf
  • Our Union Stewards, who are your co-workers and front line representatives in your workplace, are trained to assist you and are always there to help
  • Union Stewards are backed up 100% by your Business Representatives
  • Legal Representatives, Workers’ Compensation consultants, Pay Equity and Human Rights Specialists are also part of our integrated team of professionals
  • LiUNA Local 3000 provides all Registered Staff who need professional liability coverage with Malpractice Insurance, which is also included in your union dues
  • All employees pay only 1.4% of their gross monthly earnings in union dues
  • The minimum dues payment is $10/month or $5/bi-weekly pay period
  • If you don’t work, you don’t pay dues
  • No initiation fees
  • Union dues are 100% tax deductibles

“You’ll have to pay dues and fees you can’t afford.”

Improvements in wages and benefits that you win in a union contract will offset the dues you’ll pay.
 No one pays dues until after your union contract is negotiated, voted on and approved by the members in your unit. You will see the results first before paying any dues.

There are no “hidden costs”.  Any changes to the union’s maximum dues amount must be voted on and approved in accordance with the Union’s Constitution.

LiUNA Local 3000 does not have an initiation fee.

 

“The union will make you go on strike and you’ll lose everything.”

Unions negotiate the vast majority of their contracts without ever going on strike. Strikes, in fact, are rare.

Only workers themselves can decide to strike by a majority vote at your workplace. Union leaders or workers elsewhere can’t make that decision. Workers in long-term care facilities and hospitals cannot go on strike under labour legislation. Disputes are resolved through arbitration.

 

“You can lose the wages and benefits you have now and start from scratch.”

Once we file an application for certification, your current wages and benefits are protected and frozen until you negotiate something different.

You will decide what to ask for in your contract and whether to accept what’s offered to you. No one can trade away or reduce what you currently have without your approval. You have the opportunity to ratify your contract. Are you going to agree to a contract that gives you less than you already have?

 

“Union supporters will lose their jobs.”

The law protects workers in their efforts to form a union. LiUNA Local 3000 will aggressively defend the rights of any worker who is punished for union activity.

Provincial law protects your rights but the best defense is staying united with your co-workers. It’s true, there’s power in numbers.

 

“Just give us another chance.”

If your employer is really willing to make changes, they won’t be afraid to put those promises in a legally binding written contract.

If your employer has commit to changes just talking union, imagine the progress you can make when you win your vote and make it “official”

STEP ONE: Acquire Membership Cards

In Ontario, a union needs to provide evidence that at least 40% of the employees in the bargaining unit want to be represented by a union in order for the Labour Board to consider holding a secret ballot vote. Evidence of at

least 40% is determined by the number of signed LiUNA membership cards.

“Section 8 (2) If the Board determines that 40 per cent or more of the individuals in the bargaining unit proposed in the application for certification appear tobe members of the union at the time the application was led, the Board shall direct that a representation vote be taken among the individuals in the voting constituency.

 

STEP TWO: Application for Certification

Once your organizing committee or LiUNA Local 3000 representatives have collected at least 40% of the signed membership cards, LiUNA Local 3000 will submit this information with an application for certification. This information is strictly confidential! Your employer will never see this information. This

information is held between LiUNA Local 3000 and the Labour Relations Board only.

“Section 7 (13) The application for certification shall be accompanied by a list of the names of the union members in the proposed bargaining unit and evidence of their status as union members, but the trade union shall not give this information to the employer.9

 

STEP Three: Voting

At the discretion of the Labour Board, the representation vote shall be held within five days after LiUNA Local 3000 satisfies the minimum 40% of the signed membership cards requirement and submits its application for certification. In Alberta and Saskatchewan, the vote will be scheduled by the Labour Relations Board and may be more than five days later.

“Section 8 (5) Unless the Board directs otherwise, the representation vote shall be held within five days (excluding Saturdays, Sundays and holidays) after the day on which the application for certification is led with the Board.

 

Votes are by secret ballot:  All votes are conducted by a Labour Relations Officer. No one will ever know how you voted. “Section 8 (6): The representation vote shall be by ballots cast in such a manner that individuals expressing their choice cannot be identified with the choice made

 

STEP FOUR: Certification

After a successful vote, (50% plus one of the employees in the bargaining unit who vote), the Labour Relations Board will certify LiUNA Local 3000 as your bargaining agent under section 10 (1): “The Board shall certify a trade union as the bargaining agent of the employees in a bargaining unit that is determined by the Board to be appropriate for collective bargaining if more than 50 per cent of the ballots cast in the representation vote by the employees in the bargaining unit are cast in favour of the trade union.”

LiUNA Local 3000 will hold proposal meetings with the membership before negotiating your collective agreement. LiUNA Local 3000 will also send notice to your employer to negotiate under section 16: “Following certification or the voluntary recognition by the employer of the trade union as bargaining agent for the employees in the bargaining unit, the trade union shall give the employer written notice of its desire to bargain with a view to making a collective agreement”

Wages, scheduling, working conditions, grievance procedures, and job security are some of the issues that should be negotiated at the table. It is important to note, under section 17 of the Ontario Labour Relations Act, the employer cannot refuse to bargain with the LiUNA Local 3000 committee.

“The parties shall meet within 15 days from the giving of the notice or within such further period as the parties agree upon and they shall bargain in good faith and make every reasonable effort to make a collective agreement.”

Note: The legislation quoted is from the Ontario Labour Relations Act. However, there are similar provisions in Alberta and Saskatchewan.