Dear members,
Attached is the first round of proposals delivered by the employer during bargaining. Please remember that this is the initial phase of bargaining, and proposals will change as negotiations progress. That said, these initial proposals signal significant shifts that we need to address together.
Summary of three of the most concerning changes:
- Changes to the layoff language
The employer is proposing to eliminate reverse seniority as the basis for layoffs. Instead, layoffs would target specific positions within departments. Since many of our departments consist of single-person positions, this would mean that anyone—regardless of years of service—could be laid off while less experienced employees retain their jobs.
- Members with 5, 10, 20, or even 30+ years of service could be let go, while someone hired last month would remain employed.
- This fundamentally undermines the principles of fairness and seniority that have protected all union members.
- Hours of work
The employer is proposing a change to the standard hours of work, which currently span Monday to Friday, 8:30 a.m. to 4:30 p.m. Under their proposed language, hours of work could be scheduled any time between 7:00 a.m. and 9:00 p.m., Monday to Sunday.
This change would:
- Disrupt work-life balance by potentially requiring all members to work evenings and weekends.
- Force adjustments to family and personal schedules, potentially creating challenges with childcare, eldercare, or other responsibilities.
- Eliminating the Weekend Shift Premium
The employer is also seeking to remove the additional compensation for members who work on weekends. This would represent a direct monetary loss for those who work these shifts or who will in the future.
These proposals do not reflect the value of your contributions, your experience, or the sacrifices you make for your roles. They represent a significant shift in working conditions that would undermine the stability, predictability, and fairness of our jobs.
Next Steps
This is just the beginning. Your bargaining team is committed to opposing these harmful changes and advocating for fair outcomes for all members.
The bargaining committee will provide regular updates summarizing the proposals and any progress made during bargaining. Your support and solidarity will be crucial as we navigate these negotiations together.
If you have any questions or concerns, or if you would like to share how these changes would impact you, please don’t hesitate to reach out.
We return to the bargaining table on December 10, 11 and 12.
In solidarity,
Kim
Ken
Alyssa
Debbie