Latest News

Enthusiastic speakers and participation at labour rights conference

International conference on labour rights underway in Toronto

 Toronto (27 March 2013) – More than 160 people are gathering in Toronto this week to discuss the critical role labour rights and unions play in reducing income inequality, advancing democracy, and promoting the social well-being of all Canadians.The three-day conference, "Labour Rights and Their Impact on Democracy, Economic Equality and Social Justice," is organized by the Canadian Foundation for Labour Rights (CFLR) and sponsored by the National Union of Public and General Employees (NUPGE), the United Food and Commercial Workers Union (UFCW Canada) and the Canadian Teachers' Federation (CTF).The conference got underway on Tuesday night with an engaging keynote speech by acclaimed U.K. author and social epidemiologist Richard Wilkinson. He is Professor Emeritus of Social Epidemiology at University of Nottingham, Honorary Professor of Epidemiology and Public Health at University College London and Visiting Professor at University of York. He is the co-author of the award-winning book, The Spirit Level.Wilkinson presented research which shows that income inequality is a serious and growing problem in Canada and around the world. As societies become more unequal, there are a range of economic, social, health and political problems that get a lot worse, according to the statistical evidence presented by Wilkinson.The effects of large income inequality show up in poorer economic performance, more social divisions, increased environmental damage, weaker democracy, lower life expectancy, higher infant mortality, more cases of mental illness and addiction and lower math and literacy scores.Wilkinson’s research also shows that the negative consequences of income inequality are not confined to the poor but extend to all social classes.“Income inequality is a general social pollutant that affects everyone in the society,” said Wilkinson. “On the flip-side, everyone in society benefits from greater equality.”Wilkinson highlighted a number of causes and solutions for income inequality, including improving social programs and making taxation progressive again. He emphasized that stronger trade unions are an essential remedy for the problem of growing income inequality.“Strong labour laws and higher unionization rates reduce income inequality by raising wages for all workers and ensuring more workers receive a higher proportion of national income,” said Wilkinson. “Countries with higher union density are more equal and social, economic and environmental sustainability depends on greater equality.“Strong unions are also important because they provide a voice in the media, they represent the 99%, and raise issues like income inequality,” added Wilkinson.Other speakers at the conference will include Canadian and international human rights advocates, labour leaders, progressive labour relations academics, and labour lawyers recognized for their work on issues related to the conference.“Income inequality is the canary in the coal mine,” said James Clancy, NUPGE National President and CFLR board member. “The evidence presented by Richard Wilkinson shows that the income inequality gap is the most powerful indicator of how well an economy, society and democracy will perform. The link between unionization rates and income inequality is clear. We encourage the federal and provincial governments to strengthen labour rights as an important way to reduce income inequality.”

New Brunswick Union welcomes new casual members

Significant progress after more than seven years since a legal challenge was filed.  Fredericton (18 Oct. 2012) - The New Brunswick Union (NBU/NUPGE) has reached agreement with the Provincial Government (GNB) on several memoranda relating to a number of employees who were previously excluded from membership in NBU’s Part I bargaining units. These employees, commonly referred to as “casuals” and not employed for six continuous months, were not considered “employees” under the Public Service Labour Relations Act (PSLRA), and therefore were ineligible for union membership, until June, 2010. In September of 2005, NBU/NUPGE, the Canadian Union of Public Employees (CUPE) and the International Brotherhood of Electrical Workers (IBEW) came together and took GNB to court, challenging the constitutionality of the PSLRA’s exclusion of casuals. The New Brunswick Court of Queen’s Bench agreed with the Unions and, on June 17, 2009, issued a ruling that the exclusion of casuals from union membership violated the right to freedom of association in section 2(d) of the Canadian Charter of Rights and Freedoms. The Court gave GNB one year to bring the PSLRA into compliance with the Charter. GNB responded by enacting bill 35, An Act to amend the Public Service Labour Relations Act, on June 17, 2010. The bill removed the stipulation that a casual had to work for six continuous months in order to be an “employee”. The bill also set out a process for how unions could initially negotiate with GNB on behalf of the casuals, with the resulting agreements to become part of the relevant existing collective agreements. In future rounds of collective bargaining, it will be up to the parties to negotiate the terms and conditions of employment for casuals as part of the regular bargaining process. The initial Memoranda of Agreement for casuals includes the following benefits: For casuals who work on a seasonal basis, recall for future seasonal work will be done on the basis of seniority, subject to that employee having performed the work satisfactorily in the past; A guarantee of either 80% of the minimum rate payable in the collective agreement for the relevant classification, or whatever was being paid prior to September 13, 2012 (whichever is greater); Vacation pay of 4% (or 6% for those with eight or more years of continuous service) per the Employment Standards Act; Pay for public holidays per the Employment Standards Act; The right to file a grievance (and be represented by NBU/NUPGE) on any of these matters; and In addition to those benefits, as members of NBU/NUPGE casuals can get Union representation on matters arising from any rights under the Employment Standards Act or Human Rights Act. As long as the alleged violation of any of those legislated rights arises from her or his employment relationship with GNB, the Union can file a grievance regarding the alleged violation directly with the employer on behalf of a casual. It’s been over seven years since the Casual Challenge was filed however NBU/NUPGE sees the ultimate goal as being able to build on and improve those rights in future rounds of collective bargaining, with casuals as full participants in the process. NBU/NUPGE is working to come to agreements for our members in the public school system, the hospitals and the community colleges, similar to those memoranda reached for our casual members in Part I. More information: NB Union wins at Court of Appeal NUPGE The National Union of Public and General Employees (NUPGE) is one of Canada's largest labour organizations with over 340,000 members. Our mission is to improve the lives of working families and to build a stronger Canada by ensuring our common wealth is used for the common good. NUPGE

OPSEU welcomes new members in health and university sectors

“Once again, health care workers have chosen OPSEU/NUPGE as the union that has the experience and innovation to best represent them in these changing times,” said OPSEU President Warren (Smokey) Thomas. Toronto (15 Oct. 2012) - The Ontario Public Service Employees Union (OPSEU/NUPGE) welcomes two new groups of workers into the union. The newest bargaining unit is at the Canadian Mental Health Association (CMHA), Ontario Division in Toronto. In a vote held on October 11, employees voted 83 per cent in favour of joining OPSEU/NUPGE. These new members provide policy, research and communications for all CMHA branches in Ontario. “Once again, health care workers have chosen OPSEU/NUPGE as the union that has the experience and innovation to best represent them in these changing times,” said OPSEU President Warren (Smokey) Thomas. “They are a solid addition to the union's Mental Health Division.” The second group, the Campus Police at the University of Western Ontario voted to join the union on September 21. These special constables provide enforcement and security for the university’s community members and guests. Members voted over 90 per cent to choose OPSEU/NUPGE as their new union, as a result of a merger of the University of Western Ontario Police Association (UWOPA) with OPSEU/NUPGE. Doug Rook, President of the Association, said that his members are very happy to now be a part of their new union. “The mere mention of OPSEU/NUPGE has moved the dynamics of our workplace in a positive direction,” Rook said. “There are still a lot of issues to be addressed and we're still striving for a safe and respectful workplace but we're confident these issues will be addressed and we look forward to even more improvements in the near future.” OPSEU President Warren (Smokey) Thomas welcomes our newest members of the union's Universities Sector. “We are proud to represent this group and will work with them to achieve a better working environment.” NUPGE The National Union of Public and General Employees (NUPGE) is one of Canada's largest labour organizations with over 340,000 members. Our mission is to improve the lives of working families and to build a stronger Canada by ensuring our common wealth is used for the common good. NUPGE