Collective Agreement Ratified
IAM Membership
Votes 74% in Favour of Union Recommendation
The Machinists Union’s membership have voted in favour of a New Collective Agreement at Finning, bringing an end to their five-week Strike.
All Picket Lines are to come down immediately.
The final tally on ballots is as shown below:
- To Accept 428
- To Reject 151
- Total Votes 579
- 74% in Favour of Acceptance
This has been a long haul with Finning, and our membership has shown with their actions strong support of their bargaining committee throughout these negotiations. The members manned picket lines at 25 locations of Finning across British Columbia. While we have heard that some members have taken work elsewhere during the dispute, we encourage them to return to work at Finning when they are contacted by the Company. This is a good contract settlement, made possible by the endurance and willingness of Finning’s employees to stand up to their employer.
Journeyperson wages will increase by $5.28 per hour over the life of the Agreement, with the first 4% wage increase retroactive to April 15, 2011. A summary of the improvements is shown below:
- Four year agreement – wages increased: 4% ~ 3% ~ 3% ~ 4%
- Benefit highlights: DC Pension increased; prescription drug card; increased Life and A.D. & D.
- Increases to premiums on modified shifts and Tuesday – Saturday shift
- Increases to Regional Wage Adjustments; new locations added under this section
- Added language improves process for notice to Union on proposed Subcontracting Company proposal
- New Language under 15.01 ensures employees are not required to work Statutory Holidays; language requires eight (8) weeks notice and posting for volunteers in Sparwood
Aside from the improvements made in this round of negotiations, our members have clearly shown Finning that they will stand up to the Company when necessary. The Union has never before engaged in Strike Action in British Columbia.
There is a clear message to Finning that the Machinists Union is Rock Solid in this Province, and the Company must respect their employees both at the bargaining table and in the workplace. The Company’s previous offer was rejected by the employees, in large part because of the issue surrounding mandatory Statutory Holidays.
But the rejection also came because the Union was not recommending the proposal; our members were seeking that recommendation from a bargaining committee who had first hand knowledge of the matters at the bargaining table.
Gaining the Union’s recommendation made this settlement possible.
Stay Rock Solid!
Al Cyr Stan Pickthall
acyr@iam250.org spickthall@iam250.org
