CUPE's Response to CITY - August 31

City of Vancouver couriers package to CUPE 15: union responds

[August 31, 2007 06:00 PM]

VANCOUVER - CUPE 15 was hopeful that the City of Vancouver would be prepared to resume negotiations either independently or with a third party to end the civic strike before Labour Day and was disappointed today to receive a couriered package that was leaked to the media. The package included a letter from Vancouver City Manager Judy Rogers where she called for a meeting of “key members of our bargaining teams”. CUPE 15 has followed up on that call.

CUPE 15 President Paul Faoro attempted to contact Rogers today to set up a meeting for the two parties to meet. Unfortunately, Rogers was unavailable and the union spoke with Deputy City Manager James Ridge and General Manager of Human Resources Mike Zora.

Zora stated that he didn’t know when the City would be available to meet this weekend, but that he would get back to CUPE 15 with a response either later today or sometime tomorrow morning. He also explained that Judy Rogers would not be present at any such meeting.

Faoro told the City that representatives of CUPE 15’s bargaining committee would be available to meet tomorrow morning and throughout the weekend and reiterated the union’s willingness to engage the assistance of a mediator or facilitator to help reach a negotiated contract and end the strike.

CUPE 15 stands by their existing counter-offer as it is representative of contracts negotiated throughout the region.

Please find enclosed regional settlement pattern document.

For more information, please contact:

Paul Faoro, CUPE 15 President, c: 604-202-1829
Diane Kalen, CUPE Communications, c: 778-229-0258

Vancouver Strike Bargaining Update August 31

The City of Vancouver has posted fact sheets in response to CUPE 15's counter-proposal.

Bargaining Update August 31

City responds to CUPE 15 counter-proposal:

"The City has notified CUPE 15 that they can not accept their most recent proposal. There are a number of difficult issues where the City and CUPE 15 are far apart. These issues include no lay-offs; the Olympic Partnership Agreement; seniority versus merit; job classification; whistle blower policy; harassment policy; and attraction and retention of employees. The City has suggested that a private meeting needs to take place between key members of the City’s and CUPE 15’s bargaining teams to discuss how to proceed."

FACT SHEETS

No Lay-Offs

The Olympic Agreement

Seniority vs Merit

Job Classification

Attention / Retention

City Responds to CUPE August 31

It seems Vancouver's civic strike will drag on a lot longer.

Aug, 31 2007 - 4:40 PM

VANCOUVER/CKNW(AM980) - It seems Vancouver’s civic strike will drag on a lot longer with the city and Cupe local 15 representing inside workers far apart.

The city today responding to a Cupe counter-offer made Monday.

In its scathing response to the union is a letter from city manager Judy Rogers...a copy of it has been obtained by CKNW.

Rogers says she is "concerned that personal and political attacks are increasingly dominating Cupe's public commentary" and that Cupe's counter offer is "unacceptable."

Both sides are far apart on issues of job security and Olympic staffing issues.

The city concludes by saying they aren't convinced that negotiations or even mediation would be successful at this time...which means the picket lines will be up for even longer.

Vancouver NOT Last City to Settle

As of August 29, 2007
The Greater Vancouver Regional Labour Relations Bureau Backgrounder

The Greater Vancouver Regional District (GVRD) includes the cities of Burnaby, Coquitlam, Langley, New Westminster, North Vancouver, Port Moody, Pitt Meadows, Vancouver and White Rock; the Districts of North Vancouver, Maple Ridge and West Vancouver; the Corporation of Delta; and the Township of Langley.

The Greater Vancouver Regional Labour Relations Bureau is comprised of elected official representatives from member municipalities that assist with bargaining for more than 60 collective agreements on behalf of its members and associated organizations.

The negotiators in the Collective Bargaining Division work with staff from the member municipalities and other organizations to conclude agreements covering more than 15,000 employees across the GVRD.

Since October 2006, the Greater Vancouver Regional Labour Relations Bureau, on behalf of its member municipalities and their CUPE locals, has been negotiating to renew the collective agreements covering approximately 15,000 members. The vast majority of the agreements expired on December 31, 2006.

Bargaining status

The following employers are no longer in mediation and CUPE locals have enacted job action:

City of Vancouver (outside)
Vancouver Park Board (outside)
City of Vancouver (inside)
Vancouver Public Library

The following employers are bargaining, but not in mediation:

Coquitlam Public Library
City of Langley
Township of Langley

The following employers have not yet commenced bargaining:

City of Coquitlam
City of New Westminster
City of Pitt Meadows
District of Maple Ridge

The following employer has reached a tentative settlement and is awaiting ratification vote:

City of White Rock
North Vancouver City

The following employers have reached new collective agreements:

City of Port Moody (outside workers)
City of Port Moody (inside workers)
Port Moody Police Board (civilian)
City of Burnaby (inside, outside, foremen workers)
Burnaby Public Library
Corporation of Delta
Delta Police Board (civilian staff)
North Vancouver District
North Vancouver Recreation Commission
North Vancouver City Library

For more information, visit: www.civicbargaining.com

CUPE vs City - It's about Ideololgy 01

The number of issues which divide are minimal.

• Health Benefits
• Job Security
• Auxiliary Scheduling
• External Job Posting
• 2010 Letter of Agreement

The role of the public sector in the 21st century defines this dispute.

• Seniority
• Merit
• External job postings
  
• Cost of services
• Private Contracts

This post will detail Health Benefits and Job Security.

Health Benefits (simplest of the negotiation challenges)

The City has offered to:

• increase the vision care option from "$350.00 per person per twenty-four (24) month period" to "$400.00 per person per twenty-four (24) month period"

CUPE has requested that:

• the increase be "$500.00 per person per twenty-four month period"
• Laser Eye surgery to a maximum of $750.00
• include implants within the Dental Services Plan, paying for %50 of the approved schedule of fees
  

Job Security

CUPE's Offer:

• The employer agrees that no employees shall be laid off as a result of contracting out work or services.

Why have negotiations stopped? Here it is. How do two party's come to a negotiated settlement when there is no middle ground?

Paul Faoro, CUPE 15 president, argues that the staff are owed the right to be retrained and hired in a different division within the City. He fails to mention that a junior staff person will be bumped out of their job. Someone still loses.

CUPE argues that staff have invested their life into serving the city and are therefore owed this protection. The argument is no longer valid as the City benefits package and pay package reward the investment in time every two weeks.

What the City should offer is market driven retraining and job hunt skills. If a City job is available the same test of skills, knowledge and abilities that every applicant is subject to should apply.

The City also argues that it must be fiscally responsible. Gary Mason's Aug. 30 Globe and Mail column best sums up the City's position.

"If the city can have it's buildings cleaned by a private sector firm for two-thirds of what it's costing to have union workers do the same job, then it needs the flexibility to contract out that work."

CUPE would respond that such thinking is the start of a slippery slope and as such is anti-union. I disagree.

Public vs Private is consistently argued in black and white terms. Unions have personalized the conflict into "us vs them."

Realistically, the rigidity inherent in union systems are no more beneficial to the taxpayers then the extra charges inherent with contracted services. Consider a cell phone bill to understand the negative potential of service contracts.

Neither union nor private sector should hold the monopoly on public sector services.

It must be a balance.

As long as the CUPE leadership are adamant about "no layoffs" there is no reason to negotiate.

Library Workers - Contract Issues

CUPE 391 -Library Workers writes:

Why Pay Equity?

Being paid fairly is a human right. The library is a predominantly female workplace and, as a result, library workers have been underpaid for decades. It is only ethical to pay library workers fairly in a way that compensates them for the required education and skills necessary to do the complex job of facilitating library service.

MY VIEW

The City of Burnaby and CUPE 23 agreed to the following method:

• Up to 2% of Library straight-time payroll in 2007 and 1% in each of 2009, 2010 & 2011 to fund adjustments for library classes (of positions) (except Pages) after joint committee review comparing to City positions
  

The Library union must begin quantifying costs and not depending solely on terms and phrases such as "human right," and "ethical."

Why? The counter argument to pay equity is Supply and Demand. The current supply of Librarians outstrips the demand (available positions.) It further argues that extensive training is not an acceptable criteria to determine pay when the staffing is so readily available.

Pay equity will arrive given national precedents. I believe that there will be an agreement for a joint committee of City of Vancouver and CUPE members to review Library jobs and generate a report by a set deadline. Coquitlam has adopted a process that CUPE supports. I have not found any information online and can not provide any details.

CUPE 391 writes:

"Why improvements for part-time and auxiliary workers?

Almost half of CUPE 391 members are either part-time or auxiliary workers. Of these 380 workers, only 50 members receive any kind of pro-rated health and vacation benefits. The rest of these employees receive only a small percentage in lieu of benefits that comes nowhere near fair compensation.

MY VIEW

Multiple demands: - more police officers - cleaner parks - more building inspectors etc. are always coming before city council. If more police are funded then budget cuts hit Park Board or Social Planning.

Public sector budgets are a limited pie.

Given residential tax increases combined with the 1% tax transfer from business to residential taxpayers there is very limited political appeal to raise taxes further.

The outcome will be job losses. Health benefits are costly. Fewer auxiliaries will be utilized. Operating hours would also be reduced to absorb the costs.

Fiscal trade offs define public sector operations.

CUPE 1004 - Whistle Blower Protection

The Oldtown News writes CUPE 1004 WANTS WHISTLE-BLOWER PROTECTION.

It is a solid report on the challenges and perspectives in developing civic whistle blower protection.

Toronto Star - Library Workers Refuse to be Quiet

The Toronto Star's Petti Fong summarizes the salary concerns of Vancouver's librarians in her August 25, 2007 article.

For the library workers, the contentious issue remains pay equity.

Simon Fraser University political science professor Marjorie Griffin Cohen said a starting salary for a library worker in Vancouver is $27,000, while a labourer working for the city starts at $43,000.

"The union in this case has a very good argument that because the province does not have pay-equity legislation, it's up to the union to negotiate it," she said. "What the library workers are arguing is they're not paid well and they're claiming this entry-level wage is below the poverty line."

The difference between Toronto and Vancouver, said Laura Safarian, a librarian at Vancouver's main downtown branch, is that Ontario has pay-equity legislation, while British Columbia does not.

The library workers want a point system in place that rewards them for their education and skills. Many entry-level workers coming into the municipal library system have master's degrees, but are paid less than entry-level labourers hired by the city who need only a high school diploma.

Scenes from a Picket Line (Library Style)

Creative persuasion strikes again.

"Scenes from a Picket Line" are 5 short films which capture, with humour and heart, picket duty outside Vancouver's Central Public Library.

James Gemmill produced these short films. Definitely worth watching whether or not you agree with this strike.

Pay Equity: Men get nearly $6 more

Published in The Tyee - article outlines Library issues and challenges.

Vancouver's Library Strike: Women's Pay on the Line

By Tom Sandborn
Published: August 20, 2007

"We know that compromise is part of bargaining," said Safarian, whose 900 fellow library workers are on strike for the first time in 77 years. "It's high time the city started making some compromises too.

Earned not Paid Day's Off

Jumper 49 posted this concise rebuttal, August 21, to the City's ad in the weekend Sun and Province, that civic employees have 51 "paid days off."

The City's ad that Toadicus obviously saw in The Sun last weekend stated that City employees have 51 'paid days off'. This misrepresents the real situation in a disappointingly underhanded way.

Yes, City employees are paid for statutory holidays and vacation time - thank you.

But the other '19.7 days' are in fact 'Earned Days Off' - that is what they are called in the Contract, because staff get days off through the year in return for working longer hours each day. Are these 'paid days off'? No - we are paid for exactly the hours we work, in a manner similar to shift work. If the City wants to call them paid days off, then I assume I am working that extra time each day for free - you can't have it both ways.

And incidentally why would the City decide not to call them 'Earned Days Off' in their (publicly funded) ad, when that is what they are called in the collective agreement? Remember that City managers are, by all accounts, a professional group. Do they not know the language of their own contracts? Is it because the word 'earned' would not suit their purpose in portraying 'the union' in a negative light?

CUPE wants Richmond, City wants North Vancouver

Wow! What a day.

CUPE has requested direct bargaining or a third party mediator. The City (Tom Timm) has said it will respond to CUPE before week's end.

CUPE wants the Richmond agreement as a template. The City (Mayor Sullivan) prefers North Vancouver.

I am currently comparing the City's offer with CUPE's counter offer and reviewing the Lower Mainland grid that CUPE posted with the North Vancouver agreement posted by the City.

Tom Timm did acknowledge today, on CKNW, that job security language is an issue but the City also states in it's Aug. 27 media release:

“It is encouraging that CUPE 15 is no longer insisting that a settlement must be reached with all three CUPE locals at the same time,” adds Timm. “This morning, CUPE 15 indicated to media that they are prepared to move forward negotiating on their own.”

CUPE's Counter Offer - August 27, 2007

CUPE's press release, below, contains links to:

• CUPE Counter Offer

• Lower Mainland Agreements Spreadsheet

CUPE 15 delivers counter-offer to City of Vancouver: Calls City to return to table independently or with third party to end strike
[August 27, 2007 09:58 AM]

VANCOUVER – After reviewing the City of Vancouver's two non-negotiated offers over the weekend, CUPE 15’s bargaining committee hand-delivered a counter-offer to their employer at City Hall today at 9:30 a.m. The union is also calling on the City to return to the table immediately, either independently, with the assistance of a recognized facilitator/mediator or through the services of BC’s Labour Relations Board.

Neither of the City’s two offers address the primary issues the union has identified for the past year to be important and for that reason, do not form the basis for a settlement. However, CUPE 15 is pleased that the City has finally agreed that the regional wage and term (17.5 per cent over 5 years) first negotiated by CUPE in Richmond, will be extended to Vancouver’s inside workers.

“CUPE has negotiated 12 contracts with civic employers throughout the Lower Mainland in recent weeks,” says CUPE 15 President Paul Faoro. “These deals were reached because employers sat down with the union and in a respectful way addressed fundamental workplace issues, like necessary improvements for auxiliary workers who can work for years on end without benefits or scheduling certainty. The City of Vancouver needs to sit down with its workers and hammer out a negotiated settlement.”

CUPE 15's counter-offer responds directly to the City of Vancouver’s first offer, which basically rolls-over the current collective agreement but includes the regional wage and term. The union’s counter-offer includes items negotiated within the regional settlement pattern, many which are naturally drawn from the Richmond deal, as it is the most comparable city to Vancouver in the Lower Mainland in terms of its size and Olympic commitments.

CUPE 15 has also offered the City of Vancouver an “Olympic Agreement” based on the agreement negotiated and ratified in Richmond. This agreement grants the employer the flexibility requested to bend the rules of the collective agreement and suspend certain provisions in order to respond to management’s increased staffing and other needs during the Olympics.

“Our counter-offer is fair and reasonable and within the mandate agreed to by other Lower Mainland employers,” says Faoro.

This spreadsheet document charts the details of recent Lower Mainland civic agreements reached along with CUPE 15’s counter-proposal.

CUPE 15 represents 2,400 striking Vancouver inside workers and has been on strike since Monday, July 23, 2007. Besides improvements for auxiliaries, CUPE 15’s other primary issues remain contract language to protect employees from the City’s expressed plans to contract out a number of jobs and departments, language that makes binding rulings on necessary job reclassifications (due to changing nature of work, duties, etc.), and language that secures a harassment-free workplace as well as protection for whistleblowers.

Contact: Paul Faoro, CUPE 15 president, 604-202-1829

Barry O’Neill, CUPE BC president, 604-340-6768

Diane Kalen, CUPE Communications, 778-229-0258

Judy Rogers Bargaining Memo - Aug 13, 2007

Ms Rogers describes what she believes are CUPE's goals. Following that excerpt is CUPE's response.

MEMORANDUM August 13, 2007

TO: Mayor and Councillors

CC: Corporate Management Team
Syd Baxter, City Clerk

FROM: Judy Rogers, City Manager

SUBJECT: Bargaining Update

Clearly Negotiating staff are very frustrated at CUPE’s actions and disappointed that it was not possible to reach an agreement, given the other settlements in the Region.

It does appear that the local CUPE leaders (along with CUPE National and CUPE BC) are wholly committed to the broader underlying goals of:

• undermining the credibility of the GVRLB (which has served for almost 40 years to protect the Municipalities in the lower mainland from CUPE whip sawing of contract provisions)

• facilitating a long-standing and well publicized political agenda

• using the City’s desire for a longer term agreement to obtain significant pay and benefit increases, and to obtain traditional Trade Union concessions (mandatory use of seniority vs. merit, control of posting and hiring provisions, and control of hours of work and scheduling issues) that would give CUPE much more control over the management of the City

CUPE's Response

MY VIEW

Discussion regarding point 1 "whipsawing" can be found in the previous post "Of Whipsaws and Boulwares." CUPE would counter that the City is bargaining using a technique called Boulwarism.

Point 3 is the crux of this strike. Emails ask what more does CUPE want? Isn't 17.5% over 5 years enough? Ms Rogers description captures the essence of this strike. Seniority vs Merit. I am a strong proponent of merit. Merit that is skills, knowledge and abilities based with a standardized hiring methodology.

Staff, suspicious of city managers, believe that upper management job postings are tailored for favoured candidates instead of the job. Conversely, there are staff who believe they are owed a promotion due to time served. Tailored postings and straight seniority are wrong and do not benefit the taxpayer.

Distrust is the essence of this strike. The true test of City and Union leaders is if together they develop a process to improve management / staff relations.

It would benefit Vancouver taxpayers.

Does it matter to CUPE /City leaders?

Vancouver Posts Settlement Offers

City offers CUPE 15 two settlement options:

First Settlement Option

Second Settlement Option

North Vancouver Agreement - 2007

SOURCE: vancouver.ca

CUPE has indicated through the media that the first of the two offers made to CUPE 15 on August 23 is not the North Vancouver District settlement. This is not the case. The first offer is North Vancouver’s settlement with a few necessary differences. The North Vancouver settlement covers both inside and outside workers and includes several issues exclusive to outside workers and not applicable to CUPE 15, such as boot allowances and trade rate changes. North Vancouver’s settlement also adds items that are new in North Vancouver, but are already in the existing CUPE 15 collective agreement. If CUPE believes that there is an item in the NVD settlement that applies to them that was not included in the first settlement option, the City is prepared to discuss this with them.

Because CUPE has called into question the accuracy of the City’s assertion that CUPE 15 has been offered the North Vancouver settlement, the City has posted both offers made to CUPE 15 on the City’s public website, and has also posted the entire North Vancouver settlement to allow a thorough comparison by members of the public.

I have not read the offers yet as I did not know the offers were posted until after reading Kate Webb's Sunday August 26th Vancouver Province article "Union Rally has city officials worried about contract talks."

It's a great improvement over Jonathan Fowlie's National Enquirer speculation in Saturday's Vancouver Sun.

----------
Click on CUPE for the Wednesday Rally information.

OLDTOWN NEWS "APC'DERA AT IT AGAIN"

I read an interesting blog about the APC attack on Mayor Sullivan's residence.

The Oldtown News, written by Jamie Lee Hamilton, connected the dots between APC, DERA and CUPE. Unfortunately she mistook my request for evidence as an attack on her research. For that I apologize.

APC'DERA AT IT AGAIN was posted August 24th with the following quote:

The opposition municipal party Vision and CUPE unions must immediately distance themselves from this latest action by APC/DERA. It is widely known that DERA/APC workers are part of CUPE 1004, a striking Union. Vision has supported APC/DERA and of course receives significant contributions from CUPE.

I sent the following comment / question:

At 9:16 PM, Picket Boy said...

It is widely known that DERA/APC workers are part of CUPE 1004, a striking Union.

That is quite the claim - what evidence do you have to support it?

Today, Ms Hamilton responded with:

PICKET BOY DISPUTES CLAIM

I don't recall disputing Ms Hamilton's work but I am a stickler for details.

Ms Hamilton's blog outlines which APC members are employed by DERA. A CUPE membership is required of all DERA employees.

If true, hopefully, union leaders have dealt with these rogue members. Their actions only hurt the work and efforts of the union they claimed solidarity with.

Librarian Pay Equity

Found this blog posting at Librarian Unions:

Overdue:Pay Equity for Library Workers.

It provides a strong argument for pay equity and responds to those who question the need for libraries in this digital internet age.

The fact that per capita circulation of library materials has increased over the last decade is a clear illustration of how valuable libraries are for British Columbians. Libraries help strengthen our communities and make them better places to live. Public libraries are key to a democratic, egalitarian society because they ensure all citizens have access to a wide range of information and knowledge.

Boulware - NHL Lockout

Great Canadian example of Boulwareism at work.

Second paragraph best describes the current working relationship between city staff and senior managers.

Boulware’s other great idea was the concept of the “firm, fair offer,” under which an employer made its best offer to labor and then refused to bargain any further on the basis that it already had – it made an offer.

As interpreted by the parties to the NHL standoff, Boulwareism consists of making an offer and then retiring to a bunker behind the guns and ammo you’ve been stockpiling since the beginning of the last collective bargaining agreement. It’s not likely to result in resolution of the labor dispute,

SOURCE:
ACriminalWasteOfSpace.com
He writes this stuff to get it out of his system. Published by William W. Bedsworth, Associate Justice, California Fourth District Court of Appeal.

Bad Faith Bargaining - U.S. Test

"XVIII. Standards Defining the Concept of Bad Faith Bargaining - Federal Labor Laws" by Paul K. Rainsberger, Director University of Missouri – Labor Education Program. Revised, January 2004

B. Evidence of Bad Faith

1. An important decision of the National Labor Relations Board identified seven distinct indicators of surface bargaining. While this list is not dispositive, it provides a good summary of the types of elements that will suggest a finding of surface bargaining. These common tactics include:

• a. Delaying tactics,

• b. Proposing unreasonable bargaining demands,

• c. Implementing unilateral changes in conditions of employment,

• d. Direct dealing, or implementing steps to by-pass the union,

• e. Failure to designate an agent with sufficient authority to negotiate,

• f. Withdrawal of proposals after tentative agreement has been reached on those items,

• g. Arbitrary scheduling of meetings.

2. Some of the tactics outlined in the Atlantic Hilton case are potential unfair labor practices independent of a showing of bad faith. For example, unilateral changes cannot be implemented unless a bargaining impasse has been reached. Other independent unfair labor practices that may be evidence of bad faith include:

• a. Failure to provide information, or unreasonable delays in providing required information,

• b. Insistence to the point of impasse on settlement of nonmandatory subjects of bargaining,

• c. Refusal to sign an agreement after the union accepted a comprehensive employer proposal,

• d. Threats, discriminatory discharges, or other violations of § 8(a)(1) or 8 (a)(3), that are designed to undermine the bargaining process.

3. Other tactics employed in bargaining may be legal if used in isolation, but will still be taken as evidence of bad faith. Other examples of such tactics include:

• a. Causing long delays or postponements in scheduling bargaining sessions,

• b. Refusing the union even minor access to workers (posting of notices on bulletin boards) before formal negotiations have begun,

• c. Giving minor concessions on some items with no negotiations over major items,

• d. Making no counterproposals at all to the union,

• e. Insisting on procedural formalities for bargaining with little discussion of mandatory items,

• f. Making direct appeals to the membership,

• g. Rejecting proposals with no explanation,

• h. Submitting last minute, surprise proposals to thwart negotiations,

• i. Engaging in regressive bargaining, or following one proposal with a subsequent proposal offering lesser terms.

Of Whipsaws and Boulwares

It sounds kinky but these labour terms are used when negotiations go bad.

Whipsawing
City of Vancouver / GVRD claim CUPE is seeking to discredit the GVRD Labour Relations Bureau to "whipsaw" agreements across the GVRD/ Metro Vancouver.

It's a tactic of negotiating with one employer at a time, using each negotiating gain as a lever against the next employer, or bargaining with one employee organization and then using the gains made by that group as a lever against the same employer with another employee organization

• SOURCE: Labour Relations Bureau or Whipsawing, (walterschultz.blogspot.com) - Walter's posting effectively summarizes the GREATER VANCOUVER REGIONAL LABOUR RELATIONS BUREAU VALUE OF SERVICES - JULY 2007
  

Boulwareism
Ruled as an unfair labour practice since the 1960's by the U.S National Labour Relations Board it is named after former General Electric vice president Lemuel Boulware. CUPE claims this labour practice is being employed by City negotiators and the GVR Labour Relations Bureau.

This type of bargaining, in it's purest form, consists of a single 'first and final' or 'take it or leave it' offer after the employer has conducted extensive research and surveys concerning competitive trends, economic conditions and employee preferences and after it has heard union demands and supporting presentations.

• CITATION: "Negotiating a Labour Contract: A Management Handbook" by Charles S. loughran. 2003 Third Edition. BNA Books (The Bureau of National Affairs Inc.) Washington DC

• SOURCE: Fairness for Civic Workers, "There's a Name for it and it's unfair: Boulwareism. August 10, 2007

MY VIEW

It does appear that Vancouver is employing Boulwareism which would explain the constant negotiating impasses. What you think? Read below and let me know.

Problems of Proof of Bad Faith -- Boulwareism

1. Case XVIII-A: This case is based on the famous management bargaining tactic known as Boulwareism. Lemuel Boulware was the chief management negotiator for the General Electric Corporation from the 1940's through the 1950's and 1960's. He devised and implemented a bargaining strategy which epitomized the minimum standards of the absence of good faith in collective bargaining.

• a. Part A of this case outlines the basic tactics of Boulwareism which became the foundation for the legal dispute over the tactic. The essential elements of Boulwareism, for legal purposes were:
  

• 1) Offering to the union a packaged proposal on an "all or nothing, take it or leave it" basis.
  

• 2) Exhibiting, at the table, a willingness to explain its proposal and to listen to counterproposals, but refusing pro forma to make any changes in the complete package, and
  

• 3) Appealing directly to the workforce to encourage acceptance of the package, by providing detailed information on the basis for the unilaterally established package.
  

• b. Boulwarism was determined by the Board and the appellate court to represent bad faith bargaining. In the court decision, the critical issue was the combination of tactics, each of which might have been legal in the abstract. By combining specific tactics which may be legal into an overall effort to circumvent the union, the company had engaged in bad faith bargaining.
  

2. Case XVIII-A (Part B): The strategy behind Boulwareism was actually much broader than outlined in the legal dispute. Boulware developed an overall bargaining strategy designed to force company dominated pattern bargaining on the unions while vehemently resisting union efforts to establish a coordinated bargaining strategy.

• a. After the expulsion of the United Electrical Workers Union from the Congress of Industrial Organizations in 1949, the union representation of General Electric workers became fragmented. Thirteen international unions negotiated sixty different contracts covering 150,000 represented workers. This fragmentation made the overall strategy of Boulwarism attractive to the corporation.

• b. In addition to his "take it or leave it," hard bargaining strategy, Boulware assessed the relative strength of the various bargaining committees representing the GE workforce. Identical packages were offered to each committee, and the circumvention of the union was duplicated everywhere.

• c. By holding firm in all negotiations, Boulware was able to break the inevitable impasse by going to what he perceived to be the weakest union committee and offering them a slightly better package than was on the table elsewhere. When that union accepted the "sweetened" package, the ability of the other unions to maintain their resistance was undermined and a predictable downward spiral of settlements occurred.

• d. It was not until the 1970's that the unions involved were able to establish a pattern of coordinated bargaining. By that time, electrical worker wage levels were significantly less than workers in other industries who enjoyed approximately the same degree of unionization in 1946.
  

SOURCE:
"XVIII. Standards Defining the Concept of Bad Faith Bargaining , Federal Labor Laws" Paul K. Rainsberger, Director University of Missouri – Labor Education Program Revised, January 2004

City Losing Employees

Rumour mill was in overdrive today.

25% of City mechanics now working for Translink.

• pays $4.00/ hour more
  
• better benefits
• Translink building new service yard and requires more mechanics
• more expected to leave
  

Staff from the City of Vancouver's asphalt production facility walked next door to work at the Kent Avenue GVA-RMX concrete plant and were hired immediately.

Mayor Sullivan's Response to APC Vandalism

Mayor Sullivan had two messages when responding the ongoing APC intimidation antics.

The Mayor is quoted by CTV news

Mayor Sullivan condemned the group's protest and for "personalizing" the strike against him.

"I can handle personal attacks politically, but when you bring it to my home, and family, and my neighbours, it's way, way over the line," he told CTV British Columbia.

There are two messages here.

First, Mayor Sullivan is correct that such actions are inappropriate. Taking political action to the home of politicians is "way, way over the line."

Second, the Mayor complained that the strike has been "personalized" against him and the APC actions were the inevitable outcome. The second point is a great work of spin.

The Mayor has lacked opportunity to respond to the successful branding of the Vancouver Civic strike as "Sam's Strike." CUPE, COPE and Vision hit a public relations home run.

Now he has it.

Surrounded by garbage and graffiti Mayor Sullivan implied that the APC's criminal actions were the result of referring to the civic dispute as "Sam's Strike." The Mayor is wrong.

The APC are criminals with "Get out of Jail Free" cards provided by Vancouver's Provincial Court judges. APC members require little incentive to intimidate. The Mayor also knows that whatever goes wrong in the city the Mayor will receive the blame which in this case is appropriate given his clumsy attempt at public negotiations.

Mayor Sullivan's attempted counter strike was partially neutralized by CUPE 1004 president Mike Jackson's swift condemnation of the APC. Only partially.

The Ipsos-Reid poll demonstrates that the city is split on this strike. The public's patience will be exhausted if the strike last much beyond labour day.

the news media will have great human interest stories to report:

• no ice for hockey and skating lessons;
• no fields for soccer or field hockey (grass not cut in 5 weeks);
• no pre-schools and daycares;
• no affordable or subsidized before and after school programs for children and youth;
• no pool programs for seniors;
• growing piles of garbage littering back alleys and parking lots;
• continued backlog in wedding licenses, building & development permits.
  

Hopefully negotiators will drop their personal grudge match and start the hard bargaining.

Mike Jackson's Response to APC Intimidation

Hallelujah!!!

CUPE 1004 President Mike Jackson has finally seen the the media relations light. I have not been a fan of Mr. Jackson's past public comments as they appear to justify bullying behaviour.

Today his response to the Anti-Poverty Committee's (APC) criminal actions outside Mayor Sullivan's home was text book perfect.

CUPE members feared blame and breathed a sigh of relief when the APC took responsibility for the action. Picketers quickly caught that breath when the APC claimed this was done to demonstrate solidarity with striking Vancouver CUPE members.

Mr. Jackson's quick response was text book perfect:

• denied involvement;
• did not approve of the action;
• stated that union members had more important issues.
  

"We would rather get a deal done than waste our time with these kind of petty antics," he told CTV.

Great work Mr. Jackson.

I hope your future comments will be as professional.

Vancouver's Settlement Offer #1

The City of Vancouver presented two settlement offers Thursday stating:

"The first of the two offers is the settlement which successfully ended the CUPE strike in the District of North Vancouver."

Beyond the standard wages (17.5%) and term (5 years) the District of North Vancouver agreement includes a clause on Auxiliary Scheduling.

"At the Rec Commission, a joint committee will examine scheduling auxiliaries by seniority in the Building Services section"

Full details of the successful North Vancouver agreement are posted below.

"The City has set a time limit of Wednesday August 29 at noon, for CUPE to respond."

---------------------------------------------
SOURCE: Fairness for Civic Workers

August 7, 2007

BETTER HEALTH BENEFITS FOR DISTRICT OF NORTH VANCOUVER AND NORTH VANCOUVER RECREATION COMMISSION:

NON-PHARMACARE DRUGS NOW COVERED

Coverage for non-pharmacare drugs and trades adjustments are two highlights of the settlements reached by CUPE Local 389 with the District of North Vancouver and the North Vancouver Recreation Commission.

Members of Local 389 showed great discipline and solidarity as they walked picket lines for a fair deal.

The GVRD Labour Relations Bureau was involved at these tables, but the settlements with the District of North Vancouver and North Vancouver Recreation Commission were achieved only after strong job action and solid settlements in non-Bureau municipalities.

Here is a summary of the settlements for both the District and the Rec Commission:

Term: 5 year term. January 1st. 2007 to December 31st. 2011

Wages:

• January 1st 2007 – 3%;
• January 1st, 2008; - 3%;
• January 1st, 2009 – 3.5%;
• January 1st, 2010 – 4%;
• January 1st, 2011 – 4% .
  

Extended Health Benefits Coverage: Effective January 1st, 2008, the Extended Health Plan will include coverage for non-pharmacare drugs

Trades Adjustments: Effective January 1st, 2007 rates of pay for Trades II and Trades Foreman classifications will increase by $1.00 per hour. Effective January 1st, 2008, these rates will increase a further 50 cents per hour. For District of North Vancouver Mechanic positions that now receive $40 per month tool allowance, the tool allowance will be eliminated and rates of pay will increase by 50 cents per hour.

Benefits Premiums: At the Recreation Commission, the employer share of premium for Medical Services Plan, Extended Health, Dental and Group Life benefits will increase to 70% from 65%

Eligibility for Extended Health: New Regular Full-Time employees will be eligible for medical and group life benefits the month following employment

Requalifying for Benefits: At the District, returning Temporary Full-Time employees who have previously qualified for benefits and are rehired will be eligible for benefits the first month after re-employment

First Aid Premiums: For the District, the OFA Level II premium will increase to $125 per month from $85 per month and to 80 cents per hour from 55 cents. OFA Level III premiums will increase to $145 per month from $100 and to 95 cents per hour from 65 cents

Reclassification Adjustments: Effective on ratification, the Accounting and Budget Clerk classification at the Rec Commission and three bylaw and parking enforcement classifications at the District will all be improved by 1 pay grade

Vacations: The pro-rated monthly value of 15 working days annual vacation will be provided to employees in the first calendar year of service

Family Illness Leave: Family illness leave will be increased to 3 days per year

Safety Boots: At the District of North Vancouver, all Regular Full-Time outside employees will receive $25 per year for safety work boots. Those on the paving crew will receive $100 per year (with receipts)

Public Holidays: At the District, the employer may designate 4 statutory holidays per year where employees who work on those days will receive time and a half pay and one day off (as opposed to regular pay and 1 and half days off)

Auxiliary Scheduling: At the Rec Commission, a joint committee will examine scheduling auxiliaries by seniority in the Building Services section

Shift Premium: At the Rec Commission, the Building Services Assistant classification will be added to the list of classes eligible for shift premium

Vancouver Sun reports on Settlement Offer

The Vancouver Sun met with negotiators from the three municipal unions regarding staffing losses.

Video
--------------
Story on City's new settlement offers and CUPE's response.

City's New Offer
----------------
Interesting how the City stated MONDAY this strike could last for months but on THURSDAY has two settlement offers prepared.

City Offers - CUPE Responds

August 23, 2007

City offers CUPE 15 two settlement options: hopes for labour peace by Labour Day

Today, in a move to end the protracted CUPE strike, the City of Vancouver has provided two alternative offers for settlement to CUPE 15. Both offers include the regionally mandated 17.5 percent wage increase over five year terms.

The first of the two offers is the settlement which successfully ended the CUPE strike in the District of North Vancouver.

The second of the two offers, also based on the District of North Vancouver settlement, includes a number of new improvements, and addresses local issues which the City and CUPE 15 have discussed through the previous year of bargaining.

Both offers include an Olympic Partnership Agreement (OPA). The OPA describes how the City will work with CUPE employees during the period of the 2010 Winter Games.

The City has set a time limit of Wednesday August 29 at noon, for CUPE to respond. This time limit reflects the City’s desire to end this strike quickly, yet provides CUPE 15 with enough time to review the options, and consult with their membership, if they choose.

“Everybody wants this strike to end as soon as possible,” states Tom Timm, General Manager of Engineering Services and City spokesperson. “If CUPE 15 is willing to accept either of the City’s offers, our inside employees could be back at work, our community centres open, and children’s and senior’s programs available by Labour Day.”

Media contact:

Tom Timm
General Manager of Engineering Services
604.873.7331

info@vancouver.ca

CUPE 15 hopeful a negotiated settlement can be reached

[August 23, 2007 05:46 PM]

VANCOUVER - Representatives of Vancouver's striking inside workers (CUPE 15) are pleased today to learn that the City of Vancouver has signaled thier interest in resolving the civic dispute.

CUPE 15 has contacted the City to explore options and expects to have further conversation with the employer in the morning. In the meantime, union bargaining representatives will be reviewing the documents.

We hope to make further comments tomorrow.

Job Postings - Inside First?

Wednesday I wrote that I agreed with CUPE's position that the city should maintain the current system of posting jobs internally before advertising externally.

Here is differing opinion:

I would argue that allowing the jobs to be posted externally at the same time is what really reflects confidence by the city in their workers, and by the workers in themselves.

In any reasonable organization, an internal candidate will always be chosen over an external candidate when their suitability for a job is similar. That's because you know what you're getting with the internal candidate, whereas you're taking a chance with the external candidate.

If the 6000 or so people who work for the city are so professional, and confident in their abilities to do a job, why are they scared to compete with someone from outside? After all, that person has no ideas of the inner workings of the organization, no way to impress their potential new boss other than in an hour-long interview, no way to access decision makers except via HR.

Given all the advantages an employee has over an external applicant for a new job, if the current employee doesn't get the job, they would really need to look seriously at themselves. But, of course, it's much easier to blame evil managers. After all, it's only union employees that are honest, hard-working and trying to the do the best job they can.

Library POV

Humour is an undervalued tool in persuasion. Vancouver's Librarians are proving to be masters.

Wage and Term: It's the Amount that Counts



Auxiliaries: The Gentle Sherpas of the Public Library



Pay Equity: A Recipe for Diaster



Videos are posted on YouTube by darcysta.

Additionally, today's Globe and Mail story "Library workers picket with pizzazz."

8:30am - 9:00am Monday - Friday

Bill Good, CKNW 980, has become required listening as City and CUPE spin their message for public and striker support. Mr. Good is direct and does not allow either Mr. Faoro or new city spokesperson Tom Timm to dodge questions. It provides clarity to those on the front line. A very rare commodity.

I will take issues with Mr. Good's quoting of the Globe and Mail article that only 20% of the city is impacted when the survey stated that 62% were impacted by the strike.

The issue of job security / seniority has been a repeated theme for the past 5 weeks.

Thankfully a caller provided insight explaining how the city wants to advertise new jobs internally and externally at the same time. Current practice is to post internally and provide those working for the city an opportunity to apply first. Many staff take positions such as clerks or parking enforcement to get their foot in the union / civic door. When a position opens and they have expertise required they have the opportunity to apply first.

If Human Resources is not satisfied with the internal applicants the city then advertises outside the civic workforce. Senior managers argue waiting three months to advertise a job outside the city is too costly and cumbersome.

I would argue:

1. that it with a staff of 6,000 the odds are an internal applicant will have the required skills, knowledge and abilities;
2. it actually demonstrates confidence in the professionalism of civic staff instead of simply repeating the phrase during a labour dispute.
   

--------------

Earlier I wrote that binding arbitration appears as the only solution to resolve this dispute. I received a great comment in response.

Binding arbitration should be illegal for directly funded government contracts. The reason is that an arbitrator is NOT politically accountable for any increases he/she imposes on taxpayers. ONLY elected officials should have the power to increase/decrease taxes or debt. The government of the City of Vancouver is the SOLE entity in charge of how much is affordable in relation to ability to pay. Arbitration is fine, and may be necessary but binding arbitration should be ruled unconstitutional in a government setting.

What do you think? I'd like to know.

Globe and Mail Math - Ipsos Reid Poll

Strike support split down the middle
City-commissioned survey shows opinion divided evenly for both union and city;CUPE chief doesn't put faith in findings

LAURA DRAKE
August 22, 2007
The Globe and Mail

[EXCERPT]

"It's not often that we actually get the side of the public. We've done what we can to make people understand," said CUPE B.C. president Barry O'Neill, adding that he "didn't put much faith" in the poll's findings.

The poll also showed that only 20 per cent of respondents say the strike has affected them a great deal, with 38 per cent saying it has affected them very little or not at all.

"It affects a whole lot of our people. I'd say 100 per cent of our people would say it's affected their lives significantly," Mr. O'Neill said.

-------
MY VIEW

CUPE finds a way to spin this story negatively when it is generally a positive story.

In fact 62% of respondents said they were were very (20%) or somewhat (42%) personally affected because of the strike. Then Barry O'Neil could have added that "the strike affects 100% of our people."

The Globe and Mail article should have read

The poll also showed that 62 per cent of respondents say the strike has very much or somewhat affected them, with 38 per cent saying it has affected them very little or not at all.

The G&M did combine the 38% no affect response which actually is the combination very little (12%) or not at all (26%).

Strikes come down to leverage and the withdrawal of services. If those services are not missed the strike is pointless. The poll demonstrates that even with a margin of error the strike has had an impact.

My reason for striking was based on the 39 month - 9.75% increase - and decrease in benefits. One does not negotiate immediately after an Olympic Games. 5 years is the right length and 17.5 keeps up with the cost of living.

The only bargaining issue of note beyond the terms and contract is the resolution of reclassification/revaluation disputes. If this item is sincerely tackled by both sides much of the acrimony between senior managers and staff can be reduced and the new contract could mean a fresh start in relations.

Arbutus Club - CUPE's SPIN

Strike Hot Sheet Vol. #13 Aug 22, 2007

Nyet to club garbage collection
The Arbutus Club thought it was doing it's members a favour (though not "free" we might point out) when they said they'd take their members' garbage for $5 a bag. The Flying Squad, piloted by CUPE 1004 with wing support from 15, threw up a picket line Saturday August 15 at about 11:30 am. Some club members were shocked when they learned of their management's decision to interfere with the strike this way while club staff, many members of the Union of Canadian Auto Workers, refused to cross the line. By 2:30 pm, the CUPE squad was assured by the Arbutus Club manager that the garbage collection would cease and desist.

Great spin - just seems to be lacking any detail on the trash talk. hmmm

CUPE 15 Bargainer's - Three Top Issues

Peter Stary the Chairman of CUPE 15 Bargaining Committee in Strike Hot Sheet Vol.#12 21 August 2007 listed the three top issues beyond the 17.5% and 5 year term.

What are the three most important negotiation issues, other than term and dollars, that the union is putting forward for consideration?

In my opinion the three most important issues that we have tabled are:

• job security;
  
• resolution of reclassification/revaluation disputes;
  
• and auxiliary rights - conversion of auxiliary positions to regular full time and regular part time, and access to shifts by seniority.

My View.

Resolution of reclassification / revaluation disputes is the one area where the two sides could bargain. The Firefighters union demonstrates that the dispute resolution system in the city is broken. The City Manager's office will decide a dispute is not valid. The Fire Fighters union then takes their dispute to arbitration which have been ruled valid 96% of the time. The process has cost that union $500.000.00 so far.


Job security carries the greatest emotion. The Bill Good Show, on CKNW today, had an open phone from 8:30 - 9:00am. Many Parking Enforcement staff claimed that they are regularly reminded that their positions could be privatized. Job security carries little support among the general public. In decades past job security was the civic trade off for lower pay. Today the salaries are competitive while the benefits often surpass the private sector. The trade off for higher pay maybe the reduction of security. If the City's dispute resolution system was not broken job security would not be such an issue.


Auxilliary Rights are contentious inside the union especially the right to access shifts by seniority. The City of Vancouver, for at least the last 5 years, has not used seniority as the sole measure for hiring. Skills, knowledge and ability score higher. I can not imagine the city moving on this issue.

The endgame to this strike will be binding arbitration.


FULL INTERVIEW

Q&A with Peter Stary The Chairman of the CUPE 15 Bargaining Committee provides some insight into bargaining issues and himself:

What is your job at the City, your educational background, and how long have you worked for the City?

I’m a Bicycle Program Coordinator (working in the Engineering Department) with a technical certificate, numerous night school courses, and 29 years of service with the City.

When and why did you become involved in the union?

In 1981, when we were on strike, I became aware of the importance of our union in negotiating our working conditions and protecting our rights in the workplace. I became involved by attending meetings and volunteering to be a shop steward, and attended our union’s fi rst shop steward training program. I was elected to the executive and served a couple of terms in the mid 80’s.

Do you live in Vancouver?

I live in North Burnaby, three blocks east of Vancouver.

It’s obvious you are a cyclist - do you own a car?

Does it show? My wife and I do own a car. Over half of my trips are by bike, the rest by a variety of other modes – car, transit and walking.

What are the three most important negotiation issues, other than term and dollars, that the union is putting forward for consideration?

In my opinion the three most important issues that we have tabled are:

• job security;
  
• resolution of reclassification/revaluation disputes;
• and auxiliary rights - conversion of auxiliary positions to regular full time and regular part time, and access to shifts by seniority.

How many auxiliary workers are in the union?

Approximately 40% of our City, Parks, Britannia and Ray-Cam members are auxiliary workers, a total of over 1,200 members.

When the employer says the union wants another week of holiday, what does that specifically refer to?

Our current proposal, similar to that of Local 1004 (and recently agreed to in Surrey), is for an additional vacation step for long-term employees, providing 35 days of annual vacation after 28 years of service.

Explain the seniority issue?

Auxiliary employees have no guaranteed access to shifts. Even after many years of service, they can be moved, their shifts reduced or entirely taken away at the whim of a manager. We are seeking to provide auxiliary employees with some measure of job security by negotiating a system of access to auxiliary work by seniority. With regard to our regular employees, we are seeking to strengthen the importance of seniority in determining promotions. Currently, seniority is used only as a tiebreaker, when two candidates are “equal”. In fact, two candidates are rarely if ever “equal”, especially when non-objective criteria such as “personal suitability” play a part in the process.

When we refer to “language” issues, why is it so important when some members may just want to take the money and run after being on strike for more than a month?

The language in our collective agreements defines our working conditions – the time we spend at work and the time we have available for our personal lives, how we are promoted, our benefits, our work-related rights and the means available to us to defend them as well as many other issues. A strong collective agreement is our best guarantee of fair treatment and respectful work relationships. It gives us the opportunity to plan our careers and to take care of our families and our own well being. In this round of bargaining, the employer is seeking unprecedented take-aways which would significantly weaken our collective agreement. We are seeking improvements in areas of concern to members.

What is the last book you read?

Into the Wild by Jon Krakauer, the account of a young man’s search for meaning in life that ends with his death in the Alaskan bush.

City Releases Ipsos Reid Survey

City management have released the Ipsos-Reid survey. It can be downloaded, not printed but cut and paste works. 300 people were interviewed August 15th 2007.

The "Vancouver Labour Dispute Survey" finds that the City and CUPE are statistically even in public support. Listed below are the 11 poll questions. Neither side is statistically a winner but CUPE has greater vulnerability.

Q.1
Side Supported in Dispute.

43% Support the City

• 27% strongly
• 16% moderately

44% Support CUPE

• 17% strongly
• 27% moderately

Public support issues:

1. Margin of error is +/- 5.6%, nineteen times out of 20.
2. Though statistically even CUPE's support is softer with 27% moderate support as compared to the City's 27% strong support.

Q.2 & 3
How fair and reasonable do you think the City of Vancouver (Q2) / CUPE unions (Q3) have been in this contract dispute?

54% City of Vancouver

• 14% Very
• 41% Somewhat

59% CUPE unions

• 10% Very
• 49% Somewhat
  

Q. 4
Overall which side do you believe has been more fair and reasonable in this contract dispute?

• 43% City of Vancouver
• 45% CUPE unions

• 2% Both
• 6% Neither
• 5% Don't know / not stated
  

Q. 5
Do you support or oppose the strike action taken by unionized municipal workers?

• 46% Strongly / Somewhat Support
  
• 16% Strongly support
• 30% Somewhat support

• 51% Strongly / Somewhat Oppose
  
• 20% Somewhat oppose
• 31% Strongly oppose
  

Q. 6
To what extent have you been personally affected as a result of the strike?

• 62% A great deal / Somewhat
  
• 20% A great deal
• 42% Somewhat

• 38% Very little / Not at all
  
• 26% Very little
• 12% Not at all
  

Q. 7
Supporters of both sides say City Managers have done a good job during the strike.

• 75% of City supporters
• 58% of CUPE supporters

Q. 8 - 10 are related to perceptions of the 17.5% over 5 years contract offer.

Q. 8
If the City of Vancouver were to offer unionized municipal workers a wage increase of 17.5% over 5 years - would you say this offer is..,

• 85% Very / Somewhat Fair and Reasonable
• 53% Very
• 32% Somewhat

• 12% Not Very / Not at all Fair and Reasonable
  
• 6% Not Very
• 6% Not at All

• 3% Don't know / not stated

Q. 9
If the City of Vancouver were to offer unionized municipal workers a wage increase of 17.5% over 5 years, this would be the same increase accepted by unionized workers in municipalities such as North Vancouver, Surrey, Burnaby, Delta and Richmond. Knowing this, would you say this offer is . . . ?

• 89% Very / Somewhat Fair and Reasonable
• 62% Very
• 28% Somewhat

• 9% Not Very / Not at all Fair and Reasonable
• 7% Not very
• 2% Not at all

• 2% Don't know / not stated
  

Q. 10
If the City of Vancouver were to offer unionized municipal workers a wage increase of 17.5% over 5 years, would you say this offer is ... ?

• 19% Too High
• 11% Too Low
• 67% About Right
• 3% Don't know / not stated
  

Q. 11
If the City of Vancouver were to offer unionized municipal workers a wage increase of 17.5% over 5 years, how concerned would be about an increase to the amount of business or residential taxes you pay?

• 58% Very / Somewhat concerned
• 22% Very
  
• 36% Somewhat
  

• 42% Not very / Not at all concerned
• 27% Not very
• 15% Not at all
  

Strike could last for months - Dubrovolny says

Strike could last months, city official says
City, union making no progress toward settlement, spokesman says

Jeff Lee, Vancouver Sun
Published: Monday, August 20, 2007
---------------
Breaking striker's morale is the City of Vancouver's goal with this article. It is a great headline and sure to have some impact. The content is simply recycled press releases and interviews.

Surprisingly Mr. Dubrovolny does admits that the 39 month - 9.75% wage increase - contract would still be on the table if not for Richmond's agreement. Mayor Sullivan's questionable claim that a five year deal had been offered prior to the Richmond deal becomes simply disingenuous.

Published the same week that strike coordinators and negotiators are visiting picketers the timing of the article is questionable. It appears planned to sway the discussion at the grassroots in favour of the city.

Endless Summer (Strike)

Found this article in The Tyee.ca .

Ten other cities have settled with civic workers. Why can't Vancouver?

Monte Paulsen
Published: August 16, 2007
----------------------------------
Article provides an overview of the negotiating deadlock. It predicts, and I agree, that school will be in while civic workers will still be out.

This strike has "been a ballad of incompetence (the mayor) vs. miscalculation (the unions). The result is a race for irrelevance." eaves.ca

Incompetence is not an issue with the NPA and City Management muzzling Mayor Sullivan. Councillor Suzanne Anton, a former Crown Council, has taken the lead in presenting the City's position. She, like Mr. Dubrovolny, remains cool when using hot forms of media such as television or radio.

Miscalculation continues at CUPE.

• Street Youth workers called scabs for picking up litter, used needles CUPE says ongoing cleaning program upsets union members

• Arbutus Club Blocked - bullying occurs in front of news cameras

• CKNW reporter told to "Fuck Off" at Manitoba Yards the Monday after the six day media blackout is lifted - goes to City Hall and is welcomed
  

If CUPE muzzles its more boisterous members it can still win the media campaign. Mike Jackson, CUPE 1004 President, stating that his members are upset or emotional is simply not credible. Upset or emotional feelings does not justify the reported actions.

If CUPE outbursts continue citizens and media will blame CUPE for the length of the strike.

The City can publish as many charts and stats as it wishes. There is, however, an underlying suspicion of information provided by politicians and their $100,000.00 plus salaried managers.

Unions too have a perception problem. Big burly bullies. It was played out with spectacular effect Saturday at the Arbutus Club on Global and CTV. Some argue that there was more to the story than was presented. It doesn't matter. Strikers, at all times, must act as if there is a camera present. Who knows when a cell phone might be recording?

More stories of CUPE 1004 members calling street kids "scabs" and citizen good will evaporates. The City becomes the de facto guardian of the public good.

Why is the City slow to negotiate? It is waiting. Waiting for CUPE member's missteps to accumulate in the public mind. That provides the City with the leverage to conclude the strike on the City's terms.

Odds are during the next civic election Vancouver voters will be asked to approve private contractors to dispose of single family resident waste.

What's What? & Who's Who?

CUPE HOTSHEET #10 Aug 17 2007

What's What

Page 2 of the #10 Hot Sheet lists "What's on the Table" according to CUPE 15, 1004 and 391.

Contrast it with the City of Vancouver's advertisement which was printed in the Aug 18 (Saturday) Vancouver Sun and Aug 19 (Sunday) Vancouver Province. Look to the lower right corner for "The Key Issues."

[EXCERPT]

"Who's Who?

For over a year now a group of dedicated union volunteers have been gathering, meeting, discussing, formulating, and attempting to negotiate our collective agreement.

Who are they?

Would you recognize them on the street, give them a pat on the back and express your gratitude for their dedication and perseverance?

And what about the Strike Coordinators – they are certainly putting all their time and effort into trying to end this dispute.

Starting next week the members of the Bargaining Committee will be touring picket sites so you’ll be able to put a face to some of those names.

It will be your chance to ask questions and get answers straight from the source. It’s also an opportunity for them to meet you to learn how it’s going at your site and to get your input and observations from the front line.

The Strike Coordinators:
Mark Codron – Waterworks Operations
Betty McGee - Trout Lake Community Centre
Terri-Lynn Hobbs - Lord Byng Pool and Fitness Centre
Peter Burch - Community Plans & Implementation
Brenda Coombs - Britannia Community Services Centre
Sarah White - Carnegie Centre - Oppenheimer Park
Rick Johnson - By-law Fines

The Bargaining Committee:
Peter Stary (Chair) - Greenways & Neighbourhood Transportation
Jeannette Black - Records and Information Management
Christine Boyd - Britannia Community Services Centre
Karl Leonhard - Mount Pleasant Community Centre
Betty McGee - Trout Lake Community Centre
Jordan Parente - Parking Management
Donald Rounding - Parking Enforcement

Chief Negotiator – CUPE 15 office Keith Graham"

Arbutus Club Trash Talk

Arbutus Club member's trash drew CUPE pickets Saturday August 18th. Pickets were legitimate as the private club's 115 non-management staff are CAW (Canadian Auto Workers) members.

Leave it to the CUPE members present, which included a CUPE 15 negotiator, to take what should have been an information picket and instead create a case study on "How to Bully." Better yet do it while news crews are filming and be seen bullying across Canada every hour on NewsNet and locally all weekend on CTV and Global.

The appropriate steps would have been to coordinate with the CAW and set up a picket line prior the Arbutus Club's opening. CAW members would have respected the line and club managers would be left explaining why the club was closed to their $40,000.00/year members.

The result would have been this 40 second story -



instead of this 2:22 minute case study on bullying.



More to come on this story.