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Has a union begun the certification process with your employees? It’s totally normal for you to have some concerns. Read on to learn about the different steps of the unionization process and what the Labour Code has to say on the matter, for both employers and employees.
Unionizing is a right!
Let’s begin with an important concept: the law says that employee membership in a union is voluntary and confidential. Using intimidation to coerce someone into either joining or leaving a union is prohibited. As an employer, you may not retaliate if your employees decide to unionize.
Understanding the certification process
The Labour Code grants every employee the “right to belong to the association of employees of his choice, and to participate in the formation, activities and management of such association.”
However, for this association to be officially established and have the right to act as the sole representative of employees to the employer, it must be certified. That is, it must demonstrate that a majority of the employees want to be represented by this union, which is usually evidenced by having employees sign membership cards.
Unions’ rights and limitations
Working from the principle that “employees have the right to a free and informed choice,” the law sets out the conditions for a union’s interactions with your employees:
Feel free to contact your CFIB counsellor to confirm any information or learn more about addressing a sensitive issue.
Employers’ rights and limitations
As an employer, remember that you must be particularly vigilant in your communications with your employees, as there are several rules that must be followed.
Good practices during a unionization campaign
Do you have questions about a unionization process? Your business counsellor is waiting for your call!