Labour history

HR Puts the “Relations” in “Labour Relations”

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HR and Unions: The Ever Changing Relationship

Portrait of a man giving an handshake in an industrial facility
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HR needs to always expand its knowledge base. Whether you are hesitant to work with unions or accepting of the union’s philosophy, it is always good to listen to what an iconic union leader has to say about how to improve workplace relationships, and in this case union-management relations.

Buzz Hargrove is one of the most prominent union leaders that Canada has ever seen. He spent over 40 years working in the trenches of Canadian Labour Relations with much of that time as President of the Canadian Autoworkers Workers Union (now Uniform).

Click here to know more about Buzz Hargrove.

Depending on how the HR department integrates itself with the union they will have drastically diametric outcomes and relationships within the organization. From the video interview clip done by the Canadian HR Reporter, Buzz gives HR advice on work with a union which includes the following:

  • Open daily communication
  • Positive union-management relationships reduces costs
  • HR working with the union members makes a difference
  • Spending time and sharing information with the union will pay off
  • Most of all, according to Buzz , HR has to have integrity

Click here is to watch the video clip.

Even if you never plan on working directly in an unionized environment it is always wise as an HR professional to understand how unions work and how unionization will affect the day to day operations of the workplace.

Discussion Questions:

  1. Research what happened with Buzz Hargrove over the closing of the Molson Plant in Barrie Ontario in 1999.
  2. If you were the leader of Molson’s HR department during the above event, what would your recommended response be?

Click here to start your research.

Collective Bargaining

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When will Governments learn – Collective Bargaining is a constitutional right!

Many say we have come a long way in labour relations in Canada since the adoption of the Canadian Charter of Rights and Freedoms. This charter gives all Canadians the freedom of association, and by extension, the right to join a union, have a collective voice, and ultimately the right to collectively bargain.

But in reality, have we progressed very far?

In the mid 1960’s Jean Lesage, the Premier of Quebec stated, “the Queen does not negotiate with her subjects.” That sentiment that public sector workers did not have the same rights as private sector employees was common in that era.  This sentiment continues in the 21 century, where Canadian Provincial governments continue to infringe on the rights of public sector workers, while judges continue to rule in favour of upholding the Charter of Rights and Freedoms.

Click Here to Read the Article

The story behind this infringement of collective bargaining rights goes back four years to 2012 and the passing of Bill 115 – Putting Students First Act.

Click Here to Read the Article

Click Here to Read Bill 115

Bill 115 was a legal slight of hand employed by the Ontario Liberals. The Ontario Liberals did not want to pass back to work legislation as they knew that may be considered illegal. So what did the Government do? They imposed a new collective agreement on the teachers unions and when you have a current collective agreement the union does not have the right to strike. Effectively, the government forced the teachers to go back to work without passing legislation to take away that right.

An interesting twist to the story is that once the collective agreements were in place, the Ontario Liberals repealed Bill 115. Ultimately, it was just like it never existed. Since the teachers were now bound by a collective agreement, the union had no right to strike.  It was a very clever move by the Liberals, but it did not stand up to a court challenge.

In effect, the Ontario Liberals felt they were above the law. It took four years, but it has been ruled that Bill 115 was an abuse of power and that it was illegal.

Public sector labour relations are very complex. Trying to balance public budgets, safety, and services is not an easy tasks. Governments must learn to respect that most public sector employees have the right to freely collectively bargain which includes the right to picket and strike.

Discussion Question:

  1. After reading and researching Bill 115, discuss what type of strain the Bill has placed on labour relations between the School Boards, the Government, and the Teachers Unions.

Expert Advice

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The past experience of others teaches us how to move forward in different ways.

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Buzz Hargrove is one the most powerful and influential leaders in Canada’s labour movement.  His history and legacy of passion for the rights of Canadian workers is legendary, resulting in significant gains impacting all Canadians.  He is known for being challenging, forthright, and a dedicated union activist.  He lives his belief of challenging the status quo and for taking up the difficult stance to do what he believes is in the best interest of the union and the collective voice it represents.  He is seen by many as a controversial figure, but one who is respected for his incredible history of labour relations leadership in Canada.

Mr. Hargrove retired from active leadership of the Canadian Auto Workers union in 2008.

Click Here to Read the Article

Since that time, Mr. Hargrove has shared his extensive labour knowledge and leadership expertise as Professor of Distinction at the Ted Rogers School of Management with Ryerson University and co-director of its Centre for Labour Management Relations.

Mr. Hargrove provides us with some of his insight into the critical role that the Human Resources professional plays in today’s labour relations environment in this recent interview.

Click Here to View the Interview

As we see from this interview, Mr. Hargrove validates the importance of managing positive workplace labour and employee relationships by the Human Resources professional.  Our Human Resources role is to build organizational trust, credibility, and confidence.  If historical leaders like Mr. Hargrove are able to teach Human Resources professionals anything, it is that we should not be entrenching ourselves in hostility and negatively aggressive tactics when working with (not against) union representatives, no matter how challenging that may be from time to time.

As Mr. Hargrove says, with integrity, trust and a bit of a sense of humour, the Human Resources professional can make all the difference in the world!

Discussion Questions:

  1. What are the key elements that Mr. Hargrove promotes for the HR professional in managing relationships?
  2. How have Canadian workers benefited from the labour movement?
  3. Using internet sources, provide three examples of Mr. Hargrove challenging the status quo or positions that resulted in labour relations controversy.
  4. As an HR professional, which skill identified by Mr. Hargrove (from the interview) is one that you may find the most challenging to develop and sustain?

Let’s Celebrate Labour Day, eh?

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A History Worth Understanding.

“Every day that they put this legislation off to the future is more time to negotiate.”   –    Sid Ryan.

 As Canadians, we enjoy a remarkable history related to the development of unions and the labour movement.   This historic past is built on the need for social change that provides a future benefit to all of us as workers in Canada.   Most of Canadian labour history provides evidence of our more peaceful natures as powerful union leaders; such as, Sid Ryan’s use effective negotiation skills to achieve legislative changes.  There are however, critical moments in our collective history based on violence and turbulent times.  All of this history continues to be celebrated annually on Labour Day, which is a statutory Canadian federal holiday.

The importance of Labour Day and its connection to the history of the labour movement is highlighted in the following article:

Click here to read the article

Since this article was first published, in 2009, there have been numerous legislative changes that have continued to improve the lives of Canadian workers as a result of the drive and dedication of the labour movement in Canada.  The future of the labour movement in Canada is built on numerous significant events from the past.

Unions have drastically altered our society and our economy. We have all benefited from the labour movement for such things as workplace safety, greater vacation, and maternity and parental leave benefits.  When we remember the past and think about the future, do we want to live in an economy or do we want to live in a society with an economy? Unions support the latter and continue to change history as a result.

Clearly, history does not stop.   It provides us with pictures of moments in time that we may not recognize as important when they are happening. Labour Day provides us with an opportunity to celebrate our collective labour history, reflect on those important moments in time, and to honour our past as we look to the future.

Discussion Questions:

  1. This article is dated from 2009. Identify new workplace legislation that has been implemented since that time either federally or in the province where you live. What is the link between each piece of new legislation and the labour movement?
  2. What types of workplace benefits do you enjoy as a result of the labour movement in Canada?
  3. Which historic labour-related event do you think has had the most impact on the lives of Canadian workers?
  4. How do you celebrate labour day?
  5. Will you participate in the next Labour Day parade in your community? Why or why not?
  6. What would prompt you to participate in a Labour Day parade?