Management can:
- Tell employees what they think about a union, express their personal point of view, so long as the employer does not use threats, coercion, intimidation, promises or undue influence.
- Make a pitch for the company or organization and say how good the working conditions are.
- Increase benefits or start to hold monthly, weekly or daily meetings to solve problems.
- Resolve problems that have irritated people for years only minutes after an application notice has been received.
- Continue to pursue their organizational projects and growth plans as a business.
Management cannot:
- Ask whether you or someone you know has signed a membership application card or is thinking of signing a membership application card.
- Ask about union meetings, union activities or if you were involved in organizing the union.
- Discipline a union supporter for doing something employees who don’t support the union also do but get away with.
- Call someone into the office to talk about the union unless that person asks for a meeting.
- Promise wage increases or other benefits if employees reject the union or say they might lose benefits if they’re for the union.
- Tell you the organization will close down or be forced to lay people off because workers have chosen to unionize.
- Suggest management will refuse to deal with a union because the employees have chosen to unionize.
- Deny you accommodation or modified duties because the employees have chosen to unionize.
If you or your colleagues have experienced any negative behaviour or actions like those listed above from Team Leads, Senior Leadership, HR partners, or Executive Staff please document in as much detail as possible what the manager is doing and saying. Then reach out to CUPE National Representative, Brigitte Benoit at bbenoit@cupe.ca or 780.991.4528.
Every employee is free to join the trade union of their choice and to participate in its lawful activities. (Canada Labour Code, section 8(1))