Workers

Picket-line Protocols & Problems

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As we have learned from our labour relations studies, when workers represented by a union go on strike, they have a legitimate right to picket the workplace where the strike is taking place. Peaceful picketing is part of every Canadian’s right to freedom of expression, as enshrined in Canada’s Charter of Rights and Freedoms (Section 2). When a union in Canada goes on strike, there is a clear expectation that its workers will ‘walk the line’ in order to ensure that this right is upheld.

Picketing takes place, typically, at designated locations bordering or outside of the employer’s property. Workers may be scheduled in shifts to walk back-and-forth on the boundaries of the property and/or across the entrances. They may carry signs and delay entry, for a reasonable amount of time, to others coming on to the premises or to the employer’s property. They may communicate information about the strike to individuals entering the worksite. These are lawful activities.

At the same time, individuals (including members of the public at large) continue to have the right to enter into the employer’s premises, if they choose to do so, without fear of intimidation, coercion, obstruction, or violence.

Click here for a brief outline of lawful rights for both workers and the public, as provided by the Peel Regional Police force.

What happens when the implementation of the rights of workers and the public collide? Picket-line problems.

Click here for video/news commentary on picket-line altercations at York University.

When individuals perceive that their basic rights are being restricted, we often see a quick escalation of frustrations that can have drastic and unfortunate results for everyone involved. While situations can be difficult to understand, and challenging, especially when tempers flare due to perceived restrictions or inconveniences, we must ensure that the freedoms we all enjoy through our collective rights continue to be upheld — peacefully.

 

Discussion Questions:

  1. In your opinion, who has the ‘greater’ right on a picket-line? The workers/union or the public? Explain your rationale.
  2. As a labour-relations officer for an organization whose employees are on strike, what measures would you put into place to ensure that striking workers are safe on a picket line?
  3. From the perspective of the employer with a union on strike, prepare a script that explains picket-line protocols to members of the public.

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?