Labor unions

Labor unions

Introduction

Labor unions have existed in Canada since 1800 (Palmer, D., B.et.al, 2012). There has been tremendous transformation of management of trade unions in Canada. Several unions have come up and union activities have diversified to include participation in social empowerment e.g. fighting gender inequality. However, trade unions have been facing varied challenges that range from internal management of union affairs to mistrust among the Canadian public. These problems are mainly political, social and economical. These challenges should not derail the course of protecting workers rights. The task ahead as union executives is enormous and challenging. It calls upon courage and commitment among other selfless qualities to succeed. There are varied temptations and obstacles in undertaking your duties as union officials. It is clear that the hope of millions of Canadian workers rest on union officials in improving their welfare. This presentation concentrates on two issues. It acknowledges the existence of these problems and suggests practical solutions. The following challenges have contributed to the pathetic conditions of our labor unions.

1. Challenges facing labor unions in Canada

Low union density

The private sector constitutes 17% while the public sector constitutes 71% of members in Canadian labor unions (Real Women of Canada, 2008). It is evident that the public sector forms the backbone of Canadian unions.  In the public sector, it is mandatory for workers to be in a union. Many private companies in Canada are against union activities in their companies. They believe unions hinder the growth of their companies. Most unions protest against mechanization of a company’s activities. Unions demand increase in wages and salaries of workers. This lowers the net profit of companies and their level of productivity. Many employers in the public sector view unions as impediments and intruders in the daily running of their companies. Employers feel that union activities water down their absolute authority. They have no powers to reduce or change the workforce of their companies. Employers believe demands by unions for wage increase are devoid of economic considerations. Union demands prevent employers from having a competitive workforce. Private firms perceive union activities as irrelevant in the competitive world and do not reflect changing global market conditions. For example, most unions protest against introduction of technology that could displace their members. It is clear that technology increases productivity and reduces expenditure. In 2005 when it was successful to unionize workers in Wal –Mart Quebec, the management closed down the store (Real women of Canada, 2008). There have been failed attempts to unionize workers at McDonalds in Canada.  This has been a major hindrance in boosting increase of membership in most Canadian unions.

Negative public opinions on unions

There has been growing public outrage directed towards most Canadian unions. Workers contribute billion of dollars through union fees imposed to them. Various union officials have been involved in misuse of union money. This has generated a feeling that union officials are egocentric. Workers do not participate in management of union money and expenditure of union money remains a secretive issue. Most union officials have allocated themselves huge salaries from the union money (Anderson, Beaton &Laxer, 2006). Union officials are associated with richness that resembles employers. This has created a notion among the public that unions concentrate on exploiting poor workers through union fees. Several workers have filed suits in court to prevent unions from diverting money to non-union matters.

The Canadian public has developed a perception that union activities are archaic. Most employers have opened up avenues that promote dialogue with workers. This has reduced conflicts experienced between employers and workers. This reduces unions’ role in defending workers rights. A greater percentage of the Canadian public is aware of the current economic challenges facing employers. This has made to accept salaries given to them. They have realized reward in relation to productivity. Most union officials neglect workers contribution towards the running of the union’s affairs. Officials exclusively decide the amount union fee contributed by members. Some unions deduct exorbitant amounts from their member. This is exploitative towards poor workers.   Reduced public confidence in unions has weakened unions’ role in Canada currently.  Employers not threatened by union demands due to the disfavor from the public.

Growing political hostility from the government

Most Canadian unions are subscribing to leftist ideologies (Real women of Canada, 2008). Unions offer economical and moral support to activities connected to leftist political parties. Labor unions in Canada have funded and supported advocacy groups that support same sex marriages and anti-abortions laws. These are ideologies favored by leftist political parties in Canada. This has created unnecessary government interruptions on union activities. The right-wing government has fought back by supporting formation of legislation that hinders union activities. Harpers three interventions on free collective bargaining in six months is an epitome of government war against union activities. This strained relationship between the Canadian government and unions slows down achieving collective bargaining agreements. Differences between the government and unions also reduce cases of positive partnerships between the two.

Internal mismanagement of unions

Most Canadian unions have failed in transforming leadership of unions to match current conditions. Old veterans who lack fresh ideas dominate the scene in most Canadian unions. Those unions with young officials, lack a proper transitional process. Sudden generational change in unions has caused problems in unions today. Old union officials who leave office to the youth fail to create internal structures to create a smooth change over period. This casual approach has led to inability to attract professionals into union leadership. This ruins union activities that require professional approach. Some Canadian unions are involved in undemocratic practices during elections. Most union officials are adamant of leaving office. They select representatives who vote at conventions organized by the union leaders. Members are involved in elections of their leaders at a smaller scale.

Very many unions have infiltrated the labor movement in Canada today. Some of these unions have very few union memberships. Less membership in unions adversely affects a union’s financial capacity. Increased number of unions complicates coordination of union activities.  Duplication of union roles is rampant in many Canadian unions. It has generated unhealthy competition among unions for members. Rivalry and disunity among splinter unions reduces the impact of any union activity.

Harsh economic conditions

Unexpected economic changes have reduced the purchasing power of a number of families in Canada. These unfavorable economic conditions make the Canadian population desperate. Jobs that offer good remuneration and proper working conditions have been on the decline. People are now taking up jobs with precarious working conditions. It becomes difficult to impose industrial actions when unemployment is on the rise. Currently, there are many Canadians working in very dangerous mine fields. Unions cannot intervene as there less safer alternatives to the Canadian population.

The state of the economy has pushed various companies to reduce their staff (Anderson & Laxer, 2006). There have been massive layoffs in affected companies. Unions in a very difficult position when it evident the economy is in a bad state. Inability by unions to prevent major plant closures in Canada worsens the situation. Employers have taken advantage of the current economic failures to exploit workers. Canadians are surviving on stringent budgets that have made them accept any job offers. Unions have failed in creation of employment opportunities. There has been continued lack of initiatives by unions to boost labor force growth. Economic instability has reduced the number of global multinational companies in Canada operating in Canada. Many companies are closing their plants due to unsustainable losses. These countries cannot sustain a huge workforce with small margins of profits.

2. The way forward for labor unions in Canada

Time has come for the labor movement in Canada to undergo a major overhaul. This is necessary to restore the lost glory of labor unions in Canada. A further ignorance of the existing conditions of unions in Canada will kill the labor unions in Canada. Labor unions in other parts of the world are in deplorable conditions. Unions in Canada should adopt strategies and structures that will prevent extinction of union activities. Restructuring of labor unions should aim at empowering union officials in performing their duties. The following suggested strategies will enable the growth of the labor union in Canada.

Depoliticizing of labor unions

Union officials are free to take political stands on various national issues. However, it is important to dissociate the entire union from a personal political position. Unions should take neutral positions. Disciplinary measures like expulsion are useful to punish officials who involve the whole union in political matters.  Members should consult on political matters that require union participation. Unions should concentrate on its core functions of protecting workers interests. Association with political leaders should be on a clearly outlined platform. Current office holders should not vie for political offices. It is advisable for union officials with political ambitions to resign from office. Officials should closely monitor bank accounts of unions during election period.

Professionalizing management of labor unions

Unions should hire professionals to help in the daily running of union affairs. These experts will ensure proper financial management. Audited union accounts should be in the public domain. Public relations officers should do extensive awareness program that boosts public confidence in unions. Union officials should involve their members in determining the contribution amount. Officials should consider job position of a member in relation to the prevailing economic conditions.

Many unions are operating with outdated constitutions that encourage mismanagement. Unions in Canada should undertake initiatives to make changes to their constitutions. The new constitutions should clearly state the code of conduct of union officials.

Formation of larger unions

Several unions are a sign of democracy among the labor union. However, continuous wrangles and competition for membership reduces effectiveness. It is advisable to merge smaller unions with common interests into a single union. This will lead to increased membership base. A large number of members will boost financial ability to manage union affairs. Large unions have a greater impact when undertaking an industrial action. This creates increased recognition by the government and the public sector. The merging of C.A.W and C.E.P TO form UNIFOR has contributed immensely to improvement of recognition by government and the private sector (Keenan, 2013).

These large unions should have structures that address different matters. For example in UNIFOR, there are sections that address grievances from the automobile sector and those that address issues from the paper industry. This reduces complaints of favoring one section only.

Union participation in social responsibility

Unions should use part of union funds to transform the society.  Unions should participate in improving education or health standards in Canada. This reduces the gap between unions and the society. The public will develop confidence in unions and their activities. Unions should carry out a social audit of an issue before offering financial assistance. Officials should avoid sensitive public matters that damage a union’s image like homosexuality and abortion.

Consultations with the private sector

It is significant to approach the private sector and initiate friendly forums for discussions. The unions should exchange ideas and knowledge with the private sector. This will make the unions to understand prevailing economic conditions. Such moves will make unions to make demands that suit the competitive global market. Interaction between the union and the private sector will promote good relationship (Hargrove & skin 1998). Private employers will develop trust towards unions and allow their employees to be in unions. This will help in increasing union density especially in the private sector.

Assessment of economic conditions

Research on economic impacts of union activities should be the basis of various union decisions. Unions should allow new methods and changes in the employment sector that favor current economic conditions for example, research on impacts of machines in a company. This will cut down on major plant closures in Canada. Research will allow union officials to make updated decisions. Officials should commission feasibility studies to determine viability of union demands.

Conclusion

It is clear that labor unions in Canada have major problems currently. These problems are through negligence by union officials or external influence. The task ahead as new executive officials is to transform the labor movement into a formidable entity. The first task is that we should accept the existence of these threats to the labor unions. The problems range from mismanagement to government interference. Secondly, steady implementation of the suggested changes. It is important to note that unions need fresh ideas to achieve the current standards of expectations. You have an onerous task ahead that requires commitment. Isolated approach to these problems will be a total failure. Experience should form the basis of union decisions and actions. The proposed solutions are just a guideline. The important matter is your dedication to the success of our labor movement.

References

Keenan, G. (2013). The Globe and Mail: C.A.W, C.E.P Union merger suggests greater number

in powers. Retrieved from http://www.theglobeandmail.com/news/national/unions-political calculus-with-numbers-come-power/article13678660/ on October 31, 2013

Hargrove, B., & Skene, W. (1998). Labor of love: The fight to create a more human Canada. Toronto: McFarlane, Walter and Ross

Real women of Canada. (2013). Tyranny of labor unions in Canada. Retrieved from http://www.realwomenofcanada.ca/publications/analysis-reports/the-tyranny-of-labour-unions-in-canada/ on October 31, 2013

Palmer, D., B. et.al. (2012). The Canadian Encyclopedia: working class history. Retrieved from

http://thecanadianencyclopedia.com/articles/workingclass-history on October 31, 2013

Gupta, T. D. (2006). Racism/anti-racism, precarious employment, and unions.

Precarious employment: Understanding labor market insecurity in Canada, 318-34. . McGill-Queen’s Press

Anderson, J., Beaton, J., & Laxer, K. (2006). The union dimension:

Mitigating precarious employment. Precarious employment: Understanding labor market insecurity in Canada, 301-317. McGill-Queens Press

Armstrong, P., & Laxer, K. (2006). Precarious work, privatization, and the health care industry:

The case of ancillary workers. Precarious employment: Understanding labor market insecurity in Canada, 115-140. McGill-Queens Press.

 

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