Developing Bargaining Proposalsat Your Bargaining Unit

Tips Sheet

It is important that all Bargaining Units prepare and use a member priority-setting vehicle. This is necessary to guide the work of the Negotiating Team throughout the bargaining process and to determine clear membership priorities. This will be essential in explaining to membership why the team is able to achieve some areas and why not in others.

In all cases it is important to remember to keep the members of the Bargaining Unit informed throughout the bargaining process (see Tip sheet on Communication – Negotiations).

To assist you in determining your bargaining issues, Bargaining Units are expected to exercise leadership by:

  • Exploring with your committee and LRO whether or not to hold a modified negotiations workshop; discuss the matter with your Local Coordinator because of the financial implications.
  • Discussing any funding issues with your Local Executive.
  • Reviewing the Bargaining Unit Accountabilities for Negotiations and Service Delivery Guidelines with your committee.
  • Reviewing problem areas arising during the last agreement. E.g. grievances, issues from Association-Agency or Union management meetings, professional responsibility complaints.
  • When setting bargaining dates, be aware of dates important for Bargaining Unit/Local leadership, such as Area Coordinator Conferences (ACCs), Provincial Coordinator Meetings (PCMs), Biennial, and Canadian Federation of Nurses Unions (CFNU) and Canadian Labour Congress (CLC) dates. Notify your LRO so bargaining dates do not conflict.
  • Review sector specific Have a Say results with your LRO.

Bargaining Unit Accountabilities

  • Consult membership regarding problem areas and potential new proposals.
  • Consult Unit Representatives regarding problem areas and potential new proposals.
  • May want localized “have a say” questionnaire specific to Local collective agreement, if participating in a central process.(For example: survey monkey, hard copy questionnaire)
  • Review recommendations/concerns from Bargaining Unit leaders/committee leads (e.g., grievance, arbitrations, labour management, health and safety, human rights and equity, professional development, Unit Reps, work accommodation, benefit resource lead).This is important to provide demonstrated need for changes.
  • Review provincial trends and direction.
  • One-to-one communication with members.
  • After reviewing the above feedback, provide LRO a list of issues for potential proposal development.
  • Bargaining unit negotiating committee will review proposals developed by LRO based on the team’s issues and feedback.
  • If a participant in a central process: in conjunction with LRO, review and maintain time lines for “vetting” of proposals, negotiations, conciliation, preparation for interest arbitration, hearing dates .

If a Bargaining Unit has the right to strike, which most community, home care provider, public health, industry and clinic Bargaining Units do and is proceeding to conciliation and mediation, it is important to meet before and conduct a straw strike vote of members to provide guidance to the Negotiating Team as to whether or not they can settle.

References

  • Service Delivery Guidelines - Negotiations
  • Policies 17.1 & 17.3
  • Job Action Manual
  • Bargaining Unit Accountabilities
  • Hospital local issues collective agreement prototype
  • Tip sheet on Communication – Negotiations

MBS009_20120320_TipsSheetDeveloping Bargaining Proposals