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A |
|
Accomodation |
See duty to accomodate. |
|
Across-the-Board |
Change made to all pay rates or other conditions in a workplace or particular group. |
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Adjudication |
The equivalent of arbitration for workers covered by the Public Service Staff Relations Act; differs in that an adjudicator's decision has the weights of a court decision and the adjudicator is not bound by the terms of the collective agreement. |
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Affiliated Union |
A union that is a member of a group of unions; for example, UFCW Canada is an affiliated union of (or is affiliated to) the Canadian Labour Congress (CLC), also called an affiliate. |
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AFL-CIO |
Stands for the American Federation of Labor and Congress of Industrial Organizations. A Federation of craft, industrial and mixed-structure unions in the United Statesl the U.S. counterpart of the CLC. Also see the American Federation of Labor (AFL-CIO) Web site. |
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Arbitration |
A method of settling disputes through the intervention of a third party whose decision is final and binding - subject to judicial review. Such a third party can be either a single arbitrator or a board consisting of a Chair and one or more representatives. Arbitration can be used to settle grievances and is bound by the terms of the collective agreement. Voluntary arbtiration is agreed to by the parties without compulsion; compulsory arbitration is imposed by law. |
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Assessments |
Special charges levied by unions in addition to regular dues and per-capita taxes to meet particular financial needs. |
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Assistant Chief Steward |
See steward. |
|
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B |
|
Back Pay |
Payment due for past services. Amount is often the difference between money already received and a higher amount resulting from a change in wage rates; in the latter case, also called retroactive pay or retro. |
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Bargaining |
See collective bargaining. |
|
Bargaining Agent |
See collective bargaining agent. |
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Bargaining Unit |
See collective bargaining unit. |
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Basic Skills |
Those abilities often taken for granted in the adult polulation such as literacy and numeracy, which are necessary for workplace skills upgrading and improving one's quality of life. UFCW Basic Skills training enables members to obtain or upgrade skills in these areas. |
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Benefits |
See fringe benefits. |
|
Boycott |
Individual or public withdrawal of support for a specified product or service usually during a strike or lockout. The name derives from a campaign of organized ostracism in 19th century Ireland where tenant farmers collectively refused to negotiate with a landlord's agent named Charles Boycott. A sanctioned boycott is one that has been formally endorsed by a central labour body. |
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Business Agent or Representative |
See full-time Union Representative. |
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C |
|
Canadian Commercial Workers Industry Pension Plan |
CCWIPP - The independently jointly-trusteed pension plan to which the majority of UFCW members in Canada belong. CCWIPP provides a guaranteed monthly income to retired members based on their employer's contribution to the plan and their years of service. Rates are negotiated through collective agreements on a regular basis. There is no possibility of "over-funding" as sometimes occurs in employer-controlled plans; with CCWIPP, all return on investment is rolled into member benefits. Visit the CCWIPP Web site. |
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Canadian Commonwealth Federation (CCF) |
See New Democratic Party (NDP). |
|
Canadian Federation of Labour (CFL) |
A national labour body not affiliated with the Canadian Labour Congress (CLC), composed mainly of building trades unions. It formed in 1892 and its French name is Federation canadienne du travail (FCT). Its headquarters are in Ottawa. |
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Canadian Labour Congress (CLC) |
Canada's national labour body, founded in 1956, which represents the majority of organized labour in the country. It is also called Canada's House of Labour. Its French name is 'Congres du travail du Canada (CTC). The CLC provides a political direction and a democratic forum for affiliated unions and a constitutional structure to maintain order in the Canadian labour movement. Headquarters are in Ottawa. Visit the CLC Web site. |
|
Certification |
Official designation by a labour
relations board or similar body of
a union as bargaining agent, following proof
of majority support among employees in a bargaining
unit, through application and/or voting depending
upon jurisdiction; automatic certification
can also be awarded in the absence of such
proof in some instances where it has been
established to the board's satisfaction that
the employer has substantially interfered
in the right of workers to voluntarily organize. |
|
Check Off |
Clause in a collective agreement authorizing an employer to deduct union dues, and sometimes other assessments, and to transmit these funds to the union. In Canada, compulsory check off is the norm although in some circumstances a voluntary check off may exist. See also Rand formula. |
|
Chief Steward |
See steward. |
|
Classification Plan |
Job evaluation method based on comparison of jobs against money scale. |
|
CNTU |
See Confederation of National Trade Unions. |
|
COLA |
See Cost-of-living allowance. |
|
Collective Agreement |
A legal contract (agreement and contract can be used interchangeable) between one or more unions, acting as bargaining agent, and one or more employers specifying wages, hours, working conditions, fringe benefits, rights of workers and union and procedures for settling disputes and grievances. Also called a collective bargaining agreement; CBA; C/A. |
|
Collective Bargaining |
Method of determining wages, hours and other conditions of employment through direct negotiations between the union and employer. The ultimate goal of collective bargaining is a written contract covering all members of the collective bargaining unit.
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|
Collective Bargaining Agent |
Employees' representative at the collective bargaining table; usually the union certified by a labour relations board or similar body to act as the exclusive representative of all employees in a bargaining unit for the purpose of collectively bargaining, handling grievances, and operating and implementing the Collective Agreement.
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|
Collective Bargaining Unit |
Group of workers in a craft, department, plant, store, firm, industry, or occupation determined by a labour relations board or similar body as appropriate for representation by a union for the purpose of collective bargaining and covered by the resulting Collective Agreement.
|
|
Concilliation/Mediation |
A process that attempts to resolve labour disputes by compromise or voluntary agreement. In contrast to arbitration, the mediator, conciliator or conciliation board does not bring in a binding award and the parties are free to accept or to reject its recommendations. The conciliator is often a government official, while the mediator is usually an individual appointed by government as a last resort, sometimes even after the start of a strike.
|
|
Confederation of National Trade Unions (CNTU) |
English name of the Confederation des syndicats nationaux or CSN, a Quebec-based central labour body not affiliated to the CLC.
|
|
Consumer Price Index |
Statistics Canada's monthly statistical study that checks retail prices of selected consumer items in a representative group of cities. Strictly speaking, it is not a "cost-of-living" index, though it is often so-described. StatsCan currently releases two figures for the CPI, the first indexed to the year 1981 (1981=100), and the second indexed to 1986. The "1986=100" figure is more commonly in use for COLA calculations.
|
|
Contracting Out |
Employer practice of having work performed by an outside contractor instead of by regular employees in the unit. Not to be confused with subcontracting, which is the practice of a contractor delegating part of his work to a subcontractor.
|
|
Contract |
See Collective Agreement.
|
|
Contract Proposals |
Proposed changes to the Collective Agreement put forward by the union or the employer and subject to negotiations.
|
|
Cost-of-living allowance (COLA) |
Periodic pay increase negotiated into contract, based on changes in the Consumer Price Index, generally with a stated upper and lower limit.
|
|
Council |
An intermediate chartered body of the UFCW; typically an Industrial of Provincial Council. Industrial Councils are generally formed by a number of smaller Local Unions in the same or similar geographic and trade jurisdiction for the purpose of consolidating resources to provide full-time Union Representative(s). Provincial Councils generally include all Locals in their jurisdiction for the purpose of political action.
|
|
Craft Union |
Also called horizontal union or trade union, although the latter term is frequently used more loosely. A union that organizes on the principle of limiting membership to some specific craft or skill; for example, UFCW Local 633 meat department in Ontario is still considered a craft jurisdiction.
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|
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D |
|
Demotion |
Transferring an employee to a job with reduced pay, usually accompanied by a reduction in responsibilities and duties.
|
|
Defined Benefit Plan |
Pension or other benefit plan that pays out a specified amount based on a formula usually incorporating years of service. Differs from a money-purchase plan, which is more similar to a simple savings account. The Canadian Commercial Workers Industry Pension Plan (CCWIPP) is a defined benefit plan.
|
|
Disability Pensions |
See Workplace Safety & Insurance Board.
|
|
Disability Plan |
Contractual fringe benefit insurance providing indemnification, or compensation, for lost wages due to temporary or permanent disability; generally covering both occupational and non-occupational conditions, and both short-term disabilities (STDs) and long-term disabilities (LTDs), subject to definitions of a specific insurance plan. Distinct from workers' compensation.
|
|
Discipline Case |
A section of a collective bargaining agreement reserving management's right to penalize employees for misbehaviour.
|
|
Dovetailing |
Equitable integration of two or more seniority lists from different departments or bargaining units when merged into a single unit. See also super-seniority.
|
|
Dues |
Periodic payments by union members for the financial support of their union. Union dues are tax deductible.
|
|
Duty to Accomodate |
Also known as a worker's right of accommodation. Employer's obligation, sometimes statutory, to provide modified work or special equipment for employees no longer able to perform work for which they were originally hired due to occupational or non-occupational injury or other conditions, so long as not a pre-existing condition. See disability plan, and |
|
E |
|
Employer Rights |
See management rights.
|
|
Employment Equity |
System of establishing equal access to jobs for members of designated groups who experienced past hiring discrimination, such as aboriginal peoples, people with disabilities, members of racial minorities and women. The UFCW supports employment equity initiatives of employers and governments while at the same time ensuring that current members' seniority rights are protected.
|
|
English as a Second Language (ESL) |
Training for literacy in the English language for members whose first language is not English (training in French is provided in areas where French predominates). Part of the UFCW basic skills training.
|
|
Estoppel |
In law, the rule of evidence preventing a claim by one party to an agreement to the detriment of the second party when both parties through their conduct have demonstrated the circumstances to be otherwise. Often used by employers to prevent the union from making claims for retroactive benefits when neither party had previously asserted any such claim. Generally speaking, equitable estoppel applies to cases pertaining to written agreement, whereas promissory estoppel applies to cases of verbal commitment. See also past practice.
|
|
|
F |
|
Federation of Labour |
A provincial federation, chartered by the Canadian Labour Congress as a central labour body at the provincial level, grouping Local Unions and the Councils in a given province (often referred to simply as the Fed).
|
|
Fringe Benefits |
Non-wage benefits, such as paid vacations, pensions, health and welfare provisions, life insurance, etc., the cost of which is borne in whole or in part by the employer.
|
|
Full-time Union Representative |
The primary channel of communication between members and Stewards and the Local Union to which they belong. The full-time Union Representative is a carefully selected union professional specially trained in areas such as grievance-handling, negotiations and organizing. A good working relationship with your full-time Union Representative is vital to ensuring that you have expert advice in your dealings in the workplace and that your concerns are voiced to Local Union officers on a regular basis. Sometimes also called business agent, business rep, representative or staff rep. Your full-time Union Rep may be an employee of your Local, your Council, or even the National Office (National Rep).
|
|
|
G |
|
Grandfather Clause |
Provision allowing an existing circumstance or procedure to continue for designated employees or groups of employees even though contrary to new provisions; used in contract language changes as well as in constitutional or by-law conflicts between unions or Local Unions in the event of merger.
|
|
Grievance |
Complaint against management by one or more employees or their union concerning breach of the Collective Agreement.
|
|
|
H |
|
Harassment |
Unwanted attention or discrimination against an individual or group. Harassment can include touching or physical abuse, name-calling, threatening or other suggestive remarks, hate-mail, graffiti and even joke-telling and pranks. See also sexual harassment.
|
|
|
I |
|
Incentive Plan |
Method of pay that varies according to production. Pay may depend upon number of pieces or work completed by individual or groups of workers. Wages may be paid on a piece-rate basis or premium basis. Contracts guarantee incentive workers a minimum hourly rate.
|
|
Incurred Losses |
To experience or be subject to losses, i.e. debt, as a result of disability. Some collective agreements contain clauses that compensate workers for incurred losses resulting from short-term disability.
|
|
Indemnifciation or Indemnity Plan |
See disability plan.
|
|
Industrial Union |
Also called vertical union. A union that organizes on the principle of including all workers from one industry, regardless of their craft or whether they are skilled or unskilled. See also craft union.
|
|
Injuction |
Court order restraining an employer, union or individual from committing or engaging in certain acts; often abused by employers to restrict legitimate picketing or boycott activities during a strike.
|
|
International Confederation of Free Trade Unions (ICFTU) |
International union body formed in 1949, comprising a large number of national central labour bodies including the Canadian Labour Congress. Represents members in democratic nations around the world. Headquarters in Brussels, Belgium. ICFTU Web site.
|
|
International Labour Organization |
Tripartite agency of the United Nations with equal representation of labour, employers and government at all levels. Develops and promotes the International Labour Code, comprising conventions (international standards) and recommendations designed to improve working and living conditions worldwide. Headquarters in Geneva, Switzerland. ILO Web site.
|
|
International Union |
A union that has members in more than one country; usually in reference to unions with members in Canada and the United States.
|
|
International Union of Food, Agriculture, Hotel, Restaurant, Catering, Tobacco and Allied Workers' Association (IUF) |
International trade union federation to which UFCW is affiliated, composed of 163 unions in 97 countries, representing a combined membership of more than 2.5 million members. Based in Geneva, Switzerland. IUF Web site.
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|
|
J |
|
Job Analysis |
Investigation of duties and responsibilities of a job to determine its requirements in terms of human abilities and relationships, generally determined through interviews and questionnaires, normally preceding job description, compare also with job evaluation.
|
|
Job Description |
(1)Detailed explanation of job necessary to instruct a worker in her or his responsibilities or to evaluate the worker's performance. Also (2) part of job evaluation involving a review of the nature of the work, its relation to other jobs, the working conditions, the degree of responsibility and the other qualifications called for by the work; see also pay equity.
|
|
Job Evaluation |
System designed to create a hierarchy of jobs based on factors such as skill, responsibility, experience, effort and working conditions. Often used for the purpose of arriving at a rational system of wage differentials between jobs or classes of jobs; see pay equity.
|
|
Job Security |
Provision in a collective agreement protecting a worker's job, as in the event of the introduction of new work methods or technologies, or in providing transfer in the event of closure or downsizing; see also seniority.
|
|
Jointly-Trusteed |
Term used to describe structure of a pension or other member-benefit plan where control of the plan's assets rests ultimately with the plan and its members rather than with the employer or union and their respective trustees. For example, the Canadian Commercial Workers Industry Pension (CCWIPP) is funded by employer contributions, but the trustees of the plan are drawn from the employer and union ranks alike to ensure its independence.
|
|
Judicial Review |
Process where the court reviews a previous arbitration decision to determine whether that decision will be upheld.
|
|
Jurisdictional Dispute |
Dispute between two or more unions as to which one shall represent a group of employees in collective bargaining, or as to whose members shall perform a certain kind of work.
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|
|
K |
|
There are currently no items in this section. |
|
|
L |
|
Labour Council |
Organization composed of Local Unions in a given community or district; affiliated to provincial federation of labour sometimes called district labour council.
|
|
Labour Relations Board |
A board established under provincial or federal labour relations legislation to administer labour law, including certification of trade unions as bargaining agents, investigation of unfair labour practices and other functions prescribed by legislation. Sometimes called industrial relations board or council.
|
|
Labornet |
LaborNet was founded in 1991 to build a democratic communications network for the labour movement. LaborNet's founders believe that the new communication technology must be put to use to revitalize and rebuild the labour movement. LaborNets are now established in Canada, United Kindgom, Austria, Germany and Korea. LaborNet Web site.
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|
Language |
Actual detailed wording of a Collective Agreement, less formally, the subjects covered in a collective agreement, as in, "We have language to cover that."
|
|
Layoff |
Temporary, prolonged, or final separation from employment as a result of lack of work.
|
|
Leave of Absence |
Employer-approved absence for an employee for a specified period, ordinarily without pay.
|
|
Leukemia & Lymphoma Society of Canada (LLSC) |
Formerly the Leukemia Research Fund of Canada (LRFC). The UFCW's official charity, which funds Canadian research to find a cure for Leukemia – an often-fatal cancer of the bloodstream. UFCW members in Canada raise money each year for the LLSC, a registered Canadian charity, through activities such as the annual "Walk for a Cure" each June, T-shirt sales, car washes, etc. Leukemia & Lymphoma Society of Canada Web site.
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|
Literacy |
Ability to read and write in a given language, or the level of that ability. See also basic skills.
|
|
Local Union |
The basic unit of union organization. Unions are usually divided into a number of Locals for the purposes of local administration. UFCW Locals have their own By-laws and Policies and elect their own officers; they are usually responsible for the negotiation and day-to-day administration of the Collective Agreements covering their members.
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|
Lockout |
A labour dispute in which management refuses work to employees or closes its establishment in order to force a settlement on its terms. For purposes of strike pay, picket duty, etc., UFCW members locked out while in a strike-sanctioned position are considered to be on strike.
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Long-Term Disability |
See disability plan.
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|
|
M |
|
Management Rights |
The body of rights including hiring, scheduling of hours of operation and contracting that management generally contends are not proper subjects for collective bargaining.
|
|
Master Agreement |
(1)A contract between a leading union and leading employer in an industry that sets the general pattern that will be followed by other agreements in the industry, or (2) a union contract setting basic standards for employers and unions covered by the agreement who will negotiate further on local subjects; also known as a model agreement.
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|
Members Assistance Program |
Service provided by UFCW Locals 175 & 633 (and many other UFCW Locals) to help members who experience difficulties within or outside the workplace, particularly those related to stress and other trauma, family or emotional problems, alcohol or other substance abuse, or legal or credit worries. Generally, a MAP provides referrals to agencies that can help, although in some cases the Local Union provides professional counseling as well. In some cases a MAP is supplemented by or superseded by company-provided employee assistance program (EAP).
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|
Merger |
(1)Bringing together of two or more union bodies to form a single entity, resulting in stronger bargaining power and more efficient administration of member services; (2)bringing together of two or more corporate entities, usually with the result of down-sizing or elimination of operations and layoffs.
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Ministry of Labour |
Established in 1919 to develop and enforce labour legislation, the Ministry of Labour's mission is to advance safe, fair and harmonious workplace practices that are essential to the social and economic well-being of the people of Ontario. Ministry of Labour Web site.
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Money-Purchase Plan |
See defined-benefit plan.
|
|
Moonlighting |
The act by a single individual of holding more than one paid job at the same time, generally referring to a second part or full-time job in addition to one's regular full-time job.
|
|
Multi-Tier System |
Wage progression broken into two or more parts to separate employees hired under different terms; for example, employees hired after an agreed date might be on a progression that takes longer to achieve the top wage available, or might have a different top end.
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N |
|
National Defence Fund |
A strike fund program designed to help supplement the lost wages of UFCW members on strike.
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National Office/Reps |
UFCW National headquarters located in Rexdale, Ontario out of which full-time Union Reps work. Visit the UFCW National Web site.
|
|
National Union |
A union whose membership is confined to Canada.
|
|
The Neutralizer |
UFCW's ground-breaking proprietary job evaluation computer program developed in 1989 for pay equity negotiations. Once The Neutralizer is accepted and purchased by an employer, its equitable job evaluation system provides a fair yet simple means of rating job criteria (skill, responsibility, effort, working conditions) for pay equity or other purposes.
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|
New Democratic Party (NDP) |
Political arm of organized labour. Since its creation as a movement in 1932 as the Canadian Commonwealth Federation (CCF), and founding as a new party in 1961, has fought on behalf of workers for better pensions, labour laws, working conditions, medicare, unemployment insurance, human rights and other progressive ideas in legislatures across Canada. Many of the benefits working people enjoy today can be credited to the policies, actions and dedication of the NDP and its predecessors. New Democrat Party (NDP) Web site.
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No Strike Clause |
A contract clause removing workers' right to strike during the life of a Collective Agreement, balanced by the employer's agreement not to lock out employees during the same period. Such a clause is compulsory in the contract in all provincial labour acts, which also provide for compulsory language covering final settlement of grievances through arbitration.
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Numeracy |
Ability to deal with numbers or do basic arithmetic, or the level of that ability. See basic skills.
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O |
|
Ontario Human Rights Commission (OHRC) |
Ontario's Human Rights Code, the first in Canada, was enacted in 1962. The Code protects people in Ontario against discrimination in employment, accommodation, goods, services and facilities, and membership in vocational associations and trade unions. OHRC Web site.
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|
Ontario Labour Relations Board (OLRB) |
The Ontario Labour Relations Board is an independent, quasi-judicial tribunal mandated to mediate and adjudicate a variety of employment and labour relations-related matters under a number of Ontario statutes. The Board is responsible for: certification of trade unions, a variety of unfair labour practice applications, sale of business/related employer applications, illegal strikes and lock-outs, and termination of bargaining rights, both in the construction and non-construction sectors; generally ensuring minimum workplace standards through the review of decisions of employment standards officers and occupational health and safety inspectors; as well as mediating and arbitrating disputes with a view to promoting safe, fair and harmonious conditions in Ontario's workplaces. OLRB Web site.
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Overtime |
Hours worked in excess of a maximum regular number of hours fixed by statute, union contract or custom. Clock overtime is a premium paid for work during specified regular working hours as required by collective bargaining agreement.
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|
Overtime Pay |
Higher rate of pay fixed by custom, statute or union contract for hours worked in excess of specified straight-time maximum.
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P |
|
Past Practice |
The usual, or time-honoured, criteria surrounding a procedure in the workplace; "the way we've always done things." Establishing past practice is of particular importance in grievance procedures and can be determined to take precedence over contract language in certain cases. Often used to refer to a non-contractual benefit or procedure, generally accepted as an employer obligation, that is subsequently taken away.
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Pay Equity |
System of establishing equivalent remuneration for work of equal value; generally refers only to such equity under single employer; gender-neutral job evaluation programs used to establish criteria for its implementation. See also The Neutralizer.
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Per-Capita Tax |
Requisite payments (usually per member per month) by a Local to the International Union, labour council and federation of labour or by union to the central labour bodies to which it is affiliated.
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Picket Duty |
The amount of picketing or Local Union-designated alternate activity required to collect strike pay.
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|
Picketing |
Patrolling near employer's place of business by union members and supporters pickets or picketers to publicize the existence of a labour dispute, persuade workers to join a strike or join the union, discourage customers from buying or using employer's products or services, etc.
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Piece-Rate or Piece-Work |
Form of incentive pay under which wages are paid according to the number of pieces produced or units complete. Pay may be related to individual or group production unlike an hourly rate of pay under which the worker receives a fixed rate that does not vary with output. Most contracts guarantee piece-rate workers a minimum hourly rate.
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Posting or Job Posting |
Required display of vacancies available to be filled from within the bargaining unit.
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Preferential Hiring |
A system under which employers agree to hire only union workers so long as the union is able to fill demands for workers.
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Premium Pay |
A wage rate higher that straight time, payable for overtime work, shift work, work on holidays or scheduled days off, etc., or for work under extraordinary conditions such as dangerous, dirty or unpleasant work; see incentive pay.
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Probationary Period or Probation |
Trial period. Time during which a new employee is on trail by the company and usually subject to discharge without union challenge, except where the discharge is discriminatory.
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Progression |
Table or formula in the Collective Agreement defining the periods of time and job classifications necessary for wage increase implementation.
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Promissary Note |
See estoppel.
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Promotion |
Advancement of an employee to a position paying a higher salary, often with higher skill requirements and more responsibility.
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Q |
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There are currently no items in this section. |
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R |
|
Raiding |
Attempt by one union to induce members of another union to defect and join its ranks. Prohibited by the constitution of the Canadian Labour Congress, raiding is punished by a mandatory loss of CLC privileges on the part of the offending union.
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Rand Formula |
The exception applied to an individual who for bona-fide religious reasons is unable to join a union but is still a part of the instead of being part of the bargaining unit dues check off, the employer agrees to deduct an amount equal to the union dues that is paid to a registered charity.
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Rank-and-File |
The general membership of the union; usually used to distinguish the majority of union members from union officers, full-time Union Representatives and other union staff.
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Ratification |
The approval by the general membership of a bargaining unit of a negotiated Collective Agreement. A simple majority is a constitutional requirement to ratify an agreement under normal circumstances; compare with strike vote.
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Recognition |
Employer acceptance of a union as the exclusive bargaining representative for employees in the bargaining unit; see also voluntary recognition.
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Red Circle Rate |
A rate of pay frozen on its normal acceleration scale, allowing other employees on the same progression to catch up. Once rates have reached a pre-determined position, the red-circled rate is unfrozen and the individual receives progressions at the same rate as other employees.
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Retail Council of Canada |
Founded in 1963, Retail Council of Canada (RCC) is the Voice of Retail. RCC is a not-for-profit association whose more than 9,000 members represent all retail formats, including national and regional department stores, mass merchants, specialty chains, independent stores and online merchants. RCC Web site.
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Reinstatement |
The restoration of a discriminatorily discharged employee to that employee's former job.
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Remedy |
Settlement sought in a grievance procedure.
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Re-Opener |
Provision calling for re-opening a collective agreement at a specified time prior to its expiration for bargaining on stated subjects such as a wage increase, pension, health and welfare, etc.
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Replacement Worker |
Management euphemism; see scab.
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Retroactive Pay |
See back pay.
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Retroactivity |
Making a current agreement apply to the past or to an agreed point in time.
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Right-to-Work |
Management euphemism used for legislation creating a work environment where employees can enjoy union representation with the "right" to not pay any dues for the service; also called free-ride or freeloading laws; see Rand Formula.
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Rollback |
Loss of a previously-negotiated pay level or benefit, often demanded by employers seeking to increase profit margins.
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S |
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Scab |
Person who continues to work or who accepts employment to replace workers who are on strike or locked out. By filling jobs, scabs may weaken or break a strike. Also called strikebreaker; French terms; jaune (yellow), renard (fox). Illegal in some jurisdictions. Euphemistically called replacement workers by union-busting employers such as Peter Pocklington (Gainers, Edmonton, 1986). The use of scabs continues to subvert the union movement, particularly in the U.S. under so-called right-to-work legislation and in some Canadian provinces where permanent replacement workers are still permitted.
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Seniority |
Designation of an employee's status relative to other employees for purposes of determining order of layoff, promotion, recall, transfer, vacations, etc. Depending on the provisions of the Collective Agreement, seniority can be based on length of service alone or on additional factors such as ability or union duties. See also super-seniority.
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Severance Pay |
Lump sum payment by the employer to a worker laid off permanently through no fault of the worker, usually based on a flat amount per years worked. In cases of closure or permanent layoff, UFCW negotiators often obtain rates well above statutory minimums on behalf of laid-off members.
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Sexual Harassment |
Any unwanted attention of a sexual nature. Sexual harassment can include (but is not limited to) physical abuse such as unwanted touching, pinching or cornering; verbal abuse such as suggestive or sexist remarks, propositions or lewd comments; demands for sexual favours; and sexual assault. Although offenders often try to excuse their behaviour as "joking" or "flirting", the harassment is no less real to the victim. If one has to question whether behaviour is appropriate, it probably isn't. Sexual harassment, like other forms of harassment such as racism and hate mail, is illegal. It is covered by many areas of legislation, including the Canadian Human Rights Act and is often also dealt with in Collective Agreements as well as in employer policies.
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Shift |
The stated daily working period for a group of employees. For example, 7 a.m. to 3 p.m., 3 p.m. to 11 p.m. and 11 p.m. to 7 a.m. See also split shift.
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Shift Differential |
Added pay to work performed at other than regular daytime hours; see also premium pay.
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Short-Term Disability |
See disability plan.
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Slowdown |
A deliberate lessening of work effort without an actual strike, in order to force concessions from the employer. A variation of this is called a work-to-rule strike or just work-to-rule a concerted slowdown in which workers obey all laws and rules applying to their work to the letter.
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Special Project Union Representative (SPUR) |
A rank-and-file UFCW member on a special paid leave-of-absence from her or his regular job to work on a specific UFCW organizing program for a designated period of time. SPURs usually work on organizing programs targeting workplaces similar to their own and in their home community. See also Volunteer Organizing Committee.
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Split Shift |
(1)Division of an employee's daily working time into two or more working periods to meet peak needs; or (2) shift work beginning and ending during the middle part of other shifts in order to provide uninterrupted production or service.
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Steward |
Union official representing a specific group of members and the union in union duties, grievance matters and other employment conditions. Stewards are generally rank-and-file union members and part of the workforce they represent. In some Local Unions and particularly larger workplaces, there might be a number of Stewards, often allocated by department and/or shift. In these cases there is usually a structure involving a Chief Steward and even Assistant Chief Steward(s) in order to channel communications to the full-time Union Representative.
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Strike |
Cessation of work or refusal to work or to continue to work by employees in combination or in accordance with a common understanding for the purpose of compelling an employer to agree to terms or conditions of employment. Usually the last stage of collective bargaining when all other means have failed. Except in special cases, strikes are legal only when a Collective Agreement is not in force. A rotating or hit-and-run strike is a strike organized in such a way that only some employees stop work at any given time, each group taking its turn. A sympathy strike is a strike by workers not directly involved in a labour dispute in an attempt to show labour solidarity and bring pressure on an employer in a labour dispute. A wildcat strike is a strike in violation of the Collective Agreement, not authorized by the union, and illegal.
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Strikebreaker |
See scab.
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Strike Pay |
Amount of remuneration paid by the union to strikers in lieu of lost wages during a sanctioned strike for picket duty. The amount of strike pay is established from time-to-time by the UFCW International union and the UFCW Canadian Council and may be supplemented by the UFCW National Defence Fund and/or by the UFCW Local Union or special appeal funds. In the UFCW, strike pay is not a loan to strikers and never has to be paid back.
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Strike Sanction |
Official approval by the UFCW International Executive Committee of a pending strike used to ensure that all possible means of settlement have been exhausted before resorting to such extreme action.
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Strike Vote |
Constitutionally-mandated vote conducted among members of a union to determine whether or not to go on strike.
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Super-Seniority |
Extraordinary designation of an employee's seniority status, providing the equivalent of extra service in order to place the employee in a higher position on the seniority list. Often a result of a departmental or bargaining unit merger. See also dovetailing.
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Suspension |
A layoff from work or from union membership as a disciplinary measure.
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T |
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Technological Change |
Technical progress in industrial methods such as the introduction of labour-saving machinery or new production techniques. These often result in layoffs.
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Trade Union |
(1)In general and legal terms, a group of workers organized into a voluntary association, or union, to further their mutual interests with respect to wages, hours, working conditions and other matters of interest to the workers; (2) in some cases, the term can be used to describe a craft union, where all members are employed in the same skilled trade. A Trades Union (plural) is as above but with a broader mix of trades and crafts represented.
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Trusteed |
Term used to describe structure of a pension or other member-benefit plan where control of the plan's assets rest ultimately with the plan and its members through the direction of trustees; see also jointly-trusteed.
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Trusteeship |
The constitutional takeover of the administration of a Local Union's affairs, including its treasury, by the chartering body; reserved for extreme circumstances involving violations of constitution or by-laws, or the fiscal mismanagement of members' funds.
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U |
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Unfair Labour Practices |
Those employee or union activities deemed to be "unfair" by labour relations boards.
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Union Label or Union Bug |
A tag, imprint or design affixed to a product to show it was made by union members; the term bug generally refers to a label of the Allied Printing Trades Council or other printing trades indicia affixed to documents, etc., printed in union shops.
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Union Security |
Provisions in Collective Agreements designed to protect the institutional life of the union. See check off.
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Union Shop |
A place of work where every worker covered by the Collective Agreement must become and remain a member of the union. New employees do not need to be union members to be hired but must join after a specified period of time. See union security.
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V |
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Volunteer Organizing Committee (VOC) |
A group of UFCW rank-and-file members working on organizing non-union workers, usually in their home area and in a workplace similar to their own. Unlike SPURs, VOCs are unpaid volunteers working on their own time to protect their jobs and contracts.
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Voluntary Recognition |
An employer and a union may agree that the employer shall recognize the union as the exclusive bargaining agent of the employees in a defined bargaining unit, without requiring the intervention of a labour relations board or similar body, although still requiring certification.
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W |
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Walkout |
Less formal term for a strike.
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Weekly Indemnity Plan |
see disability plan.
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Wildcat or Wildcat Strike |
see strike.
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Worker's Compensation Board |
Now the Workplace Safety & Insurance Board.
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Working Conditions |
Conditions pertaining to the workers' job environment, such as hours of work, safety, paid holidays and vacations, rest periods, free clothing or uniforms, requirements for advancement, etc. Many of these are included in the Collective Agreement and are subject to collective bargaining.
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Workplace Hazardous Materials Information System (WHMIS) |
Federally-regulated mandatory posting of information on all materials in a given workplace with potentially hazardous effects or side-effects, giving full disclosure of the nature of the materials and the proper procedures and safety apparatus to be used when working with them. WHMIS Web site.
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Workplace Safety & Insurance Board (WSIB) |
The Workplace Safety and Insurance Board (WSIB) oversees Ontario's workplace safety education and training system, provides disability benefits, monitors the quality of health care, and assists in early and safe return to work. Visit the WSIB Web site.
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Work-to-Rule |
(1)Practice where workers obey all laws and rules pertaining to their work to the letter, thereby effecting a slowdown; (2) a refusal to perform duties that, though related, are not explicitly included in the job description.
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Y |
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Z |
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