Union 101

A Guide for Members

A labour union is an organization made up of a group of workers who come together to protect and improve their rights and interests in the workplace. A union negotiates with the employer for better pay, benefits, and working conditions. You are a member of the United Steelworkers (USW).

 

A union local is a part of a larger labour union that represents the rights and interests of workers in a specific geographic area or employer. Your local union is USW Local 1998. USW Local 1998 is an amalgamated local that represents 10,000 members in seven bargaining units:

1.      University of St. Michael’s College Unit

2.      University of St. Michael’s College Residence Dons Unit

3.      University of Toronto Casual Unit

4.      University of Toronto Residence Dons Unit

5.      University of Toronto Staff Appointed Unit

6.      University of Toronto Schools Unit

7.      Victoria University Unit

 

USW Local 1998 is on your side if a workplace question or concern arises. Our union is here to advise, support and advocate for you. Do you have a workplace question or concern? Contact Us

Negotiates Collective Agreements

Every three years, each bargaining unit elects a bargaining committee made up of USW Local 1998 leadership and union members to negotiate their unit’s next collective agreement, or contract, with the employer. A collective agreement addresses the employer’s obligations and the workers’ rights and entitlements around wages, benefits, hours of work, leaves, job security, health and safety, discrimination and harassment, grievance procedures, and more. In contract negotiations, we fight off the employer’s concession demands and push for contract improvements.

 

Enforces the Contract

USW Local 1998 holds the employer accountable for adhering to the terms of the collective agreement. If the contract is violated, the union’s Grievance Officers can represent the worker(s) involved to resolve the issue through an informal discussion with management or the grievance, mediation and arbitration process. Contract enforcement is also the responsibility of your Local Union President, Local Unit President, and members like you who serve as stewards and on committees prescribed by a collective agreement.

 

Ensures Equitable Pay

USW Local 1998 ensures that workers are recognized and compensated for the full extent of their work through a fair and equitable position classification system. Contact the union’s job evaluation analysts to learn more about the job evaluation process. You can also learn more about the job evaluation process here.

 

Supports and Represents Members

USW Local 1998 is on your side if a workplace question or concern arises. Our union is here to advise, support and advocate for you. Do you have a workplace question or concern? Contact Us

A local union executive committee is the governing body of a local union, like USW Local 1998. Our union’s executive committee is responsible for leading USW Local 1998 in accordance with the United Steelworkers constitution and Local bylaws and overseeing the union’s operations and strategies.

 

Leadership and Governance: USW Local 1998’s executive committee leads our Local, ensuring that we operate in accordance with the United Steelworkers constitution and Local bylaws. Our executive committee also sets the direction for union activities.

 

Decision-Making: Our executive committee makes high-level decisions on behalf of our members.

 

Member Representation: Our executive committee ensures that the interests and rights of union members are protected and represented.

 

Financial Oversight: Our executive committee establishes budgets, monitors union funds, and ensures transparency and accountability.

 

Nomination and Election

USW Local 1998’s executive committee is elected by our members once every three years. There are also officer positions within each of our bargaining units that serve on the executive committee. If you are interested in serving on our Local’s executive committee or in a unit officer position, note that any USW Local 1998 member in good standing can stand for nomination for these positions. Nominations for these positions are held at designated general membership meetings (GMMs) or bargaining unit meetings where a notice of nomination has been announced in advance in USW Local 1998’s weekly e-newsletter.

A general membership meeting (GMM) is a regularly scheduled meeting where the business of a local union is conducted. At a GMM, all union members are invited to gather and engage in discussions, participate in decision-making, and receive updates on union activities.

 

USW Local 1998’s general membership meetings (GMMs) are held monthly. Our GMMs are hybrid meetings: Members may attend in-person on the St. George campus or at United Steelworkers Hall; on the UTM campus; and on the UTSC campus. Members may also attend remotely via Zoom. GMMs are a key part of democratic union governance, and all are encouraged to attend. Be a part of the discussions about and the decisions guiding the direction of our Local! You are the union!

 

General membership meetings (GMMs) are chaired by the Local Union President or the Local Union Vice-President. Each month’s GMM package, which includes the agenda, motions and financial reports, is circulated to all members through the Local’s weekly e-newsletter following our monthly Executive Committee Meeting. At a GMM, the meeting chair reviews the agenda and members can ask questions and vote on motions and financial statements. The chair then provides members with a report including important updates from our Local. Members also hear from our Local’s bargaining unit Presidents and standing committee Co-chairs.

 

Why Participating in GMMs Matters

General membership meetings are fundamental to ensuring transparency, democracy, and solidarity within USW Local 1998. They allow our union to operate as a collective voice for our members.

A process was implemented in 2001 that provides for an orderly process to deal with motions that are put forward by members from the floor of a USW Local 1998 general membership meeting (GMM). Such motions are treated either as a timely motion or a notice of motion.

If a motion raised from the floor of a GMM deals with an action that cannot be implemented if the motion is not debated and voted on immediately, the motion is considered timely, and it is debated and voted on during the GMM in which it is raised. If a motion raised from the floor of a GMM deals with an action that can be implemented if the motion is debated and voted on at the next scheduled GMM, the motion is considered not timely and treated as a notice of motion to be dealt with at the next scheduled GMM.

This process allows for a larger number of USW Local 1998 members to become aware of motions that are put forward by other members from the floor of a GMM and to participate in the debate of and vote on those motions.

A collective agreement is a legally-binding, written contract between an employer and a group of workers represented by a labour union. A collective agreement addresses the employer’s obligations and the workers’ rights and entitlements around wages, benefits, hours of work, leaves, job security, health and safety, discrimination and harassment, grievance procedures, and more.

USW Local 1998 is an amalgamated local that represents 10,000 members in seven bargaining units. Each unit has its own collective agreement.

1.      University of St. Michael’s College Unit

2.      University of St. Michael’s College Residence Dons Unit

3.      University of Toronto Casual Unit

4.      University of Toronto Residence Dons Unit

5.      University of Toronto Staff Appointed Unit

6.      University of Toronto Schools Unit

7.      Victoria University Unit

Every three years, each bargaining unit elects a bargaining committee made up of USW Local 1998 leadership and union members to negotiate their unit’s next collective agreement with the employer. In contract negotiations, we fight off the employer’s concession demands and push for contract improvements.

Why is having a collective agreement important?

Your collective agreement allows USW Local 1998 to hold the employer accountable for following the provisions established in your contract. It prevents the employer from unilaterally making decisions affecting your employment, pay, benefits and working conditions. The collective agreement also outlines a grievance, mediation, and arbitration procedure so our union can advocate on your behalf if the employer violates the collective agreement.

Collective bargaining is the process through which a group of workers represented by a labour union, called a collective bargaining committee, negotiates with the employer for workers’ rights and entitlements around wages, benefits, hours of work, leaves, job security, health and safety, discrimination and harassment, grievance procedures, and more.

 

USW Local 1998 is an amalgamated local that represents 10,000 members in seven bargaining units. Each unit has its own collective agreement, or contract, and its own collective bargaining committee.

  1. University of St. Michael’s College Unit
  2. University of St. Michael’s College Residence Dons Unit
  3. University of Toronto Casual Unit
  4. University of Toronto Residence Dons Unit
  5. University of Toronto Staff Appointed Unit
  6. University of Toronto Schools Unit
  7. Victoria University Unit

 

Every three years, each bargaining unit elects a bargaining committee made up of USW Local 1998 leadership and union members to negotiate their unit’s next collective agreement with the employer. In contract negotiations, we fight off the employer’s concession demands and push for contract improvements.

 

During collective bargaining, your bargaining committee and the employer come together “at the bargaining table” to put forth and discuss contract proposals for inclusion in your bargaining unit’s next collective agreement. Both sides caucus (meet separately), make counter proposals, test out ideas and attempt to bridge differences.

A collective bargaining committee is a group of workers represented by a labour union who negotiate with the employer for workers’ rights and entitlements around wages, benefits, hours of work, leaves, job security, health and safety, discrimination and harassment, grievance procedures, and more.

USW Local 1998 is an amalgamated local that represents 10,000 members in seven bargaining units. Each unit has its own collective agreement, or contract, and its own collective bargaining committee.

  1. University of St. Michael’s College Unit
  2. University of St. Michael’s College Residence Dons Unit
  3. University of Toronto Casual Unit
  4. University of Toronto Residence Dons Unit
  5. University of Toronto Staff Appointed Unit
  6. University of Toronto Schools Unit
  7. Victoria University Unit

Every three years, each bargaining unit elects a bargaining committee made up of USW Local 1998 leadership and union members to negotiate their unit’s next collective agreement with the employer. In contract negotiations, we fight off the employer’s concession demands and push for contract improvements. All USW Local 1998 members in good standing are eligible to stand for nomination to their unit’s bargaining committee. No prior experience is required.

During the months-long collective bargaining process, your bargaining committee keeps you apprised of important information and developments through a series of “Bargaining Updates” published in USW Local 1998’s weekly e-newsletter.

Infographic to come soon

A Communication Action Team (CAT) is a network of union members who keep fellow members informed about developments in the collective agreement, or contract, bargaining process.

The CAT shares collective bargaining updates from the bargaining committee with members. The CAT also brings members’ questions about the collective bargaining process to the bargaining committee’s attention. Additionally, the CAT encourages members to display and use USW Local 1998 solidarity items such as shirts, lanyards, buttons, desk tent cards, pens, mugs, and union-themed virtual backgrounds in the workplace. The display and use of these items increases the union’s visibility on campus and is a source of power for your elected bargaining committee in contract negotiations with the employer.

The CAT can also help build power during the bargaining process by:

  • Engaging in conversations about collective bargaining with colleagues
  • Distributing flyers, hanging posters, handing out informational materials, etc. to members
  • Acting as a conduit to ensure clear communication between members and the bargaining committee

Interested in joining the Communication Action Team (CAT)? Email info@usw1998.ca today!

Having a strong union does not just come from having a collective agreement, or contract. The strength of our union depends on active and engaged members. When you engage with your union by attending general membership meetings and union events, using solidarity items in the workplace, voting, etc., you help shape the direction of the union and strengthen our ability to advocate and negotiate effectively with the employer. Being engaged with your union offers a range of benefits that support workers both individually and collectively.

 

Better Wages and Benefits

  • Collective bargaining gives unionized workers the power to negotiate for fair pay and improved benefits such as health insurance, paid leave, and vacation.
  • Union workers typically earn more than their non-union counterparts doing similar work.

 

Job Security

  • Union contracts protect against unfair treatment and arbitrary dismissal.
  • Clear rules around layoffs, discipline, and termination help ensure that workers are treated fairly and consistently.

 

Stronger Workplace Protections

  • Unions advocate for safe and healthy working conditions, enforce health and safety regulations, and give workers a voice to speak up without fear of retaliation.
  • Unionized workplaces are more likely to enforce policies on harassment, discrimination, and equitable treatment.

 

A Voice on the Job

  • Through union representation, workers have a formal say in decisions that affect their jobs, such as scheduling, overtime, and workplace policies.
  • Members can raise concerns and advocate for improvements through established processes.

 

Grievance and Support Systems

  • If something goes wrong at work, unions provide support through the grievance procedure and union representation.
  • Workers don’t have to face management alone – they have experienced advocates to help navigate workplace issues.

 

Solidarity and Community

  • Being part of a union fosters collective strength, mutual support, and solidarity among workers.
  • Many unions also support broader social justice, equity, and community-building efforts.

 

Opportunities for Leadership and Involvement

  • Unions offer members the chance to grow their leadership and advocacy skills by participating in courses, committees, and conferences with the possibility of running for elected positions.

 

When USW Local 1998 has visible, active support from our members, we have more leverage in the collective bargaining process (“at the bargaining table”) and in day-to-day relationships with the employer when defending and enforcing our collective agreement.

 

Union engagement builds solidarity amongst our membership. The more engaged you are with our union, the more collective strength and power we have.

When a union prepares for collective bargaining with the employer, one of the most important tools the elected bargaining committee uses to determine its contract bargaining priorities is the bargaining survey completed by its members. The bargaining survey is your opportunity to inform us about the issues that are most important to them and thus what they would like the Union to negotiate on their behalf. The Negotiating Committee uses the information they receive from the members when they create their bargaining proposals.

Completing the bargaining survey is your chance to shape the proposals the Negotiating Committee presents to the employer. 

Town hall meetings are held to provide opportunities for members to meet with their union representatives and have input on the direction the Union will take on a variety of issues. Town hall meetings can be used to provide a forum for discussion about bargaining priorities in the lead up to collective bargaining. They can also be used to provide important updates on topics that are of interest to the membership.

Town hall meetings help members stay engaged with their colleagues and their union.

Even before the Union and the employer begin the bargaining process, there is a consultation phase, which includes the bargaining survey and town halls where members identify their bargaining priorities. Once your contract priorities are identified, your elected bargaining committee researches the issues to begin preparing bargaining proposals.

To prepare for bargaining (“going to the table”) with the employer, your bargaining committee reviews our current and past collective agreements (contracts), goes through your bargaining survey responses, records member input from consultation Town Halls, and identifies where contract language improvements may be needed based on recent grievances, such as the inclusion of the Letter of Intent: Workload Discussions that flowed from the 2023 round of member consultations in the University of Toronto Staff-Appointed Unit. USW Local 1998 recognizes that workload concerns are not unique to the Staff-Appointed Unit, and in 2025, we launched a workload survey in all units to inform future contract negotiations. [NO DONS]

When negotiations start, the Union and the employer exchange bargaining proposals. Each proposal is reviewed by the Union and the employer, respectively, after which either party can respond by accepting the proposal, rejecting the proposal, or offering a counter-proposal with amendments.

There are two types of bargaining proposals: non-monetary and monetary. Both are equally important because non-monetary proposals define your rights, entitlements, and conditions in the workplace, while monetary proposals address wages, healthcare benefits, and paid leaves.

Non-monetary proposals may include:

  • Defined hours of work, overtime, alternate work arrangements, and part-time status for family care [SA Only]
  • Entitlement to a minimum number of paid professional development days [SA Only]
  • Protection from discrimination and harassment in the workplace
  • Right to union representation and the grievance process

Monetary proposals may include:

  • Defined pay scale with salary increases on your anniversary date and across-the-board (ATBs) wage increases [SA Only]
  • Protections for sick leave, long-term disability leave, personal leave (personal days), pregnancy and parental leaves, bereavement leave [SA Only]
  • Healthcare and childcare benefits [SA Only]
  • Pension bridge [SA Only]

When we begin the collective bargaining process, also called contract negotiations, you and your elected bargaining committee identify rights and entitlements that we need to protect and improve your current collective agreement, wages, and benefits.

When your elected bargaining committee enters contract negotiations with your employer (“goes to the table”), the process looks something like this:

Membership Consultation
Before your bargaining committee goes to the table with the employer, they listen to you – through bargaining surveys, town halls, and one-on-one conversations. Your concerns and priorities shape your union’s bargaining proposals. This is your contract, and your input is vital to determining the bargaining committee’s priorities and subsequent proposals.

Proposal Preparation
Once your contract priorities are identified, your elected bargaining committee researches the issues to begin preparing non-monetary and monetary bargaining proposals.

At the Table with the Employer
Your bargaining committee meets face-to-face with the employer’s bargaining committee. The Union and the employer exchange bargaining proposals. Each proposal is reviewed by the Union and the employer, respectively, after which either party can respond by accepting the proposal, rejecting the proposal, or offering a counter-proposal with amendments. It is your bargaining committee’s job not only to push for contract improvements, but to protect the rights and entitlements that we currently have. This process requires many meetings over a period of weeks or months.

You Decide
After the Union and the employer reach a tentative agreement about the newly proposed terms and conditions of your next collective agreement, your union holds a ratification town hall. During this meeting, the proposed tentative agreement is presented, changes are highlighted, and you have an opportunity to ask questions of your bargaining committee. Following the ratification town hall, a ratification vote is held during which members are able to vote in favour of adopting or rejecting the proposed terms and conditions of their bargaining unit’s next collective agreement.

Information to come soon

A strike mandate is a mechanism used by your elected collective bargaining committee to pressure the employer to agree to collective agreement improvements that benefit you. A strike mandate vote is the process through which you and members of your bargaining unit decide whether you will authorize your bargaining committee to implement job action, up to and including a strike, if doing so becomes necessary during contract negotiations with the employer.

When our members turn out in force to cast “yes” ballots in a strike mandate vote, the employer knows that USW Local 1998 could mobilize an effective job action if necessary. In turn, the employer is more likely to negotiate with your bargaining committee for better pay, benefits, and working conditions.

Your bargaining committee always works toward achieving a tentative agreement; your bargaining committee will only call for job action as a last resort. In most cases, your bargaining committee will present the employer’s final contract offer to the membership with a recommendation to accept or reject the offer through a collective agreement ratification vote.

A tentative agreement is a proposed contract that has been negotiated between a union and an employer. A ratification vote is when union members vote to accept or reject the tentative agreement.

Tentative Agreement Reached
When your elected bargaining committee reaches a tentative agreement with the employer, both sides have agreed on the contract terms and the Union feels it is the best possible deal it can present to the membership. The tentative agreement is implemented when you and other members of your bargaining unit vote to ratify it. The employer must also ratify the tentative agreement before it comes into effect.

Membership Information
Before voting on the tentative agreement, the Union provides the membership with details of the tentative agreement, through:

  • Town Hall Meetings
    These sessions give members the opportunity to ask questions, get clarification from the bargaining team, and hear the reasoning behind the recommendation to accept or reject the deal.
  • Tentative Agreement Highlight Package and Memorandum of Settlement

The goal is to ensure everyone has the chance to review and understand the offer. After a tentative agreement is reached, it usually takes several days to create, proof and print the highlight package.

Voting
Members vote by hard-copy and/or online secret ballot to either accept or reject the tentative agreement.

Majority Rules
If most members vote in favour of the tentative agreement, it is ratified, and the contract becomes your bargaining unit’s new collective agreement. If most members vote against the tentative agreement, the agreement is rejected, and the bargaining team usually implements job action, which can include work-to-rule campaigns, rotating strikes, or a bargaining unit-wide strike. At this point, the bargaining committee may also propose to the employer that contract negotiations resume.

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