JOINING A UNION
Any Ontario workplace with two or more non-managerial employees can join a union. Our local is open to manufacturing, warehousing, transport, hospitality, service, retail, education, security and energy workers—full-time, part-time, casual, or seasonal—so long as you have an employment relationship outside of management, you are entitled to be part of the process.
The greatest benefit to joining the UBC would be negotiating power! You and your coworkers will finally have a voice to help shape your organization with the full support of the UBC by your side. The UBC also gives you FREE access to training opportunities, in-house lawyers, WSIB specialists, local reps who are on call 24/7 and so much more.
You, as an employee, will be able to decide what important changes need to happen, from higher wages, greater benefits, pension plans, scheduling, premiums and so on. This is one of the reasons why most companies do not like the idea of Unions. Your voice will be heard and you will finally have a say! These changes would be legally binding in a Collective Agreement so no more broken promises by the Company!
If you work somewhere that does not have a union and want to be represented by one, it's a simple process. 40 percent or more of the workers have to sign a card. Those cards are confidential, and the company never sees them. The cards are then presented to the Ontario Labour Relations Board, requesting that they conduct a vote. The OLRB will then hold a vote with those workers asking if they wish to be represented by a union or not. During that vote, 50 percent plus one needs to vote in favour of being unionized. If that happens, then you are part of a union. After the vote, the workers and the union start to work on bargaining a contract for better working conditions.
The process begins with signing a membership card, which only takes a few minutes and is strictly confidential. No one will know you signed a card unless you tell them. After that, the focus shifts to gathering support from your coworkers, with at least 40% of them needing to sign cards. The timeline for this step can vary depending on the size of your workplace and how quickly coworkers get involved. Union representatives work at a pace that respects your time while ensuring everyone has the information they need to make an informed decision. Once 40% of employees have signed, an electronic vote will be scheduled by the Ontario Labour Relations Board, typically within 5 business days, to finalize the process.
Signing a membership card is an important first step toward union representation, but it doesn’t make you a union member right away. It’s part of a process that includes a workplace vote to decide if unionization will proceed. Your signed card contributes to the collective effort to show interest and gather support for forming a union.
Once you complete your probation period, you'll automatically become a member of the union. Here’s what that means for you:
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Collective Agreement Access: You'll receive a copy of the Collective Agreement.
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Wages, Benefits & Protections: You'll be entitled to the wages, benefits, and grievance rights negotiated by the union.
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Participation in Union Democracy: You'll have the right to vote on future contracts and to elect your workplace union representatives.
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Job Security: Union representation helps protect your job and ensures fair treatment.
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Your Voice Counts: From contract negotiations to workplace decisions, your voice has power through collective action.
Absolutely! Training is one of the most important aspects of the UBC, we offer amazing opportunities throughout North America! Regardless of what field you are in now, by being a UBC Union member, you gain FREE access to Apprentice programs, Health and Safety training, Trades programs (Carpentry, Millwright, Flooring, etc.) and so much more! We have training facilities all over Ontario and North America, including the ITC (International Training Center) in Las Vegas which is a 1.2 million square foot facility with state-of-the-art training! (Did we mention training is Free!!)
Check out some of the local programs we offer for those who don’t like to travel.
By being a UBC member, you also gain massive discounts at retail stores, anything from 30% off of your mobile plan (Telus, Rogers, Bell, etc.) to home and auto insurance, Travel, Hotels, local stores and much more!
LEGAL RIGHTS & EMPLOYER CONDUCT
No. Union membership cards are confidential and filed with the Ontario Labour Relations Board (OLRB). Your employer is never notified who signed a membership card. If your employer asks if you signed a membership card, you do not have to answer and can contact us immediately.
No. That’s unlawful and constitutes an unfair labour practice. Contact us immediately if you are disciplined, fired, punished, or if your employer threatens to take such actions against you for supporting/participating in the union.
Yes. You can wear union swag at work. You can talk about the union at work, provided it does not interfere with your work or business operations.
Yes. You can hand out union leaflets during non-working time.
Yes. Probationary staff can sign membership cards, vote, and are protected from unfair labour practices.
Document everything (texts, emails, meetings) and contact us.
MEMBERSHIP & DUES
At Industrial Local 1072, union dues are a flat amount equal to two (2) hours of your base hourly pay per month.
Example: If you make $15/hour, your dues are $30/month. If you make $22.50/hour, dues are $45/month.
No. You don’t pay dues while you’re organising or during certification. Dues usually begin after the first collective agreement is ratified and takes effect.
In most Ontario workplaces with a union contract, everyone in the bargaining unit contributes dues under the Rand Formula because everyone receives the benefits (wages, benefits, job protections). This prevents “free riders” and ensures fair bargaining.
Dues fund the things that directly improve your job:
• Collective bargaining & contract enforcement
• Grievance handling & legal support
• Health & safety representation
• Training & apprenticeship upgrading
• Local reps, communications & member services
• Strike/defence funds where applicable
During a strike, regular dues are generally not deducted. Eligible members receive strike pay according to union policy once picketing/strike duties are met. We’ll provide details if a strike vote is ever called.
Yes. Union dues are tax-deductible. Your year-end pay document (or a union receipt) will show the total. Keep it for your personal tax return.
PAY, BENEFITS & WORKING CONDITIONS
Yes. Your bargaining team uses market data and member priorities to negotiate higher wage rates, step increases, and cost-of-living adjustments written into your Collective Agreement.
Ontario law sets minimums (commonly 1.5 times after 44 hours/week), but union contracts can establish more favorable rules (e.g., daily overtime after 8 hours, double-time on holidays). Your agreement spells out the trigger and rate.
Yes—bargaining can address pay grids, progression steps, and red-circling to reduce compression between new hires and long-service employees.
Most unionized workplaces negotiate extended health, dental, and vision coverage, plus life and disability insurance—with the employer paying some or most of the cost.
Start dates are set in the contract (often after probation). All employees who perform bargaining unit work qualify, regardless of whether they are full-time, part-time, or casual. In some cases, pro-rated coverage may apply.
Common options include defined-benefit or defined-contribution pensions, or employer-matched group RRSPs. Your contract states contribution rates and vesting.
Yes—contracts can set posted schedules, minimum hours, split-shift limits, notice for changes, and rotation rules to keep schedules fair.
Ontario law requires meal breaks; unions commonly add paid rest breaks (e.g., two paid 15-minute breaks on an 8-hour shift) and clean-up time—all written into the contract.
Agreements often increase vacation entitlements, add paid personal days, and establish clear statutory holiday pay and holiday scheduling rules that exceed the minimum standards.
Yes—reps and specialists assist with WSIB forms, appeals, modified duties, and return-to-work plans so you aren’t navigating it alone.
Your steward can help you request reasonable accommodations and ensure the employer follows a fair, confidential process that is consistent with human rights obligations.
Yes—most agreements require just cause for discipline and set seniority-based layoff/recall rules, plus a grievance and arbitration process if the employer breaks the rules.
Contracts often include pay-on-upgrade/acting pay when you perform higher-classification duties, and rules that prevent misuse of temporary upgrades.
COLLECTIVE BARGAINING & CONTRACTS
A collective agreement is a legally binding contract between the employees, a union and an employer. It sets out the terms and conditions of employment for workers in the bargaining unit, such as wages, benefits, hours of work, overtime, scheduling, seniority, job postings, health and safety, vacation, discipline, and the handling of workplace disputes.
Workers decide the priorities for bargaining. Before negotiations begin, the union gathers input from employees through meetings, conversations, and surveys. That feedback helps shape the bargaining proposals, and a bargaining committee made up of workers and union representatives brings those priorities to the employer.
Collective bargaining is the process where the union and employer meet to negotiate a contract. Both sides exchange proposals and work through issues such as pay, benefits, scheduling, and workplace protections. If talks stall, a conciliation officer may be brought in to help move discussions forward and try to reach an agreement.
A tentative agreement is a proposed deal reached between the union bargaining team and the employer. It does not take effect until the workers have a chance to review it and vote on it. If a majority of members who vote approve the deal, it is ratified and becomes the new collective agreement.
If members vote against a tentative agreement, the bargaining team returns to negotiations with the employer. The union uses member feedback to understand what needs to change and continues working toward a better agreement. In some cases, further bargaining, mediation, or other legal next steps may follow.
No, the contract is binding and can only be changed when it comes to the end of its term, and the parties go back to the table to negotiate the renewal of the agreement.
STRIKES, GRIEVANCES & JOB SECURITY
A legal strike can occur only after the required steps under labour law have been completed. That usually includes bargaining, a strike vote, and any required notice periods. Most importantly, employees are the ones who decide whether a strike happens. A strike is a serious step and is generally used only when other efforts to reach a fair agreement have not succeeded.
A strike vote is when union members vote on whether to give the union a mandate to call a strike if needed. A strong “Yes” vote does not always mean a strike will happen. It often helps at the bargaining table by showing the employer that workers are united and serious about reaching a fair contract.
Yes, eligible members receive strike pay in accordance with union policy when they complete assigned strike duties.
A lockout is when an employer prevents employees from working during a labour dispute, usually to pressure workers during bargaining. It is the employer’s version of a work stoppage. If a lockout happens, the union provides members with guidance, updates, and support while efforts continue to resolve the dispute.
Peaceful picketing is generally legal during a lawful strike or lockout. Picketing is used to inform the public, show solidarity, and put pressure on the employer during a labour dispute. Members are usually given clear instructions on when they can picket, how to conduct themselves, safety, and what is permitted.
A grievance is a formal complaint filed when the employer may have violated the collective agreement or treated an employee unfairly. If you believe your rights have been violated, you should contact your union representative or steward as soon as possible. Many grievance procedures have strict timelines, so it is important not to wait.
Just cause means an employer must have a fair and valid reason to discipline or terminate an employee. In a union workplace, discipline usually must be based on evidence and follow a fair process. If a worker is disciplined unfairly, the union can challenge that decision through the grievance process.
Layoffs and recalls are usually governed by the collective agreement. The contract often sets out how layoffs happen, who is affected, how long recall rights last, and the order in which employees are called back to work. Seniority, qualifications, and available work often play a role.