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FAQ's As professional employees, what can the IFPTE do for us? Like many employed people, scientists, engineers and technicians confront increasing challenges to their careers brought about by rapidly changing technology, the turbulent world economy, and new methods of managing work. Increasingly, professional employees are turning to unions, and the processes of collectively bargaining with the employer, in order to defend or recapture their professional autonomy and to ensure participation in the decision-making that affect their work and careers. IFPTE offers the opportunity to achieve a voice in the workplace. With a union, professional employees can negotiate an agreement with the employer such that they receive appropriate and consistent training and skill enhancement; promotions to which they are entitled; merit increases due and owing, and enhance their control over their own career. Unionized employees also generally earn more than their unrepresented counterparts, by an average of 30% and receive far better fringe benefits. The IFPTE represents accountants, CAD/CAM operators, drafters, economists, engineers, analysts and recently even administrative judges, to name only a few of the occupations organized by this Union. All have chosen to join IFPTE. For all these reasons, the IFPTE makes real sense.
How can IFPTE advance our professional careers? By giving you a voice in the workplace. By providing you with the opportunity to make full use of your professional skills and training. By enabling you and your colleagues to be active participants in the workplace. By ending professional isolation and the tendency for employers' to treat all employees as just another employee. To enable you to receive ongoing training and skill enhancement as your career advances. To require the employer to provide necessary merit increases in recognition of your hard work and skill development.
How does the IFPTE affect change in the workplace? Professionals do not seek to create conflict in the workplace, but rather to develop solutions to their problems and those of their colleagues. The IFPTE seeks a cooperative relationship with employers. Article 16 of the IFPTE Constitution stipulates that the Federation is opposed to strikes and lockouts for adjusting differences between employers and employees, and prefers instead, joint committees, negotiations, mediation and arbitration.
How do we organize? Employees in the workplace need to take charge and actively establish their union. An Organizing Committee is often formed. This Committee informs and signs up co-employees. It also responds to any misinformation the employer may disseminate. The Committee receives assistance from the IFPTE Organizer and Legal Counsel.
How does certification come about? The Ontario Labour Relations Act stipulates that at least 40% of the affected employees must sign an IFPTE membership card in order for the union to apply to the Ontario Labour Relations Board for a certification vote. The Labour Board then conducts a secret ballot vote within 5 days of the application. A Labour Relations Officer from the Labour Board counts the secret ballots. A majority of votes in favour of the union results in certification, subject to any disputes about the size and composition of the bargaining unit being determined by the Labour Board.
Do I lose any of the terms and conditions of my employment upon joining the IFPTE as a member? No. Once the IFPTE applies to the Ontario Labour Relations Board for a certification vote, the Labour Relations Act requires that all the terms and conditions of your employment be "frozen", and these cannot be changed without the consent of the union. Upon the Union winning the certification vote, bargaining would start for a new collective agreement, beginning from your current terms and conditions.
How can the IFPTE assist us in achieving a voice in the workplace? There is strength in numbers. By coming together in a union, professionals gain a meaningful voice in the workplace. Finally, the views, opinions and desires of professional employees get to be heard through Joint Management-Union Committees; the ability of employees to grieve when there is a concern; the opportunity to access an independent arbitrator to adjudicate these concerns; the ability to determine what issues need to be negotiated with the employer; and the chance to negotiate your terms and conditions of employment as equals with management.
Does the employer find out who signed an IFPTE Membership card or who voted in favour of certification? No. The Labour Relations Act ensures the secrecy of membership evidence. The Employer has no access to the membership cards in support of the IFPTE application for a certification vote. The vote is carried out by secret ballot.
Can my employer take action against me for joining the IFPTE? Under the Labour Relations Act, the employer is prohibited from taking reprisals against union supporters. The Act prohibits undue influence, threats or coercion exerted by management on employees. IFPTE will take all steps available to it under the law to protect its members from reprisal.
What happens once we have certification? Once the IFPTE receives certification from the Labour Relations Board, a Local Negotiating Committee will be elected by the membership. The Committee will then consult with the membership in order to identify bargaining issues for negotiations. It will then engage in face-to-face negotiations with the employer. The IFPTE Business Manager, Legal Counsel and Research Staff provide support, assistance and direction during negotiations. Other IFPTE Branches and Locals also provide assistance and support.
What do we receive for our dues? Dues differ somewhat between Locals. Local 164 for instance, has a dues structure of only $24.50 per month, and only after a collective agreement is successfully negotiated. Dues are set by the membership and can only be increased by a vote of the entire membership at Convention. Dues pay for union business, such as union support staff, legal counsel, researchers, meetings at which the democratic affairs of the organization are carried out, and additional organizing.
What are the advantages of a Collective Agreement? As a non-union employee, you have few if any protections in the workplace. Typically, IFPTE collective agreements contain training and other career advancement provisions. Some contracts contain merit provisions. All contain protection for employees of the arbitrary actions of management. Still other aspects of the collective agreement ensure a continuing voice for professional employees in the workplace.
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