TEAM-IFPTE Local 1612013 Collective Bargaining

January 14 - BrandonJanuary 16 - Winnipeg (Masonic Temple) January 17 - Winnipeg (Fairmont Hotel)

Agenda

Welcome Our Proposals The Process Achieving a Deal Q&A

TEAM Constitution

2.1 The purpose of TEAM is to promote the interests of and to advance the social and economic welfare of its members.

2.2 …negotiate on such matters as compensation, conditions of work, benefits and/or any other workplace and/or compensation related problem or issue that may exist or arise.

Proposal Development

Bargaining Committee establishes general collective bargaining objectives.

TEAM Board approves bargaining objectives.

Bargaining Committee, Labour Relations Officer and Legal Counsel (where necessary) develop detailed proposals.

Our Proposals

Four broad categories: Compensation Benefits Working Conditions Other Problems and Issues

Compensation

General Wage Increase.

Wage Structure Adjustments.

Criteria for placement on Salary Schedule “D”.

Significant changes to Variable Pay Plan.

Sales Bonus/Commission Plans.

Compensation

Address the pressures to work additional hours without compensation.

Reinstate double-time for all overtime hours.

Negotiate language pertaining to call-out and Duty Manager provisions to better reflect modern methods of remote working.

Benefits

Implement a Vision Care/Health Spending Account.

Increase and renew the Company’s contribution to the Blue Cross Health Care Plan.

Improve the Employee Share Ownership Plan.

Working Conditions

Provide for a Compressed Work Week to meet needs of changing workforce.

Add the Canada Labour Code definition of the maximum work week.

Problems and Issues

Provide TEAM members with current and accessible job descriptions.

Improve the "Letter of Understanding: Job Evaluation" to provide accessible job evaluation information.

Have MTS, not TEAM, pay the wages and benefits of a member attending an arbitration hearing.

Problems and Issues

Include an expedited arbitration procedure, including single arbitrator option.

Prohibit non-TEAM Bargaining Unit employees from performing Bargaining Unit work unless explicitly provided for.

Limit “Appendix A” to employees exempted by the Canada Labour Code and amend the process.

The Bargaining Process

Any rules?

Bargain in Good Faith and Make Reasonable Efforts to Reach a Collective Agreement.

Who Bargains For TEAM?

The Negotiating Committee:

Chaired by President Misty Hughes-Newman

Labour Relations Officer: Chief Negotiator Additional committee members approved

by the Board: Ed Maxwell (Treasurer) Mike Taylor (Board Member) Erin Spencer (Labour Relations Analyst)

Negotiation Stages

1st Stage: Discussion

2nd Stage: Debate/Negotiate/Problem Solve

3rd Stage: Escalation

3rd Stage - Escalation

MTS threatens to terminate Collective Agreement or Lock Out if no deal.

What Actions Can We Take?

“Combined withdrawal of labour” is a strike.

“Strike” covers more than walking a picket line!

Members vote to strike to send a clear message.

“Withdrawing One’s Labour”

Refusing to work more than the normal working day without overtime.

Refusing to answer pages, e-mails, etc outside of the normal working day unless assigned as Duty Manager.

Taking lunch and breaks instead of working through them.

The most importantbargaining tool is the

threat or use of strike

When Can We Strike?

1. A secret ballot vote among employees in the Bargaining Unit.

2. Approval by a majority of employees who vote.

3. 72 hours notice to MTS of ‘strike’.

TEAM may declare or authorize a strike ONLY after:

Who Decides on the Settlement?

Negotiating Committee has the authority to reach settlement with MTS.

Subject to ratification by the general membership.

Ratification of Settlement

Prior to signing of a Collective Agreement, TEAM Board calls for information meetings to present negotiated settlement.

Voting held following the meetings.

Ratification by a simple majority of votes cast.

Get Involved

Will you help?

Q&A

204-984-9470team@teamunion.mb.ca

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