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Welcome to the
Guild
So you landed yourself a job at aptn only to
find out that you’re automatically involved in
a union – the Canadian Media Guild. Uh-oh,
you think, as visions of picket lines creep
into your head. That pervasive stereotype
pops into your head: some burly guy hovering
over you, making sure you’re keeping up your
end of the “Solidarity Forever” chant. Well,
it isn’t necessarily so. The total
number of times the Guild has gone on strike at aptn since the
first Guild |
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bargaining unit at aptn was certified
in 2002 is – zero. Zip. Nada.
The fact is strikes or lockouts are rare. They’re the last resort
in securing better working conditions or protecting
hard-earned rights negotiated in previous
contracts. The Guild is keen to maintain its record
of no strikes at aptn – but not at any cost. The
Guild is a strong, united – what’s the word? –
union. And to keep up our strength into the
future, the Guild needs the support and involvement
of members like you. This guide is designed to
answer some of the questions you might have about
the Guild – and to help you find your place in it.
It came together after a series of meetings with new
members across the country. We listened to
your concerns – and came up with a list of questions
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you wanted answers to – from issues
like union dues to claiming overtime to getting
ahead and dealing with conflicts in the workplace. If we’ve missed a few or have a question that isn’t covered in this
guide – tell us. We’ll fix it. This is your
guide: your input helped create it and your
comments will ensure it evolves to meet the
needs of new members. It’s the same with
the Guild. New members bring new ideas –
and that can only help the Guild better
respond to the needs and aspirations of one of
the most flexible workforces in Canada. |
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#1. Why do I need a union?
A lot of people think of
unionized workplaces as having three sides:
the employees, the employer and the union.
In reality there are only two. The union
is the employees. A union is a
democratically elected group that represents
the employees' interests to the employer.
But why a union?
Why not just deal one-on-one with the boss?
Having a unionized workplace gives employees a
say and reduces the chances of arbitrary and
unfair decisions by managers that affect your
career and livelihood. When it comes to
negotiating things like salaries and benefits,
pensions, severance provisions in the event of
downsizing, or even scheduling, it helps a lot
to have a union speak to the employer on
behalf of you and all of your colleagues.
As a member of the
Guild, you have the right to choose a
bargaining committee to negotiate with the
employer on issues that you care about.
A collective bargaining agreement is
essentially the rule book that the employees
and the employer agree to use to govern their
relationship.
The Canadian Media Guild
has a history of dealing effectively with
employers. We have helped improve
salaries, benefits and working conditions.
More importantly, the Guild tries to obtain
fair collective agreements without major
confrontations.
The Guild is run by its
members. It is also financed by the
membership in the form of dues. Union
dues are set by the membership and are fully
tax-deductable. The money is used to
finance union activities at the local and
national levels. |
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#2. Why do I pay union dues?
When you start working
for aptn - either in the Editorial or
Operations departments - you begin a
relationship with the Canadian Media Guild.
Federal labour laws recognize the Guild as the
exclusive bargaining agent for the Editorial
and Operations units at aptn.
The Guild collects dues
to fund things like contract negotiations,
representing you in arbitration or grievance
procedures, training members, and maintaining
national and regional offices.
You pay 1.55% of what
you earn at aptn in union dues - up to a
maximum of $1,500 a year.
Your dues are more like
an insurance premium than a tax. They
will pay your benefits during a lockout or
strike. And they can be claimed as a tax
credit, reducing the amount of income tax you
pay. |
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#3. I Haven't signed a union card. Should I?
You aren't a member of
the union until you've signed a card.
Signing a union card allows you to vote in
Guild elections and run for an elected
position in the union - and to collect strike
or lockout benefits should that ever become
necessary. |
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#4. Does joining a union mean I'll go on
strike?
More than 98% of
collective agreements in Canada are negotiated
without a work stoppage. The Guild had
never gone on strike at aptn. |
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#5. What can the union do for me?
The Guild is there:
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To help if the terms of your employment are
being abused.
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When you have a question about whether you are
being paid properly.
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If you need to talk to
someone - confidentially - about how to handle
a sensitive work-related issue.
•
To help you in the fight to get your job back,
if you were unfairly or illegally let go.
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To make sure
management respects the terms of the contract. |
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#6. Who is my
union rep?
If you have any questions, concerns
or comments feel free to contact us. All
matters will be handled in strict confidence.
You can email the aptn Branch
directly at
cmgaptn@gmail.com
aptn
Branch President
Vincent Proteau
204-947-9331 x256 -
vproteau@gmail.com
aptn Branch Vice-President
Derek Christianson
204-947-9331 x316 -
dchristianson@aptn.ca
aptn Branch Vice President
Bruce Spence
204-947-9331 x310 -
ndncarman@hotmail.com
aptn Branch
Secretary / Treasurer
Cheryl McKenzie
204-947-9331 x304 -
oshki_kikotowin@hotmail.com
aptn Branch Executive
Staff Listing
CLICK HERE
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#7. What is the collective agreement & where
can I get a copy?
The collective agreement sets
the ground rules for your job at aptn on
things such as your working conditions,
pension and benefits, your rights if you
receive a lay-off notice, and what you can
expect to be paid.
Among a lot of other
things, it spells out the kinds of steps you
can take if your supervisor or a co-worker is
not treating you fairly or appropriately.
You can get an
old-fashioned paper copy from the Guild office
or from your nearest Guild rep. Or you can
view and download a electronic copy from this
website. You can right-click on the link at
the top right corner of the page and save it
to your computer. |
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#8. How come sometimes aptn says the
collective agreement means one thing and the
union says it means something else?
Language is a funny thing. My
half-empty glass is your half-full bowl. Even
after employees and managers agree to put
certain words in a contract, we don’t always
agree on what that language means when a
real-life situation comes up later. Sometimes
it takes a third party to sort things out.
Your boss may ask you to
do something that he/she believes is covered
under the contract. You may not agree. You can
check with the Guild and if we determine that
aptn is violating the language of the
contract, we can take the appropriate steps to
make sure your rights are respected.
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#9. How can I find out about union events?
That is exactly what
this website is designed to do, keep all our
members informed and up to date from across
the country.
The Canadian Media Guild’s website at
www.cmg.ca is also updated regularly.
Plus, once every two years the CMG holds a
convention and members like you become
delegates and help set priorities for the
Guild. |
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#10. What are the Guild's priorities?
The Guild is here to help you establish a
career that will allow you to enjoy a decent
quality of life, without having to constantly
worry about whether you’ll still have a job
tomorrow. But Guild staff and activists work
on all kinds of issues that members have said
are important, such as making sure that
someone is always available to help a member
in need. |
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#11. How long is probation?
New employees shall be
subject to a probationary period of six (6)
months, which may be extended at the
discretion of aptn for a further six (6)
months. During the probation period your
performance in the job will be discussed at
approximately three (3) month intervals.
If corrective action is required, aptn may
prepare a plan to address the specific
circumstances. |
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#12. Does aptn have a "file" on me?
You bet. Just like any large
corporation, aptn has files on all people who
work for it. It mainly contains your
employment history, rate of pay, annual leave
allotment, etc. By law, you are allowed to
look at your file any time.
Your file could also contain other material
such as disciplinary letters, if you’ve had a
major run-in with your boss. If it ever comes
to that, you will be informed that a letter is
being placed in your file. And as long as
there’s no further infraction, that letter
must be taken out of your file after two
years.
You do have the right to challenge such a
letter by requesting a meeting. You have the
right to bring along a union rep to the
meeting. |
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#13. How do I get paid?
The vast majority of aptn employees are paid
through direct deposit. Some freelancers may
still be paid by cheque. |
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#14. How do I know if I am being paid enough?
Pay scales are available in the collective
agreement – Article 12 General Salary
Provision in the
aptn Unit Collective Agreement. If you have questions about what
you are being paid, talk to a member of your
local Guild executive.
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#15. Do I have to sign a contract?
Only if you're on a
contract. Temporary and permanent
employees don't sign contracts. |
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#16. Do I get breaks?
All of us are allowed a meal period of one (1)
hour without pay and two (paid) 15-minute
breaks during the day. Full details on meals
and breaks are available under Article 16 -
Meal Periods And Coffee Breaks in the aptn
Unit
collective agreement. |
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#17. When is the end of a shift the end of a
shift?
If you’re a daily scheduled employee, your
shift has a defined ending time. Anything
beyond that is overtime. |
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#18. Am I allowed to claim overtime?
See answer to 17 above. If you
work beyond your scheduled daily hours or in
the case of weekly scheduled employees, longer
than the work week you can and should claim
overtime. Working for free reduces the value
of work of all employees. Also, you may create
a false impression that aptn has enough staff
when it does not, and contribute to an
atmosphere where free work is expected.
Remember, you should
generally obtain your supervisor’s approval
before working overtime. |
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#19. How do I claim overtime if I've been told
overtime is a "problem"?
Contact your Guild rep. Your
supervisor is violating the collective
agreement if he/she wants you to work for
free. |
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#20. What do I do if I am asked to work
overtime at the last minute?
This one’s up to you. If you’re
a reporter, you realize there will be times
when your story will go beyond your shift. You
will probably want to see it to the end.
However, if you’re ready to head home and
enjoy an evening with friends, you might not
be anxious to hang around to take on a new
assignment that will keep you late into the
evening. |
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#21. Do I have to say yes to overtime?
Generally speaking, you should not be forced
to work overtime, but you should also give a
good reason if you can’t stay on beyond your
normal working hours. Working longer hours
should be voluntary but, in some
circumstances, management may schedule
overtime or ask employees to work it. If you
are not able to work overtime, you should tell
your supervisor, who should look for other
volunteers. |
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#22. Can I get more money if I change from
temporary or contract status to permanent?
Normally, you will continue to be paid what
you were receiving before converting to
permanent, unless the job you’ve been hired
for is in a higher classification.
If you become staff, you may actually be
taking home less money after deductions
because you’ll be contributing to benefits
such as the aptn Pension plan and Long Term
Disability Insurance.
However, there are long-term financial and job
security benefits to being on permanent staff.
First of all, you have access to a
defined-benefit pension plan for when you
retire and to long-term disability insurance
if you get sick or injured and you are unable
to work. |
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#23. When do I qualify for a raise?
When you begin a new job at aptn, you normally
receive the starting salary for that position,
unless your supervisor has agreed that your
past experience means you should start at a
higher level within that pay band.
On the anniversary of your hire, you will
automatically be bumped up to the next level
within that pay band until you hit the
maximum.
Your pay will also increase every year by the
amount stipulated in the collective agreement.
So, if you’re just coming in, you could be in
for two pay raises a year until you hit the
maximum in your pay band. |
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#24. How do I get any other raise?
It doesn’t happen that often, but you may be
able to negotiate a salary above the amounts
negotiated by the Guild for your pay band.
It’s totally at the discretion of your
supervisor.
Your manager can also – in rare cases – try to
have a Discretionary Salary Adjustment
approved for you. These types of deals
increase your base salary beyond the
Guild-negotiated amounts and, therefore,
improve benefits like pension and life
insurance. |
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#25. How can I get feedback and assistance to
improve?
aptn and the Guild have agreed on the value of
mentorship, training and professional
development programs that develop and maintain
the skills of employees. On an annual basis,
employees shall identify training needs or
education opportunities that will advance
required skills in their present positions and
/ or provide opportunities for career
development. You get together with your
supervisor and together work on what you want
to accomplish within the goals and mandate of
your department and aptn as a whole.
It’s a good opportunity for you to ask for the
training you think you might need to do your
job better. For details of the program, check
your collective agreement – Article 4
Mentorship, Training and Professional
Development in the
aptn Unit Collective Agreement. |
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#26. What is a temporary upgrade?
You get a temporary upgrade – which means a
few more dollars – when you fill in for
someone who does a more senior job than you.
For instance if you are a reporter filling in
as a producer or a switcher operator filling
in as the director.
If you are to perform work for at least one
(1) day in a more senior job, you be paid an
upgrade of ten (10%) percent above your basic
rate. If the upgrade lasts for a period of
four (4) weeks or longer, you will be
temporarily promoted to the higher
classification and will be compensated at a a
rate within the salary range which ensures
that you receive compensation at least ten
(10%) percent more than your basic rate so
long as such temporary rate does not exceed
the maximum for the higher classification.
For details on this, check your collective
agreement – Article 13 Temporary Upgrading in
the
aptn Unit Collective Agreement. |
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#27. What is backfill?
Backfill is the person aptn hires to fill in
for you when you’re sent off to do a certain
job for a certain period of time. |
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#28. What is a secondment?
A secondment is when you are released from
your regular duties to do another job for a
specified period of time. |
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#29. Where are the job postings?
Most jobs are also posted on the internet at
http://www.aptn.ca/corporate/careers.php
where the general public can see them. |
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#30. How can I get access to training and what
kind of training does aptn do?
aptn recognizes the value of
mentorship, training and professional
development for all its employees and offers
training opportunities to both union and
non-union employees to develop and maintain
the skills of its employees.
For details on training with aptn, check your
collective agreement – Article 4 Mentorship,
Training and Professional Development in the
aptn Unit Collective Agreement.
For more information and assistance on how you
can get access to training through aptn, speak
with your Supervisor and contact the aptn
Human Resources department. |
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#31. Do I have to pay for training myself?
You won't
have to pay for any course that aptn offers
whether it's onsite or at some other facility.
If you decide you want to take a course
outside aptn that you feel will help you do
your job better, submit your request with your
Supervisor and aptn
Human Resources will review your request and
inform you if it meets their professional
development guidelines. Where approved,
such training, including any leave required,
may be funded in whole or in part by aptn.
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#32. What if I am temporary and they tell me
to take company training on my day off?
Taking a course offered by aptn is treated the
same as putting in a day of work – you must be
paid. If your supervisor tells you not to
claim the hours on your timecard, contact your
Guild rep. |
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#33. Does the union do any training?
Yes. The Guild offers many courses such as Dispute
Resolution, Facilitation and Mediation and The
Art of Negotiation to all Guild members.
Details are available in our
Training Section of the aptn Branch
website. |
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#34. What can the union do for me if I have a
conflict at work?
The Guild will work with you to help resolve
the conflict. If the problem involves
management and talking it through hasn’t
worked, there are processes such as filing a
grievance or taking the problem to an
arbitrator that the Guild will help you with.
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#35. What do I do if another worker is
harassing or bullying me?
aptn
and the Guild won’t tolerate sexual or
discriminatory harassment in the workplace. If
you feel that you have been harassed, contact
the Guild and file a written complaint to
aptn's Human Resources Department.
The Guild will guide you through the process.
If you have been accused of harassment, the
Guild will also represent you.
When one Guild member complains of being
harassed (sexually or in other ways) by
another member, the Guild has obligations to
protect the legitimate interests of both
parties while the complaint is being
investigated and beyond.
In a conflict between two members, the Guild
will assign a staff member to represent each
side in the complaint, as soon as it is filed
with the office. All complaints are referred
to the Guild’s Director, Human Rights and
Equity, who will ensure staff representatives
are providing the appropriate assistance to
the members involved.
Full details of the Guild’s policies in
dealing with member-to-member conflicts –
including sexual and personal harassment – are
available on the Guild’s website at
http://www.cmg.ca/cmgpoliciesconflict.shtml.
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#36. If I am having a problem, when should I
call the union?
The sooner you call, the sooner the matter can
be dealt with. |
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#37. Will the union make a big deal out of it?
The union will do what is necessary to make
things right. Sometimes that means just
sitting down and talking with the people
involved. Sometimes cases can only be resolved
after a grievance is filed. But in all cases,
the union will work with you. |
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#38. What do I do if I am stressed out?
aptn
offers LifeWorks – to help you manage your
work and personal life so you can focus on
what’s important. When life’s challenges seem
too much to handle, LifeWorks is there to help
you find the support, advice and resources you
need to get back on track. Whether you’re
trying to find child care, get out of debt,
cope with a family problem or personal issue
that’s weighing you down at home or at work,
or just dealing with the ups and downs of
everyday life – no matter who you are, no
matter what you’re dealing with – if you need
a helping hand, get in touch with LifeWorks.
The service is free and completely
confidential, and is available 24 hours a day,
seven days a week.
Online at
www.lifeworks.com
or call Ceridian Lifeworks Solutions at
877-207-8833 |
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#39. If I stand up for myself about overtime
or any other issue will I be seen as a
troublemaker?
Maybe. But you have to decide what’s worth
fighting for. The union will help you protect
your rights. |
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#40. If I mention the union or the collective
agreement to my boss will he or she get angry?
The collective agreement outlines your rights
as an employee. Reasonable people don’t get
angry when it comes to your basic rights. On
the other hand, the Guild is there to deal
with people who do get angry and try to erode
your rights.
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#41. What has the union done for me lately?
With apologies to John F. Kennedy, ask not
what your Guild can do for you, but what you
can do for your Guild.
A union, like all successful organizations, is
mostly the sum of its parts. A union isn’t a
third party; it is the employees joined in
common voice and cause. Our union, the Guild,
allows workers to address workplace issues –
such as pay, hours of work, health and safety,
pensions and benefits – together. The goals
and aspirations of the union should be the
goals and aspirations of its members. What a
union does for you is what you do for yourself
and your co-workers. For more than a
half-a-century people like you have given
their time, energy and intelligence in order
ensure secure jobs and rewarding careers. The
Guild is your union and we encourage you to
get and remain involved. |
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Your first point of contact is normally your
location president and members of the location
executive. That group deals with the
day-to-day affairs of the Guild in your
workplace, including resolving disputes with
local management, grievances, and dealing with
layoffs. The location executive also organizes
events for members and makes sure that
information reaches members. Due to
aptn's size, we only have one location, and
that is in Winnipeg.
Our executive council of the Guild’s aptn
branch take up the duties of also being the
location executive at this time. They also
deal with national issues, such as bargaining,
national grievance committee and national
Guild policy related to aptn.
The National Executive Committee of the Guild
deals with overall Guild policy involving all
of our eleven branches. The NEC also oversees
our national union education program.
The Guild’s staff representatives across the
country help the location units and the branch
solve problems with management, negotiate
agreements and make policy.
Normally, your first call – if you’re having a
problem that you want the Guild to look into –
is to someone on your
location executive.
aptn Branch Executive Staff
Listing
CLICK HERE
If you have brought up your issue locally and
feel that you haven’t received the help that
you need, contact the national office. Tell us
you’ve brought it up with your location
executive – and let us know who you’ve already
spoken with.
Sometimes Guild members have issues that
cannot be solved or questions that cannot be
answered by location executives. If that’s the
case – again – feel free to drop the national
Guild office an e-mail at
info@cmg.ca or call 1-800-465-4149.
Canadian Media
Guild National Office Staff Listing
CLICK HERE
Canadian Media Guild National Executive
Committee Listing
CLICK HERE
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aptn Location Unit
The Guild is normally represented in each city
by a location executive committee made up of
elected volunteers. Due to aptn's size the
Guild operates only one location at aptn at
this time which is located in Winnipeg. Our
location executive is duties are taken up by
our branch executive. These folks are
usually your first point of contact with the
Guild. As issues will vary from location to
location across the country we have
established this website to bring all our
members closer together to deal with any
questions and concerns they have.
Whether it has to do with how you were hired,
workplace safety or a manager who consistently
expects you not to claim the overtime you’re
entitled to, your local reps are responsible
for making sure the collective agreement is
respected and adhered to in your location.
Your Location Unit is there to strengthen the
Guild within the workplace by welcoming new
members, developing a network of workplace
representatives and making sure the lines of
communication within all levels of the union
are open.
Who are you going to call?
You can email the aptn location
executive directly at
cmgaptn@gmail.com.
aptn Location Executive Staff
Listing
CLICK HERE
aptn Branch Executive Council
The Canadian Media Guild represents most
non-management employees at several media
outlets, not just aptn. Guild members at each
of those media outlets belong to a separate
branch within the CMG. Each branch elects an
executive council every three years.
It is the aptn Branch Executive Council’s job
to enforce the collective agreement, ensure
that the concerns and issues of the members
are addressed, and to provide leadership in
advancing the interests of Guild members at
aptn.
The branch executive is also responsible for
handling contract negotiations at aptn,
setting up a national grievance committee and
communicating with the membership.
You can email the aptn Branch directly at
cmgaptn@gmail.com.
aptn Branch Executive Staff
Listing
CLICK HERE
CMG National Executive Committee
This is the senior executive body of the
Canadian Media Guild. It consists of
representatives of each branch of the Guild
(aptn, CBC, Agence France-Press, The Canadian
Press, Thomson Reuters, S-Vox, CW Television,
CJRC Radio Gatineau, tfo, TVO, as well as
freelancers). It also has several positions
elected by all Guild members (including
Director Education, Director Small Branches,
Director Human Rights and Equity and others).
Among other things, it is up to the NEC to:
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Develop national administrative policies and
make sure they are followed
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Maintain a national communications network to
inform all union members of union activities
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Approve a strike request from a branch before
it is passed on for further approval and to
approve all
arbitrations and legal actions
•
Develop relationships with other unions and
national and international labour
organizations
The NEC is headed by a president, who is the
chief executive officer of the Guild. The
president is paid by the Guild on a full-time
basis while holding office. To get in touch
with CMG NEC Committee, call the national
office at 1-800-465-4149 or feel free to drop
the national Guild office an e-mail at
info@cmg.ca.
Canadian Media Guild National Executive
Committee Listing
CLICK HERE
CMG Staff
The Guild maintains offices in Halifax,
Ottawa, and Vancouver as well as its
Toronto headquarters. Staff representatives
across the country support the work of elected
Guild officials and volunteers. They provide
support on joint committees and assist with
bargaining and contract compliance, as well as
issues such as pension and benefits, and
health and safety.
Staff in the national office include a
membership coordinator, a travel coordinator
who also arranges releases from work for union
activities, a webmaster and a communications
coordinator.
To get in touch with CMG staff, call the
national office at 1-800-465-4149 or feel free
to drop the national Guild office an e-mail at
info@cmg.ca.
Canadian Media
Guild National Office Staff Listing
CLICK HERE
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There are dozens of ways you can participate
in your union.
Some things don't involve a lot of time, but
are very important to creating a real presence
for the Guild where you work. This
includes learning about your collective
agreement and making sure it's being respected
in your work area, informing others, and
greeting new employees and making sure they know
they belong to a union.
Your union always needs volunteers to join
workplace committees, including grievance,
bargaining, benefits and health and safety
committees, as well as union committees,
including local and national executives, human
rights and advocacy events.
For more information on how to get involved,
send aptn Branch an email at
cmgaptn@gmail.com or
contact the
CMG National Office. |
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