NON-UNION
versus UNION
What is the
difference between...
|
...if your
workplace is non-union
|
... if
you join a union and have a contract.
|
|
. You
are an "employee at will."
Your employer can discipline or fire
you at any time for any reason; you have no recourse.
|
.
Discipline, up to and
including discharge, is subject to a grievance procedure and
binding arbitration, depending on the terms of your contract. |
| .
"Open door" policy
means the employer will listen to you...and then do whatever he or
she wants. |
.
Contract negotiations require both sides-labour and management-to
listen, and reach reasonable compromises acceptable to both sides. |
| . Employer
determines wages,
benefits and other terms and conditions of
work. If you're not satisfied, your only option is to get another
job. |
.Wages,
benefits and working conditions are negotiated. If you are not
satisfied, you can work for changes during contract negotiations. |
| . Wages,
benefits and other terms and conditions can
be changed by
the employer at any time. |
. Neither
labour nor management can make unilateral changes to a signed
contract. If modifications are necessary during the life of a
contract, both side must agree. |
| .
Hiring and promotion is up to the discretion
of the employer. |
. Hiring
and promotion is covered by contract. Seniority and other factors
can be written into the agreement. |
Surprised ?
Unless workers have a Union
contract, they are at the mercy of the Company policies. Most employment
handbooks are "guidelines only and ... not a contract of
employment" or that the terms of the handbook are subject to change
without notice.
Even under a company's
"open - door" policy, there is nothing to really make anyone
believe that the policy is meaningful. To the contrary, there is often a
powerful conflict of interest in these "open - door" policies
because workers are complaining about managements decisions to a board or
body that has been handpicked by management.
It's not surprising then that
workers without a union are often subject to arbitrariness and unfairness
on the job.
Workers without a contract are
considered "employees at will." That means that they can be
fired at any time and without reason, the only exception are termination
for discrimination, or union organizing.
In fact, when looking at laws
affecting workers, it's good to think of this: laws like the minimum wage,
worker's comp, Occupational Health & Safety Act and the Employment
Standards Act provide the bare minimum that applies to everyone. For
non-union workers however, the bare minimum becomes a ceiling - no one
promises rights any higher. For union workers, on the other hand, the bare
minimum is just the floor - they always bargain for rights and benefits
above the bare minimum set by law.
No surprise then that union
wages are better, union shops are safer and union jobs are more secure.
