Ongoing two-way communications between the Bargaining Committee and the members is an important factor which helps us in our efforts to negotiate a good Collective Agreement.  Every Unifor member has three main roles throughout bargaining:

1. Keep on top of the issues and events as they unfold and tell your Union Steward, Local Officers and Bargaining Reps exactly how you feel on specific issues.  Sound judgement at the bargaining table is based on what you tell us.

2. Remember that the Collective Agreement and negotiations are your business.  Management may try and feel you out on issues and attitudes about negotiations.  They have no business asking.  We need you to stand behind the Bargaining Committee.  Collective Bargaining means we, as workers, negotiate as a group and through that process we are able to achieve a settlement according to our "collective" strength.

3. Most importantly, you have the final say on your new contract.  Your bargaining committee will make a recommendation of acceptance or rejection but only you will ultimately decide, through a secret ballot, what is in your best interest.

4. No one really wants to have to go down the path of a strike or a lock out situation and will strive to bargain fairly in good faith to work towards an agreement acceptable to both sides of the table.  Although the union will also ensure the members rights are not being eroded and will not accept changes that will negatively affect work life balance and previously bargained for benefits if at all possible.

Your bargaining committee along with your local executives have continually worked with the company for the duration of the agreement on your behalf ensuring the agreement has been followed.  If there have been any instances where the company has failed to comply discussions result and if necessary a grievance is filed. The official bargaining process for a new collective agreement begins in the year prior to the expiration of the collective agreement: 

1. The membership is asked to submit proposals to be considered for the next collective agreement.  

2. Screening caucuses are held within each local to review, discuss and determine which of the membership's proposals can move forward to the next step. (see above schedule)

3. A provincial screening caucus compiles a final list of bargaining proposals to table with the company. (see above schedule)

4. Notice to bargain is given - either Unifor or SaskTel can serve notice within the period of four months immediately preceding the date of expiration of the term of the collective agreement.

5. Unifor and SaskTel will meet, within 20 days of notice being given, to exchange bargaining proposals. 

6. Bargaining begins - there is no time limit for this stage of the process.

7.  If an impasse is reached or if negotiations have not started with in the specified time either party may file a notice of dispute to the Minister of Labour.

8. The Minister of Labour appoints a conciliation officer within 15 days to assist the parties in resolving their differences.

9. The Conciliation officer has a 60 day mandate, which can be extended.

10. At the end of the conciliation period there is a 21-day cooling off period.

11. During the cooling off period a mediator can be appointed.  Also during this time lock out or strike notice can be served although no action can be taken until after the 21-day cooling off period.

12. A 72 hour notice to the other party and to the Minister of Labour must be given before any legal action can be taken.  The union must also have a strike mandate from it's membership before taking strike action. 

{Source of the above information can be found at:  Collective Bargaining - Canada.ca }