Frequently Asked Questions

Your local union relies on engaged members to help strengthen union democracy and represent the interests of their co-workers. Whether you want to volunteer occasionally or take on a more active role, there are many ways to get involved.

You can attend general meetings, run for an elected position, become a shop steward, a social delegate, or a health and safety representative, participate in mobilization activities, or join one of your local union’s committees, depending on the opportunities available.

Every contribution, big or small, helps strengthen your union and improve working conditions for all members.

Interested in getting involved?

Contact your union representative. We can tell you about the opportunities available in your workplace and help you get started.

Each year, the 800 offers a training program for elected officers, union activists, and all members who want to expand their knowledge and skills.

Training sessions cover a wide range of topics, including labour rights, union representation, occupational health and safety, collective bargaining, leadership, and much more.

You can view the training calendar or contact your union representative to learn about upcoming training sessions and how to register.

A financial report provides members with a clear overview of their local union’s revenues and expenses.

It is generally prepared by the officer responsible for the local union’s finances in accordance with the 800’s Constitution and Bylaws. Supporting documents must be retained, and expenses must be authorized in accordance with established procedures. A copy must be submitted annually to your unit’s union representative, in accordance with the union’s bylaws.

The financial report is then presented to the members at a general meeting to ensure the transparent management of the local union’s funds.

Occupational health and safety is a shared responsibility between workers, employers, and their representatives. Together, they work to prevent workplace accidents, occupational diseases, and hazardous situations.

In many workplaces, this collaboration takes place through a Health and Safety Committee. Made up of employer and worker representatives, the committee identifies workplace hazards, makes recommendations, contributes to the development of prevention measures, and helps improve occupational health and safety practices.

Every member can help make their workplace safer by reporting hazards, participating in prevention activities, and working with their health and safety representatives.

Would you like to get involved in occupational health and safety? Contact your union representative to learn more about your workplace’s Health and Safety Committee or the different ways you can contribute to prevention efforts.

Collective bargaining usually begins with a consultation of the members to identify the priorities for renewing the collective agreement.

The bargaining committee, made up of elected members and a union advisor, then meets with the employer to present the members’ proposals, discuss the proposals of both parties, and work toward reaching an agreement. Depending on the issues involved, several bargaining sessions may be required, and various mobilization activities may take place throughout the process.

Once a tentative agreement has been reached, it is presented to the members, who vote on whether to accept it.

Would you like to learn more about the collective bargaining process? Explore our union training program to discover the courses offered on collective bargaining.

Social delegates provide confidential support to members who are experiencing personal difficulties that may affect their well-being or their work. They help connect members with appropriate resources, provide initial support, and promote well-being in the workplace. They do not act as professional counsellors or therapists. Rather, they are trained peer resources who listen, offer guidance, and help direct colleagues to the support services they may need.

Would you like to speak with a social delegate or learn more about this role? Contact us. We can connect you with a social delegate or explain how you can get involved and become a social delegate yourself.

General meetings are governed by the 800’s Constitution and Bylaws to ensure discussions are conducted in a respectful, democratic, and fair manner.

Members in attendance may propose resolutions, participate in debates, and vote when decisions are required. The chair of the meeting is responsible for ensuring that the rules of procedure are followed and that discussions proceed in an orderly manner.

The notice requirements, quorum, voting procedures, and other meeting rules are set out in the union’s Constitution and Bylaws.

The general meeting is the primary decision-making body of your local union.

It gives members the opportunity to receive updates on union activities, discuss issues affecting their workplace, ask questions, and vote on matters when decisions are required.

It’s also an opportunity to elect members to various positions, adopt the local union’s priorities, review its financial report and actively participate in the democratic life of the union.

The structure of a local union is defined by the 800’s Constitution and Bylaws. It generally includes a President, an Executive Committee, shop stewards, and other elected positions based on the needs of the local union.

Each elected officer has specific responsibilities to represent members, share information, and help ensure the effective operation of the local union.

Depending on the size of the workplace and its particular needs, some positions and responsibilities may vary.

A local union brings together the members represented by the 800 in the same workplace. It is at this level that the day-to-day activities of the union are organized.

Each local union elects members to represent it, holds general meetings, discusses issues specific to its workplace, and makes decisions that affect its members.

The local union is the first place where members can ask questions, raise concerns, and contribute to improving their working conditions.

You can contact your union whenever you have a question or concern about your working conditions. There is no need to wait until a situation becomes a conflict or disciplinary action is taken.

The union can assist you with issues related to your wages, work schedule, seniority, vacations, a conflict with your employer, disciplinary action, workplace harassment, occupational health and safety, or any other matter involving your collective agreement.

The sooner the union is informed, the better it can advise you and take action when necessary. It is always better to ask for help early than to wait until the situation becomes more difficult.

Workers are protected by employment and labour laws, occupational health and safety legislation, and, if they are unionized, the provisions of their collective agreement.

Among other things, you have the right to work in a respectful, harassment-free, and safe workplace, to receive the wages and benefits to which you are entitled, to exercise your union rights and to be treated fairly, without discrimination or retaliation.

Your collective agreement may also provide additional protections related to work schedules, vacations, leaves of absence, disciplinary measures, job postings, seniority, and many other working conditions.

If you believe one of your rights has not been respected, do not hesitate to contact your union representative. The union is there to provide information, advice, and support to help protect your rights.

Pay equity aims to eliminate wage gaps caused by systemic discrimination against jobs that are predominantly held by women. Its purpose is to ensure that jobs of comparable value receive equitable compensation, even when they are performed in different occupations or sectors.

Pay equity should not be confused with equal pay. Equal pay means that an employer must provide the same pay for the same work or for work of equal value. Pay equity, on the other hand, compares different jobs of comparable value in order to correct wage disparities resulting from the historical undervaluation of female-dominated occupations.

In Quebec, many employers are required to conduct a pay equity exercise and maintain its results over time. If you believe your workplace is not meeting these obligations, your union can inform you about the options available and the steps that may be taken.

Employment Insurance (EI) is a federal government program that provides temporary financial assistance to eligible workers who lose their job or are unable to work in certain situations established by law.

Your eligibility depends on several factors, including the reason for your interruption of earnings, the number of insurable hours you have accumulated, and the eligibility requirements established by the Government of Canada.

It is generally recommended that you apply for Employment Insurance benefits as soon as you stop working, even if you have not yet received all of the required documents. If you have questions about your situation or about the documents your employer must provide, your union representative can help direct you to the appropriate resources.

You have the right to exercise the rights granted to you under labour laws and your collective agreement without fear of retaliation from your employer.

For example, you should not be penalized for participating in union activities, filing a grievance, reporting workplace harassment, exercising your occupational health and safety rights, or asserting any other right provided by law.

If you believe you have experienced retaliation, contact your union representative as soon as possible. The union will review your situation to determine what remedies may be available based on the facts of your case and the protections provided by applicable laws and your collective agreement.

A disciplinary meeting can have important consequences for your employment record. If your employer asks you to attend one, contact your union representative as soon as possible to obtain advice specific to your situation.

Depending on your collective agreement, you may have the right to be accompanied by a union representative during the meeting. Your representative can explain your rights, help you understand the process, and assist you in preparing for the meeting.

During the meeting, listen carefully to the concerns raised by your employer, answer honestly, and avoid making assumptions or statements you are not certain about. Be sure to keep copies of any documents you receive.

After the meeting, your union representative will review the situation to determine whether the disciplinary measure is justified and what steps, if any, should be taken to protect your rights.

If you have been dismissed, contact your union representative as soon as possible. Many legal and contractual remedies are subject to relatively short time limits. The sooner the union is informed, the sooner it can assess your situation and provide the support you need.

A dismissal does not necessarily mean that your employer’s decision is final. Depending on your collective agreement, the applicable laws, and the circumstances of your case, you may have grounds to challenge the decision.

The union will review the reasons given by the employer, determine whether the procedures set out in the collective agreement were followed, examine the available evidence, and consider the circumstances surrounding your dismissal. Depending on the situation, it may file a grievance or pursue another appropriate course of action to protect your rights.

If the majority of employees vote against unionizing, the union will not be certified and the organizing campaign will come to an end. If employees wish to begin another union organizing campaign in the future, certain conditions set out in the Labour Code must be met. To learn more, contact our team at 1 800 361-2486, extension 410.

The first collective agreement is negotiated by a bargaining committee made up of employee representatives, with the support of UES800 union representatives. Members remain at the heart of the process. They are consulted to identify bargaining priorities and vote on the tentative agreement before it is ratified. Have questions? Call us at 1 800 361-2486, extension 410.

Once the union is certified, it officially becomes the representative of the employees in your workplace. The next step is to prepare for and negotiate a first collective agreement with the employer. Throughout the process, members are kept informed of the progress of negotiations and have the opportunity to vote on the proposed agreement. Would you like to learn more? Contact us at 1 800 361-2486, extension 410.

Once an application for union certification has been filed, the Labour Code generally prevents an employer from changing the working conditions of the employees in the proposed bargaining unit unless the requirements set out by law are met. This protection is intended to preserve existing working conditions while the unionization process is underway. Wondering how this rule applies to your workplace? Call us at 1 800 361-2486, extension 410.

The Labour Code protects every employee’s right to join a union. If you are dismissed, suspended or subjected to disciplinary action because you are taking part in a union organizing campaign or encouraging your co-workers to join a union, the law provides remedies. In these situations, it is generally up to the employer to demonstrate that its decision was based on another just and sufficient cause. If you believe you have been the victim of reprisals, contact our team as soon as possible at 1 800 361-2486, extension 410. We will explain your rights and guide you through the appropriate next steps.

No. The Labour Code recognizes every employee’s right to join a union. Your employer cannot prevent you from exercising this right or take reprisals against you because you want to get information or begin the unionization process. If you’re facing a situation that concerns you, our team can explain your rights and guide you through every step of the process. Let’s talk it through. Call us at 1 800 361-2486, extension 410.

There is no single timeline. The length of a union organizing campaign depends on several factors, including the size of the workplace, the participation of the employees and the steps required by law. During your first conversation with our team, we’ll explain the process and give you a better idea of the timeline based on your specific situation. Let’s talk it through. Call us at 1 800 361-2486, extension 410.

Union certification is the official legal recognition that gives a union the right to represent the employees in a workplace when dealing with their employer. Once the union is certified, it can begin negotiating a collective agreement and represent the interests of the members in the bargaining unit. Would you like to learn how this applies to your workplace? Call us at 1 800 361-2486, extension 410.

Before an application for union certification can be filed, a minimum percentage of employees in the proposed bargaining unit must sign a union membership card:

• Once at least 35% of the employees in the proposed bargaining unit have signed a union membership card, an application for union certification may be filed.
• If more than 50% of the employees in the proposed bargaining unit have signed a union membership card, the union will generally be certified without the need for a vote.

Our team will explain how these requirements apply to your workplace and guide you through every step of the process. Have questions? Call us at 1 800 361-2486, extension 410.

Every organizing campaign is unique, but they generally follow the same key steps: an initial conversation with our team, an assessment of your workplace, the signing of union membership cards, and, once the required conditions are met, the filing of an application for union certification. Throughout the process, our team will guide you, answer your questions and ensure that every step is carried out with respect for your rights. Want to learn more? Let’s talk it through. Call us at 1 800 361-2486, extension 410.

Yes. Every organizing effort begins with one person who decides to ask a question. You can contact us to discuss your workplace, get information and better understand the options available to you. If unionizing is a possibility, we’ll guide you through every step of the process. If you’d like to talk it through, call us at 1 800 361-2486, extension 410.

Absolutely. Contacting the 800 does not commit you to anything. We’re here to answer your questions, explain how the unionization process works and help you better understand your rights so you can make an informed decision. If you’d like to talk it through, call us at 1 800 361-2486, extension 410.

Yes. All conversations with our team are strictly confidential. You can ask questions, discuss your situation and explore your options with complete confidence by calling 1 800 361-2486, extension 410. No action will ever be taken without your knowledge and consent.

Yes. In certain circumstances, workers may choose to be represented by a different union. This process is governed by the Labour Code and must follow specific rules and time periods. If you’re wondering whether this option is available to you, contact our team at 1 800 361-2486, ext. 410. We’ll take the time to review your situation, answer your questions and explain the options available to you in complete confidence.

The time required to resolve a grievance varies depending on the nature of the case, the procedures set out in the collective agreement, the availability of arbitrators, the complexity of the evidence and the possibility of reaching a settlement with the employer.

Some grievances can be resolved quickly through discussions between the parties. Others require a more extensive investigation, multiple meetings, or an arbitration hearing, which can significantly extend the process.

Throughout the process, the union works to advance the grievance and achieve the best possible outcome. Your union representative can keep you informed of the progress of your case and explain the next steps.

Arbitration is the process used when the union and the employer are unable to resolve a grievance on their own. The grievance is then presented to an independent arbitrator. Each party has the opportunity to present evidence, call witnesses, and make legal and factual arguments.

After hearing both parties, the arbitrator issues a decision that is binding on the union, the employer, and the member concerned. Depending on the circumstances, the decision may order compensation for lost wages, cancel or modify a disciplinary measure, order reinstatement, or clarify how a provision of the collective agreement must be interpreted or applied.

Arbitration is therefore the final and binding process for resolving disputes arising from the interpretation or application of a collective agreement.

Once a grievance has been filed, it follows the process set out in the collective agreement. The union and the employer may first meet to discuss the issue and attempt to reach a resolution. Many grievances are settled at this stage without the need for an arbitration hearing.

If no agreement can be reached, the union may decide to refer the grievance to arbitration.

A union investigation is conducted to gather the information needed to understand the situation and determine the most appropriate course of action.

The person responsible for the investigation may meet with the member involved, witnesses, and, depending on the circumstances, other individuals who may have relevant information. They will seek to establish what happened, when and where it occurred, and what evidence is available to support the facts.

Members are expected to cooperate fully with the investigation and provide all relevant information, even if some details may appear unfavourable to their position. A thorough investigation enables the union to assess the matter objectively, advise the member, and determine whether a grievance should be filed or whether another course of action would be more appropriate.

If you believe that your rights under the collective agreement have not been respected, contact a member of your Executive Committee or your union representative as soon as possible.

Explain the situation as clearly as possible and provide any relevant documents, such as a disciplinary letter, a pay stub, a work schedule, an email, or any other supporting evidence.

The union will then review the situation, examine the relevant provisions of the collective agreement, and determine the most appropriate course of action. Depending on the circumstances, it may work with the employer to resolve the issue or if necessary file a grievance.

A grievance is a dispute concerning the interpretation or application of a collective agreement.

A grievance may be filed to challenge a disciplinary measure, a dismissal, a payroll error, a failure to respect seniority rights, a job assignment, or any other decision that may violate the rights set out in the collective agreement.

A grievance allows the union to ask the employer to correct the situation and, when appropriate, seek an appropriate remedy for the affected employee or group of employees.

Your union representative is your main point of contact with the 800 in your workplace. They provide information about your rights, answer your questions, and support you when you encounter work-related issues.

When your situation requires more specialized assistance, your union representative can also refer you to a union advisor or to the appropriate resources.

Your union representative also plays an essential role in the union’s democratic life. They serve as a link between the members and the 800, communicate members’ concerns, and help ensure that information is shared throughout the workplace.

The 800 regularly prepares its financial statements in accordance with its governance rules and obligations. As part of its commitment to transparency, these statements are available to any member who wishes to consult them.
To obtain a copy, please contact Ms. France Deschênes, Executive Assistant, at the following email address f.deschenes@ues800.org

The 800’s Constitution and Bylaws are available to all members on the website. They outline the union’s governing rules, including its democratic structure, the responsibilities of its governing bodies, election procedures, and the rights and responsibilities of members.

At the 800, union dues are set at 1.75% of gross earnings, up to a maximum of $14.75 per week. They are deducted directly from your pay by your employer and are generally tax deductible.

The amount of union dues is determined democratically by the members in accordance with the 800’s Constitution and Bylaws. Any change must be approved by the delegates at the Union Convention.

Union dues help fund the services provided by the 800, including the negotiation of collective agreements, member representation, legal services, occupational health and safety, union education, the strike fund, and member mobilization activities.

Union dues enable the 800 to provide the services needed to protect and advance the rights of its members.

They help fund, among other things:

• The negotiation of collective agreements
• Representation in labour relations matters
• Grievance handling and arbitration
• Occupational health and safety services
• Legal services
• Union education and training
• The strike fund
• Representation and member mobilization activities

Union dues ensure that the union can defend the collective interests of its members and provide the services they rely on every day.

The 800 is a democratic organization whose structure allows members to participate in the decisions that affect their workplaces and their union.

At its foundation are more than 350 bargaining units. Each bargaining unit elects an Executive Committee to represent its members before both the employer and the union.

These bargaining units are organized into five workplaces:

• Building Services
• Industry
• Services, Retail, Financial Institutions and Transportation
• Education Support
• Textile and Hospitality

Each sector elects six representatives at the Union Convention. Together, they serve on the General Council, alongside the members of the Executive Committee, to establish the union’s strategic direction between conventions.

From among these representatives, one representative from each sector is elected to serve on the Executive Committee with the union’s officers. The Executive Committee is responsible for the governance and day-to-day administration of the 800.

Finally, the members also elect an Auditor to help ensure the transparency and accuracy of the union’s financial management.

This structure ensures that the 800’s decisions are made democratically and that members are represented at every level of the organization.

The 800 is a democratic organization led by its members. The union’s broad direction is established at the Convention, where elected delegates represent the various bargaining units and make the decisions that guide the organization.

Between conventions, the union’s affairs are managed by the bodies established under its Constitution and Bylaws: the General Council and the Executive Committee. Their members are democratically elected to represent the interests of workers and ensure the union’s effective governance.

Every day, the 800 stands alongside its members. It supports them in defending their rights, negotiating collective agreements, promoting occupational health and safety, handling grievances, providing union education, and assisting them with many other aspects of their working lives.

Above all, the 800 exists to represent, defend, and advance the rights of its members. Its strength depends on the commitment and active participation of the workers it represents.

If the CNESST denies your claim, do not assume that you have exhausted all your options.

Depending on the circumstances, you may be able to request a review of the decision or appeal it.

Your union representative can help you understand the reasons for the decision, assess the options available to you, and assist you throughout the process if appropriate.

Because strict time limits apply, it is important to contact your union as soon as possible after receiving the decision.

Yes. You have the right to choose the healthcare professional who will oversee your treatment following a workplace accident or an occupational disease.

You are not required to consult a healthcare professional recommended by your employer. The healthcare professional you choose will assess your condition, determine the treatment you need, and, if necessary, establish your functional limitations and your ability to return to work.

If your employer or the CNESST requests an independent medical assessment, you still have the right to continue receiving care from the healthcare professional of your choice.

If you have any questions about your rights or your medical care, please contact your union representative.

If your work-related injury or occupational disease is recognized by the CNESST, you may be entitled to:

• Reimbursement of certain healthcare and treatment expenses
• Income replacement benefits if you are unable to work
• Rehabilitation measures to support your recovery and return to work
• Job protection, subject to the conditions set out by law

If you have any questions about your rights or the steps you need to take, do not hesitate to contact your union representative.

If your workplace accident or occupational disease results in time away from work or requires medical treatment, you will generally need to file a claim with the CNESST.

To do so, you should:

• Notify your employer as soon as possible
• Consult a healthcare professional to obtain the required medical certificate
• Complete and submit the Worker’s Claim form within the time limits established by law

Your union representative can assist you throughout this process.

A temporary assignment allows an injured worker to return to work before fully recovering, provided their medical condition allows it.

The employer may offer temporary duties that are compatible with the worker’s functional limitations as determined by their healthcare professional. These duties must be approved in accordance with the requirements set out by law.

The goal of a temporary assignment is to support a safe return to work while allowing the worker to continue recovering.

If your workplace accident or occupational disease is recognized by the CNESST, you may be entitled to income replacement benefits.

As a general rule, your employer pays 90% of your net wages for the first 14 days following the start of your disability.

If your absence extends beyond that period, the CNESST generally assumes responsibility and pays the benefits to which you are entitled directly.

Some collective agreements may also provide additional benefits.

If you are injured in a workplace accident, it is important to act promptly.

• Notify your employer as soon as possible
• Seek medical attention if your condition requires it
• Provide your employer with any relevant medical documentation
• Keep all documents related to your injury
• Contact your union representative for advice and support

If your injury results in time away from work or requires medical treatment, you must also file a claim with Québec’s CNESST within the time limits established by law.

The right to refuse unsafe work allows a worker to refuse to perform a task when they have reasonable grounds to believe that it poses a danger to their health, safety, or physical well-being, or that it would expose another person to a similar danger.

Before exercising this right, the worker must immediately notify their supervisor. The situation will then be assessed in accordance with the procedures set out in Québec’s Act respecting occupational health and safety (AOHS), in collaboration with the individuals concerned.

The right to refuse is governed by law and does not apply in every situation. Certain exceptions exist, including when exercising the right would immediately endanger another person’s life, health, safety, or physical well-being, or when the hazardous conditions are considered a normal part of the worker’s job.

An occupational disease is a disease contracted as a result of or in the course of employment. It generally results from prolonged or repeated exposure to hazards present in the workplace.

It may be caused, for example, by exposure to excessive noise, chemicals, dust, vibrations, biological agents, or by repeatedly performing certain movements or tasks.

Each case is assessed according to the criteria set out by law to determine whether the disease is work-related and whether it qualifies as an occupational disease.

A workplace accident is an unforeseen and sudden event that arises out of or in the course of employment and results in a work-related injury.

Examples include a fall, an awkward movement, a cut, being struck by equipment, or any other event that occurs while performing work duties and causes an injury.

When an accident is recognized as being work-related, the worker may be entitled to the protections, benefits, and services provided under Québec’s Act respecting industrial accidents and occupational diseases (AIAOD).

Yes. Leaving your job does not automatically mean that you lose your right to seek recourse.

In some situations, you may still be able to file a complaint or pursue other legal remedies, provided that you do so within the time limits established by law.

If you left your job because of workplace harassment, or if you are unsure about your rights, contact your union representative as soon as possible. They can help you understand the options available to you and provide guidance based on your specific situation.

You do not have to face this situation alone.

If you believe you are experiencing workplace harassment, contact your union representative as soon as possible. They can explain your rights, support you throughout the process, and direct you to the appropriate resources.

Depending on your situation, you may also be able to receive support from your employer, your Employee Assistance Program (EAP), a specialized support organization, or Québec’s CNESST.

When a harassment complaint is filed, the employer must assess the situation and take the appropriate steps.

Depending on the circumstances, the investigation may be conducted by an internal investigator or an independent external investigator. The individuals involved are interviewed so that their accounts of the events and any available evidence can be gathered.

To ensure everyone’s safety and preserve the integrity of the investigation process, the employer may also implement temporary measures while the investigation is underway. Depending on the circumstances, these measures may include changes to work schedules, temporary modifications to job duties or, in some cases, temporarily removing one of the individuals involved from the workplace. These measures are preventive in nature and should not be interpreted as a finding or conclusion regarding the validity of the complaint.

The purpose of the investigation is to establish the facts in a fair, impartial, and confidential manner in order to determine whether workplace harassment has occurred and what corrective measures, if any, should be taken.

The length of an investigation may vary depending on the complexity of the case.

Every worker has the right to a healthy, respectful, and harassment-free workplace.

Employers have a legal obligation to take reasonable steps to prevent workplace harassment and, when they become aware of a situation, to take appropriate action to stop it. They must also establish a policy for the prevention of workplace harassment and the handling of complaints.

You also have the right to report workplace harassment without fear of retaliation and to be supported by your union throughout the process.

If you believe you are experiencing workplace harassment, it is important to act promptly.

If the situation allows and you feel safe doing so, you may tell the person responsible that their behaviour is unacceptable and must stop. However, this is not a requirement and may not be appropriate in every situation.

It is also recommended that you keep a record of the incidents, including dates, times, locations, witnesses, emails, text messages, or any other information that may help document what has occurred.

You should also speak with your union representative or another trusted person in your workplace. The sooner a situation is addressed, the easier it is generally to stop the behaviour and ensure that you receive the appropriate support.

Not every conflict, disagreement, or unpleasant comment amounts to workplace harassment.

For example, an isolated disagreement, normal performance management, the legitimate exercise of management rights, or respectful constructive feedback are generally not considered harassment.

On the other hand, repeated behaviours such as humiliation, insults, bullying, threats, deliberately isolating a person, discriminatory remarks, or unwanted sexual advances may constitute harassment. In some situations, a single serious incident may also be considered harassment if it has a lasting harmful effect on the person affected.

If you are unsure whether the situation you are experiencing constitutes harassment, do not hesitate to contact your union representative. They can help you assess the situation and explain the options and remedies available to you.

Workplace harassment is vexatious conduct that takes the form of unwelcome or hostile comments, actions, behaviours, or written communications. When repeated, these behaviours undermine a person’s dignity or psychological or physical integrity and create a harmful work environment.

In some situations, a single serious incident may also constitute harassment if it has a lasting harmful effect on the person affected.

Harassment may come from a manager, a co-worker, a client, a supplier, or any other person present in the workplace. It can take many forms, including psychological harassment, sexual harassment, or harassment based on a prohibited ground of discrimination.

No worker should have to endure this type of behaviour. If you believe you are experiencing workplace harassment, it is important to speak with your union representative or your employer as soon as possible so that you can learn about the options and remedies available to you.

Yes. In most cases, you may work elsewhere during a strike or lockout. A labour dispute suspends your obligation to perform work for your employer, but you remain an employee protected under Québec’s Labour Code.

Taking on temporary employment may help reduce the financial impact of a labour dispute. However, if that job prevents you from participating in the mobilization or picketing activities required by your union, it may affect your eligibility for strike benefits, depending on the union’s policies.

If you are unsure about your situation, please contact your union representative, who can explain the rules that apply to you.

The end of a strike marks the employees’ return to work and the successful conclusion of collective bargaining.

When a tentative agreement is reached, union members are generally asked to vote on whether to accept it. If the agreement is ratified, the strike ends and employees return to work under the terms agreed upon by the union and the employer.

Once employees return to work, the new provisions of the collective agreement take effect in accordance with the negotiated settlement. The end of the strike also allows union members, the employer, and the union to move forward and resume their working relationship.

A strike vote is the process through which members of a bargaining unit democratically decide whether to authorize their union to obtain a strike mandate

Before the vote, members are informed about the status of negotiations, the key issues that remain unresolved, and the reasons why a strike may be necessary. They also have the opportunity to ask questions, discuss the situation with their bargaining committee, and make an informed decision.

Eligible members may then cast their vote by secret ballot. If the majority supports the proposal, the union is granted a strike mandate. The union may exercise that mandate at the appropriate time if negotiations remain at an impasse and the legal requirements have been met.

A strike mandate is a decision made democratically by union members that authorizes their union to call a strike, if necessary, during the negotiation of a collective agreement.

A strike mandate is a way to strengthen the union’s bargaining position at the negotiating table. Simply adopting a strike mandate does not mean that a strike will take place. In many cases, negotiations continue and an agreement is reached before the mandate is ever used.

If negotiations remain at an impasse, the union may then use the strike mandate to call a strike, in accordance with the conditions set out by law.

When a strike mandate has been democratically adopted, all members covered by it are expected to respect it. The strength of a strike depends on the participation of all affected members.

It is the collective participation of union members that demonstrates the group’s solidarity to the employer and creates the bargaining power needed to increase the likelihood of reaching a satisfactory agreement.

Depending on the union’s policies, participation in certain activities, including picketing or other mobilization efforts, may also be a requirement for receiving strike benefits.

If you have any questions about your rights, your responsibilities, or your specific situation during a strike, please contact your union representative.

Strike benefits are payments provided by the union to help members cope with the loss of income during a labour dispute. They reflect the solidarity among members and help support those who are exercising their legal right to take collective action.

Strike benefits are generally paid from the union’s strike fund, which is financed through union dues. They do not usually replace a member’s full wages, and the amount paid depends on the union’s rules and policies.

To be eligible, members are generally required to meet certain conditions, including participating in the mobilization or picketing activities organized by their union.

Eligibility requirements, benefit amounts, and payment procedures are communicated to members when a strike is called or a lockout is declared.

Workers directly affected by the strike or lockout are the first to take part in picketing activities. Their presence demonstrates their solidarity and makes their collective action visible throughout the bargaining process.

Depending on the circumstances, others may also join the picket line to show their support, including members of other union locals, family and friends, representatives of allied organizations, and members of the public. Participating in a picket line is about more than simply standing on a sidewalk, it’s a meaningful act of solidarity with workers who are standing up for their rights.

To ensure everyone’s safety and the smooth operation of the picket line, schedules, instructions, and picketing activities are coordinated by the individuals responsible on site.

A picket line is an organized gathering outside a workplace during a strike or lockout. It allows workers to make their collective action visible, inform the public about the reasons behind the labour dispute, and demonstrate their solidarity.

Picketing must be conducted in accordance with the law. The individuals responsible for coordinating the picket line help ensure that activities run smoothly, communicate instructions to participants, and make sure that all actions remain peaceful and respectful. They also ensure that picketing does not unlawfully block access to the workplace or compromise anyone’s safety.

Beyond its practical role, a picket line is also a powerful symbol of solidarity. It demonstrates that workers are united in defending their working conditions and share a common goal: reaching a negotiated agreement.

Even when a strike or lockout is underway, negotiations do not stop. The union and the employer continue to meet in an effort to find common ground and reach a new collective agreement.

Throughout the labour dispute, several rules set out in Québec’s Labour Code continue to apply:

• Both parties must continue bargaining in good faith
• A strike or lockout may only take place when the legal conditions have been met
• Essential services must be maintained where required to protect the public
• The employer may not use replacement workers (scabs) where prohibited by law

The purpose of a labour dispute is not to prolong tensions, but to create the conditions necessary to reach a negotiated agreement that reflects the interests of both parties.

A lockout is a legal bargaining tool that an employer may use when negotiations for a collective agreement have reached an impasse. Unlike a strike, where workers voluntarily stop working, a lockout occurs when the employer temporarily suspends work by preventing employees from accessing their workplace.

During a lockout, employees are generally unable to perform their duties or receive their wages. Negotiations, however, continue. As with a strike, the goal remains to reach a negotiated agreement.

In Québec, lockouts are strictly governed by the Labour Code. An employer may only declare a lockout at certain stages of the bargaining process and only when the legal requirements have been met. Like the right to strike, the right to lock out employees is intended to maintain a fair balance between the parties and encourage the negotiation of a collective agreement.

A strike is a legal form of collective action used as a last resort when negotiations between a union and an employer reach an impasse and it is no longer possible to reach a satisfactory agreement. It is also a fundamental right, recognized by the courts as an essential component of freedom of association.

Before a strike can take place, several conditions set out in Québec’s Labour Code must be met. Among other things, the parties must have bargained in good faith, and union members must generally approve a strike mandate through a vote. A strike may only begin once the legal right to strike has been acquired during the period permitted by law. As a general rule, strikes are prohibited while a collective agreement is in effect.

When a strike begins, workers temporarily stop performing their duties in order to put pressure on the employer. Negotiations, however, continue throughout the dispute. The goal remains to reach a negotiated agreement.

The purpose of a strike is not to prolong a labour dispute. Rather, it is to restore a fair balance between the parties and create the conditions necessary to reach a freely negotiated collective agreement.

A scab, also known as a strikebreaker, is a person who unlawfully replaces employees who are on strike or locked out in order to allow the employer to continue operating. By reducing the effectiveness of workers’ primary bargaining tool, the use of scabs weakens the balance of power needed for fair and meaningful collective bargaining.

For this reason, Québec’s Labour Code prohibits, in most circumstances, the use of replacement workers during a strike or lockout. These anti-scab provisions help preserve a fair balance between the parties and encourage negotiated settlements rather than outcomes imposed by one side.