Certain actions by an employer may be violations of your rights or your collective agreement. Knowing the warning signs can help you take action early.

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Watch for situations like:

• Being paid below the agreed union rate or offered off-the-books “cash deals”

• Not receiving pay for all hours worked, including travel, prep, or cleanup time

• Being asked to perform unsafe work or having safety concerns ignored

• Discipline or termination without proper cause or due process

• Being discouraged or pressured not to contact your union

• Being called into meetings without the option for union representation

• Receiving incorrect, incomplete, or delayed pay

• Non-union workers performing work covered under the union agreement​

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If something doesn’t seem right, trust your instincts. It’s better to ask questions early than to deal with a larger issue later - your union is there to support you.

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A grievance is a formal complaint when your employer may have violated your rights or failed to follow agreed standards.

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This can include violations of:

• Your Collective Bargaining Agreement (CBA)

• Labour laws or employment standards

• Workplace policies or procedures

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Common issues include:

• Unfair discipline or termination

• Pay or benefit discrepancies

• Unsafe working conditions

• Harassment or discrimination

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How the Grievance Process Works

1. Report the Issue Early
Deadlines are often short (typically 5–15 days), so act quickly

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2. Document Everything
Keep records of dates, conversations, messages, and witnesses

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3. Follow the Process
Issues typically move from informal discussion to a written grievance, and may proceed to arbitration if unresolved

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4. Work with Your Union
Your union representative will:

• File and manage the grievance

• Represent your interests

• Guide you through each step

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Workers have a legally protected right to organize and pursue union representation. This process is protected under provincial labour laws and is intended to ensure that workers can make informed decisions about unionizing without pressure or interference.

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As a worker, you have the right to:

• Speak openly with your coworkers about forming or joining a union

• Seek information and contact a union representative in a confidential manner

• Sign union authorization cards to support organizing efforts

• Participate in a certification process, including voting in a union representation vote

• Take part in organizing activities without fear of discipline, discrimination, or reprisal

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Employer Limitations During Organizing

Employers are legally required to remain neutral and must not interfere with your rights. This means they cannot:

• Threaten, intimidate, or coerce workers in relation to union activity

• Promise raises, promotions, or improved conditions to discourage organizing

• Monitor, restrict, or interfere with union discussions or meetings

• Discriminate against or single out employees for supporting a union

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Organizing is your right. The law is in place to ensure that your choice to support—or not support—a union is made freely and without influence.