NEGOTIATIONS
UNIT
COLLECTIVE Bargaining
Looking at the “BIG PICTURE”
Negotiations Unit – Who are WE?
 The Negotiations Units is compressed of:
 Senior Negotiator (1):
Bargaining Lead Hand
 Senior Negotiator (1):
Pay Equity Lead Hand
 Negotiators (8) including one Bilingual Negotiator
 Pay Equity Negotiator (2)
 Sector Assistant (3)
 Secretary (2)
 Administrative Assistant (1)
 Supervisors (2) – One BPS Supervisor and One CAAT/LBED/MPAC. Who
report to the Administrator of Local Services Division - Bargaining
WHAT ELSE DO WE DO?
 Coordinate Pay Equity with Regional Staff and
Locals
 Undertake Coordinated Bargaining in viable
Sectors
 Sector-building is a key function for all
Negotiators and assisting Locals to become
stronger and more inclusive.
NEGOTIATORS work closely with their assigned elected
Sector/Division Executives, Committees and OPSEU STAFF, as
applicable:

Attend Labour Management Meeting and other Local
meetings as required.

Provide advise.

Organize, coordinate and resource conferences.

Act as a Resource to Staff Representatives, Regional Offices
and other Head Office Units.

Negotiate – Collective bargaining
The membership will ensure vehicle is running at
ALL times and that it is well maintained.
 COLLABORATION is very important and will assist in the
performance of your Local.
 Network in-side and outside OPSEU. Participate in Labour
Council and community events.
The LOCAL will run the vehicle and
ensure there is an adequate driver.

Elect your leadership; LOCAL Executive, Stewards and
Bargaining Team.

Encourage participation from ALL groups, include experience
and inexperience members.

Be diverse and all inclusive.
We administers over 500
In the BPS we have some
collective agreements:
Central / Province-wide
 23 BPS Sectors
Agreements:
 2 Community College
Sectors
 Ontario Public Service –
Province Wide Collective
Bargaining
 Hospital Professional
Division (HPD)
 Liquor Board Employees
Division
 Municipal Property
Assessment Corporation;
and
 Canadian Blood Services
 CAAT: Academic and
Support
What stage of the collective bargaining
process is your Local currently in?
1. Negotiations
2. Enforcement
3. I don't know
FYI: Bargaining Cycle never ends! Enforcement is just as
important as Mobilizing while in bargaining. Member
engagement should be 24/7/365.
Collective Bargaining. The BIG picture

Bargaining is your best opportunity to unifying and involving
your members.

Every member is affected by what is in – or not in – in your
collective agreement.

Every member is potentially affected by a strike or lockout,
or by an arbitrated settlement.

What ever the route, increase member involvement.

Better local participation means less chance of a strike or
lockout.
How do you attain
“the best” collective agreement?
1. Let the Local President/OPSEU call the shots.
2. Engage and participate in mobilizing
initiatives.
3. My contract is already the best!
TIP: Read your collective agreement. Keep notes for future
reference; they will come handy when attending demand set
meeting.
All members play
a key role in the
Bargaining Cycle.
All members are
on board and
nobody stays
behind.
Strong Inclusive
LOCAL
Ensure you
attend all
Local
meetings,
including
demand set.
We read,
enforce and
oblige by the
collective
agreement.
Evaluate….Demand set….ready…go!!!
LOCAL EXECUTIVE
MEMBER
 Local should gather data from
enforcement period to ensure demand-set  Ensure LEC is aware of
department/work site issues. Even if
period produces a good solid strategy for
they have not been grieved.
negotiations.
 Local Executive Committee should assess
the coming round of bargaining and
discuss during demand set meeting.
 Attend the demand set meeting and
voice concern and opinion.
 Involve member well before your contract
runs out.
 Ask questions; encourage your Local
to have mini- department meetings.
 Evaluate your contract’s strengths and
weaknesses.
 Make sure you read your collective
agreement and highlight those issues
that may need improvements or add
as NEW.
Evaluate….Demand set….ready…go!!!
LOCAL EXECUTIVE
 Set up a surveys before your
demand set meeting.
 There is constant opportunity
to involve member. This has a
big impact on the gains in the
new contract.
MEMBER
 Ensure you fill out the
survey. If your
issue/concern is not listed
in the survey make sure you
added It in.
 Collaborate with other
peers; talk to each other so
similar issues/concerns are
listed in the survey. THE
MORE THE BETTER!.
TIP: Demands must reflect the desires of ALL members.
All members have the right to be part of decisions that affect their lives and
the groups they belong to, SO GET INVOLVED.
HOW ARE PRIORITIES DETERMINED?
Demands need to be adopted by a majority vote of the
membership meeting.
The demands that are carried should be ranked by the
members in order of importance from most to least important
(for example, 1st – most important; 2nd – next most important,
etc.).
Stay away from the shopping list – Focus on the “real”
important issues. Be strategic and be prepare to back up your
rational as to why an issue is important.
YOU ARE NOT ALONE!
OPSEU STAFF WILL ASSSIT AND WILL ATTEND TO ALL
DEMAND SET MEETINGS.
 During demand set identify the
issue but also provide a solution
or data if possible.
 Determine how many people are
affected by an issue.
 Ask yourselves what are some of
the key political and economic
factors affecting the bargaining
environment that also affect my
local.
 Focus on the top three priorities
for your Local but also from the
employer’s agenda that may
affect you this time around.
Have you ever consider or have participated in
collective bargaining?
1. Yes
2. No
3. Tried but was not successful
TIP: Don’t give up if you are not successful first time around.
Build support and give it another shot.
Job Description -Bargaining Team member
All bargaining team members work under the guidance of the negotiator, and
with each other. At different times, bargaining team members may have
specific duties (e.g., research, newsletter etc.).
Duties and Responsibilities With Yourself
 Do your homework (on member demands, knowing current collective
agreement, on factors affecting the bargaining).
 Keep yourself healthy and balanced during times of high stress and
inactivity in bargaining.
 Maintain confidentiality.
FYI: People could gain as much as 5-10 pounds during a round of
negotiations.
With the Bargaining Team
 Keep current on trends affecting bargaining.
 Actively listen to views different from your own; participate in
constructive debate to build consensus.
 Help address conflicts that arise.
 Help prepare proposals, evaluate offers, discuss concerns,
identify realistic priorities
 Keep caucus discussions confidential.
With the Members
 Maintain communication with your members re meeting
schedules and general progress (not specifics). OPSEU
Communications can help.
 Contribute to membership mobilization through work with
the local Mobilization Committee; delegate roles to others
wherever possible.
 Promote team decisions to the members, even when you
don’t agree with them or when the decisions may be
unpopular with members.
Stewards role during the bargaining process
 The bargaining process reinforces the Stewards relationship
with the members. They Act as a “conduit” between Team
and membership.

They make communication easier and more accessible
between the bargaining team, union and membership.

Mobilize and Motivate.
 Develop phone trees, keep secure email addresses, etc.
TIP: An good active Local will implement a leadership
development program where Stewards become mentors and
empower new activist.
OPSEU will “help” the Local
push for a successful round of
negotiations.
Local directs and Union
provides advice and
resources.
Remember….Is all about:
 Collaboration
 Engagement
 Participation
 Diversity and Inclusiveness
ANALYSE YOUR BARGAINING ENVIRONMENT
WHAT’s
Working FOR
YOU?
 Research,
Campaign
 Caucus
Groups
To strengthen:
 Information
Stewards
 Communication
 Education
 Face to face
contact
Increase
solidarity
between
members
 Build credibility
 Influence board
members &
decision-makers.
OUR GOALS
THIS TIME
WHO is with us?
ALLIES
 Your Union
 Your Members
 Community and labour
allies
 OFL, NUPGE, CLC
 Canadian Association of
Labour Media
 Canadian Centre for
Policy Alternatives
 Workers’ H&S Centre
 Employer
 Boards
WHAT’s Working
AGAINST us?
 Government
 Media
 Statistics
Bargaining Priorities to Consider

Wages
 Money should always make the list.

Benefits
 Avoid concessions and Health spending
account.

Pensions
 RRSP contributions is not a Pension.

H&S

Job Security

Union Rights
 There is always room to improve H&S
language.
 Try to improve layoff language, longer notice
periods, etc.
 Improve the Unions ability to do their
business. Time off, education, etc.
UNION
Knowing what you know now; how many of you would
consider participating in collective bargaining?
1. Most definitely
2. Not a chance
3. I still don't get it!
TIP: Be pro-active an ensure your Local has good by-laws that
speak to process, etc. about collective bargaining.
How many of you would
participate in collective bargaining
"just for the experience"?
1. Most definitely
2. May consider it