FAQs

No. Being a union member does not mean you will be immune to disciplinary actions. The QCCC has a Standard for Excellence outlining what is expected of employees and employers. It is up to individual companies to decide on appropriate actions. The union can, however, help protect against unlawful dismissals.

Unionization often strengthens the relationships between managers and employees. You may feel less intimidated and more willing to voice your concerns and have them addressed by your employer with additional support from the QCCC.

Union dues are paid by all members and pooled to ensure that compensation, safety, representation, working conditions, and well-being are protected for all. There are 2 types of dues: monthly and working dues. Monthly dues are currently $42/month, and working dues are 1.5% of your gross earnings.  Both types of dues are tax deductible.

It may initially seem intimidating, but it can be a straightforward process. Once you and enough coworkers sign petition cards, the Labour Board will have a hearing, and you will vote. Check out the Organizing tab for more info.

It is illegal to fire, threaten or intimidate employees trying to form a Union.

Yes, you can. Your managers or bosses cannot stop you from discussing unions at your workplace, but you cannot let union talk or card signing impede your work or productivity. Engaging in union talk during breaks or non-work hours is usually best.

No. Card signings are protected by confidentiality. Your employer will not know who signed the cards, and it is illegal for them to ask.

Strikes are a last resort for unions. You will never be forced to go on strike. Members must vote for a strike to happen.

Changes happen frequently within companies, or they are bought out. Unions ensure that your rights are protected no matter what happens or who is in charge.

The QCCC does not directly dispatch to any of our employers. Our industries are too specialized to determine project needs accurately, and dispatch often wouldn’t be possible or effective. Direct/name hiring is still under company jurisdiction. We provide an out-of-work and recruitment list that helps with hiring and regularly circulates resumes to signatory companies.

This generally isn’t the case. Of course, there are basic protections afforded to workers, but the need for disciplinary action and who is the best fit for which position is still left to the discretion of the Company.

Here is a basic hourly breakdown of the employer contributions:

The above table shows that the bulk of funding goes directly back into a company by supporting its employees. This provides value for long-term investment and business growth. Instead of higher hourly wages, contributions to a pension plan allow for payroll tax savings.