Phone: 204-944-2034
LOCAL 2034
IBEW 2034 Bargaining update – Feb 14/2020
Updated On: Apr 03, 2020

14 February, 2020


Dear Sisters and Brothers;
 

IBEW 2034 Bargaining update – Feb 14/2020
 

Bill 28- the Public Sector Sustainability Act has not yet been proclaimed but is still part of every public sector bargaining mandate. 0%, 0%, .75%, 1%, over 4 years.  The Joint Coalition of Unions court action began Monday Nov 18/2019 with opening statements and will see final arguments February 18-20/2020.  A decision is expected to be reached in mid March. It will be significant not only for workers in Manitoba, but across the country.
 
Some things to consider about the bill and that are being debated:

  • Government’s primary position is that the PSSA does not affect bargaining.
  • PSSA is not law and it may never become law. The question then becomes “Can a court challenge something that is not a law?”
  • The Joint Coalition of unions (to which IBEW belongs), The Joint Coalition of unions (to which IBEW belongs), argues that the bill is unconstitutional, and point to the Supreme Court of Canada’s previous ruling that the collective bargaining process is protected by the Charter of Rights and Freedoms. The Coalition consists of 28 unions including unions representing Manitoba nurses, lawyers, teachers and university faculty.16 of those unions are MFL affiliates. There are 110,000 affected members and 334 collective agreements. The biggest coalition members are CUPE (26,000 members), MAHCP (4,500), MGEU (39,000 members).The Coalition is well funded and financially prepared to go to the Supreme Court if required.
  • Manitoba’s debt and Provincial bond were the main reasons for PSSA. Public sector compensation accounts for 50% of government costs.The court Challenge will prove that the current gov’t embellished the financial crisis in 2016-17-18) and the bases for the bill were unfounded in the first place.
  • Manitoba Hydro is not funded by the gov’t.Levies and taxes are collected by the gov’t from Hydro.
  • Govt does not dispute that it interfered in the university agreement when it changed the mandate mid-bargaining and did not notify UMFA.
  • Recently, the Pallister government made a desperate attempt to stall the legal challenge by introducing some proposed amendments to the proposed law in the legislature (called Bill 2) and testing the waters on adjourning the court challenge against the intended bill. Bill 2 was an attempt by the government to tinker around the edges of the unconstitutional Bill 28 which still is not law, but is being used as the basis for all bargaining with public sector employees.

 
Other Factors to Consider:

  • After being without a contract since December 31, 2016 (more than 3 years) IBEW 2067 and Saskpower have a deal!  It’s a six-year deal going retroactive to January 1, 2017 and ends in 2022.  They initially started with rollbacks, zero’s and now 7% over the three years with 2%,2% and 2% in the final three years. 
  • In June of 2019, PARIM (Professional Association of Residents and Interns of Manitoba) presented its position at an arbitration panel regarding the Collective Agreement.  The Current gov’t has not overturned this decision!  The arbitration Award included:
    • Three-year agreement from 2018 to 2021 including wage/salary increases of 1.5% (plus 1.28% for PGY-1), 1.25%, and 1.5% respectively.
    • Increase to On-Call compensation rates in each year of 1.5%, 1.25%, and 1.5% respectively.
    • Increase to monthly stipends for Chief ($319.40 from $300.00 per month) and Senior Administrative Residents (50% of the Chief’s Stipend).
    • Increase in sick leave with pay entitlements from 30 days to 45 days.
    • wage/salary increases of 1.5% (plus 1.28% for PGY-1), 1.25%, and 1.5% respectively.
  • CUPE 998 Contract period is Jan 1/2017-Dec 31/2020
    • a) Effective January 1, 2017 – 0.00% general wage increase.
    • b) Effective January 1, 2018 – 1.00% general wage increase.
    • c) Effective January 1, 2019 – 1.25% general wage increase.
    • d) Effective January 1, 2020 – 1.50% general wage increase.
    • Able to provide notice to the corporation Sept 3/2020 to start bargaining new Collective Agreement.Under current Bill 28 mandate - will be expected to follow mandate as well and take the last 3 years of sustainability period - 0%, .75%, 1%.
  • AMHSSE Contract period is Jan 1/2017-Dec 31/2020
    • a) Effective January 1, 2017 – 0.00% general wage increase.
    • b) Effective January 1, 2018 – 1.00% general wage increase.
    • c) Effective January 1, 2019 – 1.25% general wage increase.
    • d) Effective January 1, 2020 – 1.50% general wage increase.
    • Able to provide notice to the corporation Sept 3/2020 to start bargaining new Collective Agreement.Under current Bill 28 mandate - will be expected to follow mandate as well and take the last 3 years of sustainability period - 0%, .75%, 1%.
  • UNIFOR Contract period is Dec 29/2016 -Dec 26/2020 – Under current Bill 28 mandate - will be expected to follow mandate as well and take the last 3 years of sustainability period - 0%, .75%, 1%.
    • Year 1: Effective December 29, 2016 • 0% general wage increase
    • Year 2: Effective December 28, 2017 • 1.00% general wage increase
    • Year 3: Effective December 27, 2018 • 1.25% general wage increase
    • Year 4: Effective December 26, 2019 • 1.5 % general wage increase
    • Able to provide notice to the corporation Sept 25/2020 to start bargaining new Collective Agreement.Under current Bill 28 mandate - will be expected to follow mandate as well and take the last 3 years of sustainability period - 0%, .75%, 1%.

 
So, what does this mean for our current bargaining:


Current Bargaining started Nov 2018 with our contract that expired Dec 31/ 2018 (in which we enjoyed 2.5%, 2%, 2% yearly wage increases ending Dec 31/ 2018) We’ve slowly been making forward progress.

  • The current court challenge will yield a decision in mid March/2020 that may affect our bargaining process going forward.
  • The current court challenge could yield an opportunity for an exemption from the Bill-28 mandate.
  • If the Current Court challenge ruling is positive or negative for either side it may proceed to the Supreme Court.
  • As CUPE 998, AMHSEE and UNIFOR contracts come up for renewal there will be increasing pressure to bring meaningful proposals and a stronger mandate to the bargaining table.
  • According to the current Bill 28 Mandate we served our first year of 0% in 2019, we are currently in our second year of mandate and will have served the second 0% by Dec 31/2020.

 
IBEW 2034 has been in close consultation with other locals across Canada who have experienced similar legislation and have had to navigate through difficult times, as well as with our Legal and other groups that have and are currently dealing with the current climate.  Based on all information we have received to date, we see no great rational to hurry up and sign a Collective Agreement that has no meaningful monetary improvements, no guarantees against contracting out work, no job security, and minimal improvements to benefits. 
 
Recent results in Saskatchewan are positive and prove that rejecting an undesirable contract and applying the right pressure to those who influence the outcomes of Collective bargaining process is essential. Your bargaining committee remains firmly committed to seeing this process through to the end and achieving a positive outcome for all our members!
 
Happy Valentines Day!
In Solidarity


Business Manager
IBEW Local Union 2034


-
Contact Info
IBEW Local 2034
1907 Portage Avenue
Winnipeg, MB R3J 0H9 CANADA
  204-944-2034

Top of Page image
Powered By UnionActive - Copyright © 2024. All Rights Reserved.