Your Collective Agreement
The collective agreement has expired. Does this mean we don’t have one until a new one is bargained?
No. When a collective agreement expires, its terms and conditions remain in effect until a new agreement is negotiated unless earlier dates of expiry are stated within specific Articles. This means your wages, benefits, and protections continue while bargaining is underway.
Bargaining Process
What is collective bargaining?
Collective bargaining is a legal process to negotiate the terms and conditions of employment for a group of workers. Instead of employees negotiating individually, workers bargain collectively through their union representatives to reach a legally binding agreement called a collective agreement. The agreement addresses the interests of the union, the employer, the employees, and other key stakeholders while ensuring a foundation for constructive future relationships. Bargaining is one of the most important acts of a labour union.
What does the bargaining process include?
- The Negotiation Committee, set out by Article 2 of the Constitution and By-Laws is established. It consists of all the Executive Board members and four Members at Large that are elected by the membership. The Chief Labour Relations Officer (CLRO) and any assigned staff are also on the Committee.
- The Public Sector Employers’ Council (PSEC) mandate is released. They set the maximum allowable wage increases, benefits, duration of the collective agreement and other compensation elements that can be negotiated for all unions representing public sector employees.
- The bargaining survey is released to membership asking what their priorities are for bargaining. All surveys are reviewed by the CLRO and President and help to inform the Negotiation Committee as to what bargaining proposals should be put to the employer for negotiation.
- In past years, unions have challenged the mandate, particularly on wage increases. When this happens, we support the larger unions as they have more leverage to pressure the government to increase wages and benefits. They also often have increased public support which can increase pressure on the government to offer fair increases to all.
- The Negotiation Team, is a smaller group from the Committee who go to the bargaining table. The CLRO is the spokesperson at the table for the union. The President is automatically on the team as per Article 2. The Negotiation Committee elects from amongst their members an additional three Negotiation Team members. The Team takes the bargaining package that has been approved by the entire Committee to the table with the employer. There are strict rules with this Team on confidentiality – nothing discussed with the team is discussed publicly so our strategies are kept within the Committee to ensure we can achieve our goals. Please be respectful of any Committee member telling you “I can’t share that information.”
- The union and employer meet on agreed upon dates to set rules of engagement, exchange and explain their agenda, and discuss proposals. Each group caucuses separately to assess proposals, formulate responses and make counter proposals.
- Meetings may occur throughout the bargaining process with the Negotiation Committee to make further decisions with new information.
- Each side is required under the BC Labour Code to bargain in good faith which means once notice to bargain is given, the parties are to start bargaining within 10 days unless mutually agreed to and make every reasonable effort to make a collective agreement or a renewal or revision of it. This means that both the employer and union make compromises, adjust their position and work towards common ground.
- If we reach impasse (the parties are unable to reach an agreement), either party may contact the Labour Board and seek the help of a mediator to reach a deal. And/or, the parties may negotiate essential services. Essential Service levels must be agreed upon (or determined by the Labour Board if the parties cannot agree) and filed with the Labour Board before either party is in a legal strike or lock-out position. Essential services are the “essential” number and type of workers required to provide emergency coverage during a strike or lock-out. Job action, including strikes, cannot take place until essential services are established. Following the filing of Essential Service plans, the union may hold meetings with the membership to conduct a strike vote – this allows the union to take any job action, including work to rule eg. an overtime ban. If the membership votes to strike, the employer must then be provided 72 hours’ written notice prior to any action being legally taken.
- When a tentative agreement is reached, the union holds a ratification vote in accordance with the CEU Constitution and Bylaws which require approval of 50% of our membership who vote.
- Following ratification of a collective agreement, bargained changes take effect as outlined in the collective agreement. This includes retroactive wage increases and benefits.
Why aren’t we hearing about what’s being discussed at the bargaining table?
During negotiations, the Negotiation Team cannot publicly share what is being discussed. Bargaining is a strategic process, and sharing information regarding proposals can weaken our position. Think of it like a poker game — we don’t show our cards while the game is still being played. Once there are meaningful updates to share, members will be informed.
How long does the bargaining process take?
Bargaining timelines can vary widely. Some agreements are negotiated in a few months, while others take longer depending on the complexity of the issues, the number of proposals, the certainty of the wage mandate, and how quickly the parties can reach agreement.
When will bargaining be completed?
It’s difficult to predict an exact timeline. Bargaining continues until both sides reach a tentative agreement that can be brought to members for ratification.
Why am I seeing bargaining team members in my workplace? Why are they not at the bargaining table?
Bargaining does not happen every day. The team meets with the employer at pre-scheduled bargaining sessions. Between those sessions, team members return to their regular workplaces while they prepare counter proposals, review information and data, strategize, and gather feedback from members and the wider labour community. Prior to the start of bargaining, the parties may also pre-determine set vacation periods so that both the employer and union bargaining teams know when they are able to take time off, as bargaining can take months.
Strike & Job Action
How does the union persuade the employer to agree to our bargaining priorities?
The leverage available to the union and employees is the possibility of job action. Job action may occur in escalating steps such as starting with encouraging members to: wear union logoed clothing or colors and/or take all coffee and lunch breaks. The union may direct members not to accept and perform overtime for the employer. Job action only occurs if members vote in favour of it through a strike vote. Even after a strike vote, the goal remains to reach a fair negotiated agreement with as little negative impact on our membership as possible, and job action is used to help move negotiations forward and pressure the employer into accepting our proposals.
What is a strike vote and what does it mean?
A strike vote asks members whether they support giving the union the authority to take job action if necessary. A strong strike vote does not automatically mean there will be a strike—it means job action can legally be taken, if the union decides, and it provides leverage at the bargaining table.
I’ve heard talk about striking in my workplace—even from management. Are we going to strike?
At this stage, there may be speculation, but a strike cannot happen unless we: 1. reach impasse at the bargaining table with the employer; 2. Negotiate and file essential service plans with the Labour Board; 3. Receive a positive vote from members in favour of strike action through a formal strike vote; and, serve the employer (and Labour Board) with 72 hours’ notice. The bargaining team will keep members informed if a strike vote becomes necessary. A strike is always a last resort. The goal of bargaining is to reach a fair agreement without job action. However, a strike vote may sometimes be taken to strengthen the union’s position at the bargaining table.
Wages & Benefits
Are we being offered the same general wage increase that other PSEC unions have received?
Yes. Each member will receive a 3% wage increase each year for a four year Collective Agreement term (2025-2029). The first 3% raise will occur retroactively to April 1, 2025, and then on every April 1st thereafter, following ratification.
When will we get our pay increases?
Pay increases take effect once a new collective agreement is ratified by members. Wage increases are applied retroactively to the start of the agreement period.
Are we being offered the same secondary pot of money to increase Collective Agreement monetary terms and benefits that other PSEC unions have received?
No. While other unions (eg. BCGEU, HEU, PEA, BCTF, HSA etc.) have received 0.5% of total annual salary of the bargaining unit for each of the four years of the collective agreement, we have been offered 0.2% for only two years of the collective agreement. The difference in actual money amounts to approx. $5.6 million. Other smaller bargaining units, and unions, have been offered this same stripped down mandate eg. IBEW representing line workers at BC Hydro; FPSE representing college professors; BCIT Staff & Faculty Assoc representing BCIT professors, and others; MoveUp representing workers at BC Hydro, CUPE representing BC Assessments workers etc.
What would happen if we accepted the stripped down secondary pot currently being offered by PSEC through the employer?
We would be turning our back on $5.6 million that could be used in a myriad of ways to address workload concerns, working conditions, recruitment and retention issues of the members etc. We would also undermine all of the other public sector unions who have been offered this stripped down secondary pot. All of the unions being offered this significantly lesser pot have refused to settle on this basis. If one of the various unions agrees to this lesser mandate, the government and employer will rely on that precedent to force the rest of the unions to accept the lesser mandate. We would be breaking our solidarity pledge and would be undermining our colleagues and employees in the labour movement and those working for other public sector employers.
Can the secondary pot of money be paid out to all members equally?
No. The government dictates, in many respects, how the secondary pot can be spent. We are not permitted to divide the secondary pot of money among the members. This would trigger the “Me Too” clause of the unions who have already ratified agreements as this equal distribution is considered an enhanced general wage increase to our members.
Individual Situations
I have given my retirement date to the employer, but I didn’t realize it’s a bargaining year and I may not receive retroactive pay. Can I change my retirement date?
Retroactive pay is typically only granted to members who are actively employed by the Board on the ratification date. This matter is also dictated by PSEC (in terms of who receives retro wage increases). In every round, we attempt to get as many members paid as possible, but historically, while members on vacation leave leading into retirement are included in the retro payments, those on severance leave are not.
Retirement decisions can have implications during bargaining years. If you are considering changing your retirement date or have questions about retroactive pay eligibility and how the amount may affect your monthly pension benefit following retirement, you should contact Nicole Snidanko at WCB, or the WCB Pension Plan at 1-888-440-0111 for pension advice specific to your situation.
How does the union keep in touch with members who are on Long-Term Disability (LTD), Care & Nurturing Leave and other extended Leaves during bargaining?
Members on LTD, C&N Leave, Self-Funded Leave etc. are still union members. The union communicates through email updates, the union website, and other member communications to ensure everyone has access to bargaining information. All members including those on extended leaves of absence are encouraged to provide the union with their personal email addresses to ensure they receive communications outside of the employer’s systems while they are away from the workplace.
Union Structure
I keep hearing about PSEC and their mandate. Who is PSEC and why is our union included in PSEC?
WCB is explicitly listed as a public sector employer in the Public Sector Employers Regulation under the Public Sector Employers Act. Public sector employers in British Columbia bargain under a framework set by the Public Sector Employers’ Council (PSEC). This framework helps coordinate bargaining across the public sector and sets certain parameters that employers must follow during negotiations.
Member Participation
Is anything expected of me during the bargaining process?
Members play an important role in supporting bargaining. This includes staying informed (e.g. reading emails, visiting the union website, attending townhalls, etc.), participating in surveys and meetings, and voting in ratification or strike votes, if they occur. Member engagement helps strengthen the bargaining team’s position. Showing solidarity to union efforts during bargaining also places pressure on the employer at the bargaining table.