1. When did the Collective
March 31, 2011
2. When did bargaining begin?
3. What happened during
Your Union was engaged with meeting the Employer at
The Employer only provided five days to bargain; the
Employer walked away after four days saying they’d see us at conciliation.
4. Who filed for conciliation?
After many unsuccessful attempts to get our Employer
back to the table, to have meaningful discussion, the Union applied for
conciliation in March 2012.
5. When did conciliation start?
June 21, 2012
6. What happened at conciliation?
The Employer refused to meet us at the table to
The Employer was presented with questions which they
refused to answer.
7. What did the Employer
propose at conciliation?
The proposal was identical to what the Employer tabled in August 2011:
Eroding rights for contract and casual
4 years with a single 1% wage increase in
No improvement to the health benefit
Refused to implement service list
Removed seniority and opportunity to
apply as internal candidates for casual and contract staff
Refused to reward long-standing staff
commitment to Elizabeth Fry Toronto
Refused to standardize pay for all
Refusal to ensure adequate training at
Refusal to allow union representation at
complaint process, even when the complaint arises out of a harassment or
Refusal to implement harassment and
discrimination language in collective agreement despite health and safety
8. How did the Union develop
By consulting members throughout the process
Communication through newsletters and emails,
satisfaction surveys and member meetings
9. What are the members’
Ensuring members have access to support in the
Ensuring rights currently afforded are maintained
Providing all employees with equal access to work
Rewarding long-standing staff members
Wage increase that matches inflation
10. How do the bargaining
priorities benefit members?
Contract and casual
Ensuring all have access to support in
Ensuring all are protected from
harassment and discrimination
Wage increase for everyone
11. What does your bargaining
team expect from you?
To continue to be actively involved in the process
To show your solidarity and support
To hold our Employer accountable
Stand up for women at Elizabeth Fry Toronto