March 1, 2022 - The Bargaining Committee would like to address some Company actions and rumors we have been hearing from you, our Local 1944 members. It's important for you to know that during a bargaining year the Company practices may change. What was once acceptable may no longer be. Thus described as the ‘silly season’.
Our Collective Agreement remains in full force and effect. Our members need to know it and enforce it.
Remember if you don't hear it from us, it's likely not true!!
Telus has done this in the past, you can expect more in our future. Don't be surprised to see any or all of the following.
What they do:
Management might ask you for the location of your vehicle, and where the spare keys are located. They may ask you to sign a home dispatch agreement.
Rationale:
Designed to produce fear as it implies they may reassign the vehicle to Scabs if a dispute happens. They already have GPS location information and own the lease of the vehicles.
What you can do:
If you don't want the vehicle or the responsibility of the vehicle, or you were forced into home dispatch during COVID-19, you can revoke the status. Home dispatch is by mutual agreement.
A9.01 An employee who regularly utilizes a Company vehicle in performing daily work assignments may, by mutual agreement between the employee and the manager, be assigned to the Home Dispatch Program
What they do:
Changing locks to work locations. Handing out new smart keys.
Rationale:
This again is about spreading fear in the membership.
What you can do:
Don't fall for this obvious fear mongering tactic.
What they do:
Telus has been sending out surveys. It seems targeted to certain demographics. It's a weekly survey until September 2022. It has been compared to a ‘small PulseCheck’.
Rationale:
New company surveys started during bargaining and they seem designed to measure the pulse of the membership. We can speculate that this information gets back to the Telus Bargaining Team.
What you can do:
You can decline to answer a voluntary survey. If you're not coded, meaning paid, then it is absolutely voluntary. DO NOT WORK FOR FREE!
What they do:
Managers’ messaging may be; “There is nothing concessionary at the table,” or “Bargaining will be over soon because nothing is contentious at the table,” or “This is a great deal!”
Rationale:
This is misinformation and is considered bargaining directly with the members. Your bargaining committee is charged with getting the very best deal for the membership.
What you can do:
Do not engage with these conversations. Remember: If you don't hear it from your Union, assume it's not true!
What they do:
Management may verbally approach you to ask you about your opinion on proposals at the table.
Rationale:
Again this is considered bargaining directly with the members and is designed to find out membership appetite for a certain proposal. This is a divisive tactic.
What you can do:
Do not engage in the conversation. Inform the manager that the Bargaining Committee speaks for you and the members and that we are UNITED.
What they do:
Management will publicly undergo training on your job. This may be pole climbing or call center training. They will be obvious about it.
Rationale:
This is a fear tactic. Most managers do not know how to actually do your job and they will be asked to Scab to replace you.
What you can do:
Don't fall for this obvious fear mongering tactic. They will never be able to do your job with the professionalism and talent you show every day. They will fail.
Telus is watching everything you do. Anything you say to management will find its way to the table. But the same can be said for shows of solidarity.
Don't be fooled by the fear! #RiseUP!
Simply the more people who participate, the more strength we have.
Ultimately the Company is not looking out for you. If they were, they wouldn't have a package full of concessions at the Bargaining table.
#RiseUP!
In Solidarity,
Your Bargaining Committee
USW Local 1944