2005 Overview and Innovative Practices

Suzanne Payette, MBA, CHRP
Workplace Information Directorate
Human Resources and Social Development Canada
March 2006

Slide 1 contains the above information (cover page)

Slide 2

Presentation Outline

• Summary 2005 - Wage Adjustments
• Outlook 2006
• Innovative Workplace Practices in Ratified Collective Agreements

Slide 3

Collective Bargaining Information

Workplace Information Directorate

• Tracks, codes, analyzes and reports
• Wage and non-wage provisions
• Large bargaining units
  • 100+ workers (federal jurisdiction)
  • 500+ workers (provincial jurisdictions)

Negotech – Electronic database of full text collective agreements and settlement summaries.

Slide 4

Average Annual Wage Adjustments, 1991–2005

Source: Workplace Information Directorate, Human Resources and Social Development Canada and Statistics Canada.

Slide 5

Average Annual Wage Adjustments, 1990–2005

Source: Workplace Information Directorate, Human Resources and Social Development Canada and Statistics Canada.

Slide 6

Index for Public and Private Sectors
Wage Adjustments and CPI, 1990–2005

Source: Workplace Information Directorate, Human Resources and Social Development Canada and Statistics Canada.

Slide 7

Settlements 2005

Source: Workplace Information Directorate, Human Resources and Social Development Canada.

Slide 8

Wage Adjustments, 2005

Source: Workplace Information Directorate, Human Resources and Social Development Canada.

Slide 9

Distribution of Emloyees by Size of Wage Adjustment, 2005

Source: Workplace Information Directorate, Human Resources and Social Development Canada.

Slide 10

Distribution of Employees by Size of Wage Adjustment, 2005

Source: Workplace Information Directorate, Human Resources and Social Development Canada.

Slide 11

Average Duration in Months of Agreements Ratified, 1993–2005

Source: Workplace Information Directorate, Human Resources and Social Development Canada.

Slide 12

Labour Relations Climate, Person-Days Not Worked

Source: Workplace Information Directorate, Human Resources and Social Development Canada.

Slide 13

Person-Days Not Worked, as a Percentage of Estimated Total Working Time, 1965–2005

Source: Workplace Information Directorate, Human Resources and Social Development Canada.

Slide 14

Management Bargaining Priorities in 2006	Union Bargaining Priorities in 2006
Wages Health Benefits and Pension Plans Productivity Competitiveness Flexible Work Time	Wages Pay Equity Employment Security, Contracting-Out Health Benefits and Pension Plans Work-Life Balance

Source: Workplace Information Directorate, Human Resources and Social Development Canada, and The Conference Board of Canada, Compensation Planning Outlook 2006, Autumn 2005.

Slide 15

Agreements in Force, 2006

Source: Workplace Information Directorate, Human Resources and Social Development Canada.

Slide 16

Agreements in Force, 2006

Source: Workplace Information Directorate, Human Resources and Social Development Canada.

Slide 17

Expected Settlements, 2006

Source: Workplace Information Directorate, Human Resources and Social Development Canada.

Slide 18

Expected Wage Adjustments for 2006

Source: Workplace Information Directorate, Human Resources and Social Development Canada.

Slide 19

Types of Innovations

• Industrial relations
• Organization of work
• Compensation and working conditions
• Health and welfare
• Work-life balance
• Funds
• Training and development
• Joint committees

Slide 20

Industrial Relations

Practices and procedures that alter relationships between labour and management:

• Interest-based negotiation
• Continuous bargaining
• Expedited arbitration
• Grievance mediation
• Long-term collective agreements

Slide 21

Long-Term Agreements

• The analysis demonstrates that it is in the private sector, more specifically, the manufacturing – pulp and paper – sector, that the duration of collective agreements are longer, followed by the food retail sector.
  
• 25-year agreement with Cancrew (Hibernia) and Fish, Food and Allied Workers Union. The agreement is automatically renewed unless 60 days’ notice to bargain is given. (01.01.2000 – 11.30.2020)

Slide 22

Organization of Work

• Operational flexibility
• Contracting-out / Contracting-in
• Mutual assistance
• Broadening of job classifications
• Work teams / Modular production
• Distribution of work among workers

Slide 23

Flexible Work Arrangements

Bombardier Aéronautique, Canadair Division, Dorval and other Centres, Quebec, and the International Association of Machinists and Aerospace Workers
(12.1.2005 – 11.30.2011, settled in May 2005)

• In order to reduce absenteeism by 50% and increase productivity, a pilot project of a flexible work schedule has been introduced in which it will be possible to bank a maximum of 4 hours of regular time with a maximum accumulation of 2 hours per day.

Slide 24

Contracting-Out

Toronto Transit Commission and Amalgamated Transit Union
(04.01.2005 – 03.31.2008, settled in April 2005)

• Before any maintenance work is contracted out, the employer must advise the union and consider any suggested union alternatives as to how the work could be performed by members of the bargaining unit.
• If the employer violates this provision, it will pay a penalty of $5,000 to the union.

Slide 25

Mutual Assistance – Workplace Flexibility

Government of Canada, West Coast’ and Federal Government Dockyards Trades and Labour Council
(07.31.2004 – 09.30.2006, settled in May 2005)

• It is agreed that the concerned parties will consult in order to identify opportunities and define conditions under which flexibilities of work assignment between trades within similar skills sets can be utilized to maximize productivities. (Letter of Understanding)

Slide 26

Operational Flexibility

Halifax Shipyard and CAW-CANADA
(05.04.2004 – 12.31.2006, settled in May 2004)

• When all employees with classification seniority before September 17,1984, in a particular classification, are employed or in training, all employees, providing they are capable, shall perform work of other trades in addition to regular duties and regardless of employment status of an new employees hired after September 17, 1984, or employees without seniority prior to September 17, 1984.

Slide 27

Rehabiliation Committee

Saskatchewan Liquor and Gaming Authority and Saskatchewan Government and General Employees’ Union
(04.01.2004 – 0.3.31.2007, settled in August 2005)

• The committee will develop a policy that supports the accomodation of an employee who has become incapacitated by injury, illness or disability. Also included will be the development of educational tools and the details of rehabilitation/return-to-work placement process.

Slide 28

Job Sharing

Halifax Regional Municipality and Nova Scotia Union of Public and Private Employees
(11.1.2004 – 10.31.2008, settled in April 2005)

• Permanent full-time, part-time and temporary employees will have the opportunity to share jobs through the program. Employees participating in a job share arrangement will receive salary on a pro-rated basis in accordance with the hours worked, will participate in group benefit plans, and will accue and be entitled to take leave, including holidays, sick, vacation, bereavement and emergency leave, also pro-rated.

Slide 29

Compensation

• Variable pay follows the trend of Canadian organizations
  • Conference Board of Canada: 86% have a variable pay plan(s) in place.
  • Public Sector: 94%
  • Private Sector: 58%

Source: Conference Board of Canada, Compensation Planning Outlook 2006, Autumn 2005.

Slide 30

Types of Variable Pay

• Individual or group-based
• According to the Conference Board of Canada
  • cash bonus/incentive plans (91%)
  • profit-sharing (13%)
  • team-based (9%)
  • lump-sum payments (6%)
  • gain-sharing (6%)
  • other incentives (6%)

Source: Conference Board of Canada, Compensation Planning Outlook 2006, Autumn 2005.

Slide 31

Variable Pay Bonus

Bell Canada, Ontario and Quebec, and Canadian Telecommunications Employees’ Association
(07.18.2005 - 05.31.2009, settled in July 2005)

• Effective January 1, 2006, a new payment system will be created where client representatives with sales targets and who do not benefit from wage protection will get 12% of base wages if targets are met.
• The variable renumeration bonus is to recognize the individual contribution to sales targets and quality and productivity objectives.

Slide 32

Profit-Sharing Plan

Toronto Star Newspapers Ltd. and Communications, Energy, and Paper Workers Union
(01.01.2005 – 12.31.2007, settled in April 2005)

• Over the term of the agreement, annual lump-sum payments, based on the previous years cash margin, will be paid to employees in February of each year. Payment is based on gross profit of operations before the deduction of depreciation, amortization, interest and taxes, above 15, 17 and 20% of corporate revenues.

Slide 33

Gain Sharing Plan

BC Hydro and Power Authority and Canadian Office and Professional Employees Union
(04.01.2005 – 03.31.2006, settled in July 2005)

• Employees will receive an annual lump-sum payment to a maximum of 4% annual salary if corporate measures of financial goals, customer satisfaction, and improvement in all injury frequencies are met.
• Effective April 1, 2007, the calculation may provide a potential payment of up to 5%.

Slide 34

Bonuses

Daimler-Chrysler, Ontario, and CAW-CANADA
(09.21.2005 – 09.21.2008, settled in September 2005)

• Christmas Bonus - $1,700 per year

Ford Motor Company, Ontario, and CAW-CANADA
(09.21.2005 – 09.21.2008, settled in September 2005)

• Vacation Bonus - $1,700 per year

Slide 35

Individual Performance Incentive

Canada Post Corporation and Public Service Alliance of Canada
(10.31.2004 – 08.30.2008, settled in February 2005)

• Employees will be eligible for an incentive potential between 0.5% and 3% of regular salary based on performance rating level. An employee with a performance rating that indicates improvement will receive 0.5% of regular salary and with an exceptional performance rating level will receive 3% of regular salary.

Slide 36

Corporate Team Incentive Plan

Canada Post Corporation and Public Service Alliance of Canada
(10.31.2004 – 08.30.2008, settled in February 2005)

• Full and part-time indeterminate employees will be eligible for an incentive potential of 4% (3%) per fiscal year for meeting corporate financial, service performance, and customer satisfaction targets. If the organization surpasses these objectives, employees can become eligible for an incentive potential greater than 4% (3%).

Slide 37

Millenium Registered Retirement Savings Plan

SaskPower and Communication, Energy and Paperworkers Union
(02.01.2004 – 01.31.2007, settled in August 2005)

• The employer will contribute into an individual plan for each employee an amount equal to 40 hours pay. The dollars are locked in until the employee either retires, is permanently laid off, resigns, dies or is terminated. All employees will have the option of enrolling in the plan, and participation for new employees is mandatory.

Slide 38

Flexible Spending Account

SaskPower and Communications, Energy and Paperworkers Union
(02.01.2004 – 01.31.2007, settled in August 2005)

• SaskPower will offer to all permanent employees a flexible spending account, specifically:

	Full-Time Employees	Part-Time Employees
Beginning January 1, 2006	$ 2,400	$ 1,200
Beginning January 1, 2007	$ 1,600	$ 800
Beginning January 1, 2008, the amounts will be augmented based on the wage adjustment referring to the year in the collective agreement	$ 1,600+	$ 800+

Slide 39

Same-Sex Benefits

Johnson Controls Inc., Ontario, and CAW-CANADA
(09.01.2005 – 10.21.2008, settled in September 2005)

• Employees in a conjugal relationship for at least 12 months will be covered under current plans, provided the various federal and provincial regulatory agencies continue to recognize same-sex relationships.

Slide 40

Wheelchair Benefits

CFTO-TV, Division of CTV Television and Communications, Energy and Paperworkers Union
(01.01.2004 – 12.31.2007, settled in July 2004)

• If an employee requires the use of a wheelchair to be ambulatory, insurance coverage will be for a one-time cost to the employee’s home to make it wheelchair accessible and habitable and the one-time cost of modifications necessary to a motor vehicle utilized by the employee to make the vehicle accessible or driveable for the employee up to a maximum of $15,000 within 365 days from the accident.

Slide 41

Physical Activity or Sports

TELUS Communications, Quebec, and Canadian Union of Public Employees
(02.04.2005 – 03.31.2006, settled in February 2005)

• Benefit related to the promotion of physical activity or sports related. The reimbursement can amount to a maximum of $130 per year with the presentation of proof of registration to one or more physical or sports activity.
• The reimbursement is made by the manager with proof of registration.

Slide 42

Day of Mourning and Remembrance

Domtar Inc., Ontario, and Communications, Energy and Paperworkers Union
(5.01.2004 – 04.30.2009, settled in September 2005)

• The parties will recognize April 28 of each year as the annual day of remembrance for employees killed or injured on the job. The employer will lower the flag at the main entrance of the operations to half-mast on this date.

Slide 43

Quarantine Leave

City of Toronto, Homes for the Aged, and Canadian Union of Public Employees
(01.01.2005 – 12.31.2008, settled in September 2005)

• Employee’s absence caused by a legally recognized quarantine imposed by a job-related incident will be treated as a leave of absence with pay.

Slide 44

Humanity Fund

Kruger Inc., Quebec, and Communications, Energy and Paperworkers Union
(05.01.2004 – 04.30.2009, settled in January 2005)

• Employer contributes an amount equal to that of employees to a maximum of $20 per year, per employee, and $10,000 per year for the company as a whole.

Slide 45

Hardship Fund

St. Boniface General Hospital, Manitoba, and United Food and Commercial Workers International Union
(04.01.2004 – 03.31.2008, settled in February 2005)

• Parties agree that if the support staff become eligible for any reduced employment insurance premium, such monies will be submitted to a fund; this fund will be for the purposes of providing monetary relief to Union Local members in times of economic crisis.

Slide 46

Training and Development: Tuition Assistance

Daimler-Chrysler, Ontario, and CAW-CANADA
(09.21.2005 – 09.19.2008, settled in September 2005)

• $1,500 per year per dependant enrolled in a college or university, including eligible dependants of retirees.

Slide 47

Training Committee

Laurentian Bank of Canada and Office and Professional Employees International Union
(07.01.2001 – 12.31.2007, settled in March 2005)

• To be established in order to submit recommendations to the employer with respect to the way employees are advised of training programs and plans, to the training needs and results of employees, to the training methods aimed at fostering internal employee mobility and also to propose adjustments, as needed, to the training program.

Slide 48

Workplace Violence Prevention and Protection

Canada Post Corporation and Public Service Alliance of Canada
(10.31.2004 – 08.30.2008, settled in February 2005)

• To be established to develop a half-day training module for new employees that will address conflict and human rights issues in the workplace.

Slide 49

Benefits Review Committee

Health Boards of Alberta and Health Sciences Association of Alberta
(04.01.2005 – 03.31.2008, settled in July 2005)

• To review benefit plans and make recommendations for improvements in cost containment, flexibility, tax effectiveness, service, competitiveness and administration.

Slide 50

Workplace Health and Welfare Committee

Hydro One (Ontario) and Canadian Union of Public Employees
(04.01.2005 – 03.31.2008, settled in March 2005)

• To be established to develop a plan whereby employees may opt out of certain health and medical coverage in return for alternate compensation.

Slide 51

“Whistle Blower” Protection

University of Toronto and United Steelworkers of America
(07.01.2005 – 06.30.2008, settled in September 2005)

• An employee will not be discharged, penalized or disciplined in the event of good faith reporting to the appropriate regulatory authority of a release of a hazardous substance.

Slide 52

Workplace Information Directorate
Human Resources and Social Development Canada

• 1 800 567-6866 or 819 997-3117
• 819 953-9582 (fax)
• Website: www.hrsdc.gc.ca/en/lp/wid/contact/contact_us.shtml (Internet)