Thursday, September 22, 2011

Getting The Deal Done

Before I get into the details of the actual tentative deal, I would like to say a few things about collective bargaining and negotiating in general.

Collective bargaining will always begin with both sides making what the other side would consider outrageous and completely unacceptable proposals. These are there just to test the waters and usually quickly dismissed or at least set aside to be trashed later. Other less “outrageous” proposals are also tabled merely as warning to the other party that even though it may not be acceptable now assume that it is not going away and will be brought up again in the next round of bargaining. A collective agreement is a living agreement that evolves over several rounds of negotiations not a document that is contrived today and remains in one form forever.

Once this “pissing contest” is put aside both parties get down to brass tacks and hammer out a deal. Collective bargaining is not like bartering for a blanket on the beach in Puerto Vallarta where you try and get the best price and then both parties walk away never to see each other again. Both parties in collective bargaining have it as being in their best interest to come out with the most workable deal for both sides.

In any type of negotiations there are four possible outcomes: win/win, win/lose, lose/lose and neutral. The ultimate goal would be win/win but a more achievable goal would be neutral. A win/lose or lose/lose outcome is toxic because you have at least one very unhappy party and will lead to a toxic workplace.  With regard to our deal, I would put it into the neutral category.

One of the best tools a party can use in contract bargaining is the use of professional negotiators because they will take the personality aspects out of the equation and keep everyone’s eyes on the ultimate goal of a mutually satisfactory agreement. Our bargaining unit was grateful for the efforts of CUPE national rep, Dave Fleming assisted by CUPE 1004 agent, Steve Varty and 1004 president, Mike Jackson. The PNE was also lucky to have an equally competent negotiator in John Thorne.

Before I get into the actual details of the deal I would like to point out one thing. During the process it became apparent to our committee that the Pacific National Exhibition truly is in financial difficulties at least for the time being. As with all problem-solving there is no benefit in casting blame. Once the problem is identified there are only three questions that need to be answered. How did it happen? How do we solve it? And how do we stop it from happening again? This will always lead to a collective effort moving forward. Hopefully this will happen at the PNE.

 Now on with the deal highlights in general:

-          Wage increases of 1.5% per year effective January 1, 2011, January 1, 2012 and January 1, 2013 and will be retroactive for all current employees and any 2011 retirees.

-          A new joint committee will be set up to review all contracting out on the PNE site. The ultimate goal is to increase the amount of work our members do on site and will likely lead to more cost effective solutions for the employer.

-          A fairer scheduling system for full time Playland employees

-          A two percent increase in the “in lieu” pay for Playland seasonal employees with seniority

Items effecting part-time Public Safety employees:

-          Qualified part-time employees will eligible to join the pension plan. This will be a great benefit because the employer contributes to your plan as well and will help reduce your taxes while you save.

-          All public safety personnel carrying a security license will have their license fee reimbursed provided they work at 200 hours in the previous year.

-          Rate upgrades by seniority will now be in the contract. Up until now there was no contractual onus on the employer to do so.

-          The ability for PNE security personnel to work at Playland provided the Playland roster has been exhausted.

My biggest regret in this round of bargaining was not being able to get a better deal for the lowest paid Playland workers who next season will be getting a wage only marginally better than the provincial minimum wage.

Am I elated with this deal? No.... Is it a good deal? Only time will tell....Do I think it is the best deal we could get at this time? Yes.

For this reason I am recommending a “Yes” vote when it comes up for ratification in the next weeks. It is your right to vote “No” on the deal but before you do so please consider the consequences and what your next step will be.

In closing I would like to thank the above mentioned Mssrs. Fleming, Varty, Jackson and Thorne as well as the other members of our committee of Rob Froescher, Ron Flanders, Dion Bellay, Gary White, Paul McGraw and Aaron Martinello and the PNE management committee of Stacy Shields, Jeff Strickland, Meredith Holmes, Rob Crema, June Goudron and Heather Beckley for all the time and energy everyone put into making this happen. (Hopefully, we will see a few females on our side of the table next round.) 

  Thank you and enjoy the rest of your day here in the Magic Kingdom. Oh crap, wrong theme park! ;-)


  1. Well, now I understand the process of collective bargaining! Thanks for making it crystal clear. :)

    Hope the voting process goes smoothly!

  2. It's a good day when you can walk away from this type of thing with a neutral outcome. I'm sad to hear the economy has also affected the PNE. That said... the process sounds suspiciously like hammering out a divorce agreement.... at least, from my point of view. I hope your vote goes smoother than "mine" did...