"Why pay union dues?” is a question often asked by members … former, existing and new alike.  A good way to answer that question is to think of your Union as your Insurance provider, and your dues as the premium.  Like insurance after misfortune, your Union will work to be there for you when you need it. 

In an effort to proactively protect job security, rights, benefits, and working conditions of its members, the Union is also a watchdog of the employer's local, regional and national decisions and their related implementation. 

At times, the Union also works jointly or consults with the employer to develop and/or improve policies, and to deliver information to all staff on matters such as harassment awareness, safety and health, and fundraising for the United Way. 

Locally, regionally, and nationally, the Union raises member's concerns with the employer through a myriad of formal and informal methods including Union / Management consultations, ad hoc meetings, correspondence, and phone calls.

So, “Who is the Union?" you ask.  It is the collective of each member and, more so, it is each member.  Each member has one voice, and that voice is given strength when spoken through the Union!  Collectively all members form one loud voice that is difficult for the employer to ignore.  There is strength in numbers; and safety too.  The more united all members stand, the more they speak the same message the more likely the Union is going to convince the employer to support its goals.

By attending Branch meetings, such as your annual Branch general membership meeting, you - the member - have a prime opportunity to tell your Branch Executive what it is you want them to do and/or what direction you want them to take.  You don’t have to wait for annual meetings however, you can also communicate concerns at any time to the representatives in your Branch, from your Steward to your Branch President – all of whom, it should be mentioned, are volunteers.  Often, those concerns are brought to the National level.  Branch Presidents meet twice per year at National Board of Directors meetings in Ottawa, where national agendas are discussed, debated and set.  Keep in mind that it is the members who give their elected union representatives direction.

The Union is also your bargaining agent for collective bargaining purposes and negotiates a Collective Agreement that cover working conditions and benefits in your working life with the employer.  And that is a challenging task!  One must also always remember the union does not make the management decisions and can only make representations to those who do, insisting so the employer will ultimately agree with the union’s requests.  In some cases, members had to exercise their right to strike in order to advance issues and in others the threat of a strike and/or some job action was enough. 

In case you were wondering, here is a sampling of what the Union has gained as benefits for members over the years; in the early 1970s at National Revenue, for example:

• There was no Dental Plan

• There were no "Discrimination" clauses in the Collective Agreement (CA)

• There were no "Sexual Harassment" clauses in the CA

• There were no "Technological Change" clauses in the CA

• There were no "Compressed Work Week" or "Flexible Hours" clauses in the CA

• There were no "Maternity Leave" or  "Paternal Leave" clauses in the CA

• There were no "Care and Nurturing Leave" clauses in the CA

• There was no "Personal Leave" clause in the CA

• If you met and married another employee one of you had to quit

The Union has negotiated to ensure these benefits are entrenched into your Collective Agreement.

In the last few rounds of negotiating with Treasury Board and our first round with the CCRA there have been even more benefits negotiated into your Collective Agreement, some of which include:

• A Work Force Adjustment (WFA) Policy, which was purely the result of the 1991 federal public service strike and which the employer unilaterally eroded in subsequent years, but the Union negotiated the WFA into your Collective Agreement, giving it more force because it can now only be changed through collective bargaining negotiations or through legislation.  Other unions have since told us our WFA Policy is clearly among the best! 

• Employer-paid benefit plans

• We now have a definition of a common law spouse that recognizes same sex couples.

• There is now leave granted to union representatives to discuss "pending" grievances with a member.

• We have recognition for religious observance.

• Leave with pay for routine medical appointments for pregnant members.

• Leave for long-term care of a parent (Elder Care)

• Foster children are now recognized in the definition of "Family" for leave purposes

• An increase in "Bereavement Leave"

• Payment of "Professional Accounting Fees"

• Pre-Retirement Leave

• A historic battle on the issue of Pay Equity that took 15 years.

These are only some of the many benefits we have the ability to enjoy as Union members.  It was your Union that fought for these benefits and others; the employer did not voluntarily just give them up, and don’t fool yourself into thinking that the employer wouldn’t systematically erode these benefits if you let them.  Remember that no union means no collective agreement.

And just in case you are still uncertain about why you pay union dues, here is another sampling of what unions have accomplished over time for workers:

• A 7.5-hour working day

• Paid sick leave

• Higher wages

• Health insurance

• Overtime pay

• Pensions

• Safer working conditions

• Paid holidays

• Job security

• Paid vacations

• Parental leave

• Family related leave 

And rest assured, there is much more that can and will be achieved.

This article was in part inspired by a document prepared by the Union of Taxation Employees, which we thank for providing us with a reference.