Based on the strong feedback from our membership, the IBEW Executive met on March 11^th to refine and finalize our list of proposals for this round of bargaining. Our Negotiating Committee met with Manitoba Hydro’s Bargaining Committee on March 15-16 to discuss ground rules and to exchange proposals. 

We met again on March 24^th to review and clarify questions and to get a better understanding of perspectives and positions. At our most recent meeting of April 26^th, the parties met with the intention of only working on non-monetary items and language improvements.  We have the future dates of June 1 & 2 where we expect to start signing off proposals and moving forward on several items. 

As previously stated in the last bargaining update, some items that have been identified as extremely high priority include:

• Increases greater than or equal to the Cost of Living
• Competitive Salaries in the Utility Sector
• Recognition for Front Line contributions and sacrifice
• COVID days to replenish depleted sick leave credits
• Job security, Pensions, and limiting contracting out
• Competitive Meal and Travel Rates
• Improved benefits and access to same
• Competitive Standby and shift Premiums

There are several factors to consider in our current state of bargaining.  Some of those considerations include:
 

The Current Manitoba Hydro Bargaining Landscape with Unifor and CUPE

• Unifor Local 661 (our Gas Sisters and Brothers) have been without a contract since Jan 1/2021.Their bargaining has been quite slow and unproductive to date, and they appear to be moving towards a strike mandate. Their Bargaining Committee has given the Corporation till May 16/22 to come back to the table with a FAIR offer.  At that point their committee intends to recommend acceptance OR rejection/strike on their offer.  Local 681- has also had a GREAT result recently at arbitration where they successfully challenged the unjust layoff of some of their membership.  They have demonstrated to both Manitoba Hydro and the provincial government that they need to be treated fairly and with respect.    
• CUPE 998 (our office Sisters and Brothers) have also been without a contract since Jan 2020.They too have also had difficult bargaining to date and have recently sent out a strike mandate vote closing on Thursday at 4 p.m.CUPE is confident it will have the support of its membership.
• AMHSSE recently ratified its Collective Agreement for the period of 2021-2025 (5 years) where members will achieve increases of 6% over the 5-year period starting with a 0% for 2021 and 2% for some pay grade adjustments to catch up to IBEW paygrades.

The Rate of Inflation in Canada and Manitoba

• The 2021 rate of inflation in Manitoba was 3.3% (3.4% in Canada).
• The Canadian rate of inflation just hit a 31 year high at 6.7%. It is still uncertain what the 2022 average rate of inflation will be, but at this point it appears it will be 4.5% or Greater.
• 2021 & 2022 combined inflation could be almost 7.8% or worse.

Recently settled or ratified contracts

• The Winnipeg School Division and Winnipeg Teachers’ Association (WTA) reached a new collective agreement on May 20, 2021. The parties agreed to the new collective agreement for the following period July 1, 2018, to June 30, 2022 and the increases to salaries as per below:
  • July 1, 2018 – June 30, 2019, 1.6% increase
  • July 1, 2019 – June 30, 2020, 1.4% increase
  • July 1, 2020 – June 30, 2021, 0.5% increase
  • July 1, 2021 – June 30, 2022, COLA* (3.3%)
  • Total value of the contract is 6.8%

• University of Manitoba Faculty Association (UMFA) recently received an arbitrated award on March 28/22 from William Kaplan.  The award topped up provisions of the 2017-2021 Collective Agreement,
  • General Salary Increase to Achieve Reasonable Progress Towards the 25th Percentile.
    • April 1, 2021: 2.25%
    • April 1, 2022: 2.25%
    • April 1, 2023: 2.25%
  • Additional Special Adjustments as part of the General Salary Increases to Achieve Reasonable Progress Towards the 25th Percentile (Full Professors). Full Professors not at max: to be treated in same manner as if it were an increment. Full Professors at max, or who reach max during the term, receive these amounts, pro-rated, if necessary, as a lump sum.
    • April 1, 2021: $3000.00
    • April 1, 2022: $3000.00
    • April 1, 2023: $3000.00
  • lump sum of $1000 for Professors and $500 for Instructors and librarians.

 
In Conclusion:

Our Sisters and Brothers at CUPE and Unifor have been inspired by our solidarity and conviction.  Our achievements over the past few years have not gone unnoticed.  As they endeavor to seek a fair deal at bargaining which may include future strike action, IBEW and our membership will take all reasonable measures to support their fight for a fair deal.

The recent WTA ratified agreement and the UMFA arbitrated decision have both transpired after IBEW 2034 carved a path for other labour groups to have the confidence to stand up for themselves and fight for a fair collective agreement.  These agreements have far exceeded mandates and are reflective of the need to be competitive and not party to eroding members purchasing power by disregarding the rate of inflation (COLA).  Many other bargaining groups across the province have also been inspired and will continue to push forward to achieve fair bargaining.

As illustrated above, there are many moving parts and careful consideration needs to be given to achieve the best possible results.  Supporting other groups currently in bargaining, strong knowledge of agreements that have been achieved and the paths taken to achieve results, knowledge of the processes we can engage to apply pressure, relationships we have developed with our allies that have and will continue to stand behind us, and a strong and dedicated membership are all key factors to our future success.  The IBEW bargaining committee is confident that we will be able to deliver a fair deal to the membership.  We thank you for your continued support!