Legal Services

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.