Unionizing is our superpower – it gives us the strength to bargain collectively with management.

Why are BSCS employees taking steps to unionize?

Throughout our organization’s history, we’ve faced challenges together. We’ve adapted to organizational changes, expanded our services, and stepped up during times of crisis. But today, we find ourselves struggling – burnt out, underpaid, and working in conditions that take a toll on our well-being.

Forming a union is our way of responding to these systemic issues with strength and solidarity. It’s a structured, democratic way to build lasting stability and fairness into our workplace.

This isn’t about turning away from the work – it’s about caring so deeply for it that we want a work environment where we can thrive, not just survive. When we take care of ourselves and each other, we’re better able to care for the communities we serve now and for generations to come.


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FAQ

We understand that signing a union card is a big decision, and it’s natural to have questions. We’re here to help. Take a look at the questions below and if you don’t see your question answered, feel free to reach out to us HERE

The first official step is signing union authorization cards which signifies a confidential declaration that you want a union. When we have enough cards, we get to vote. Every conversation, every connection, builds our power.

A union is a democratic organization formed by employees who join together and use their strength to have a voice in their workplace. Through a union, employees have the ability to negotiate from a position of strength with employers over wages, benefits, workplace health and safety, job training and other work-related issues. Unions use employees’ collective strength to ensure management acts fairly and treats them with respect.

The Alberta Labour Relations Code mandates that unions collect a $2.00 fee from every worker that applies for membership. This is a requirement of the labour relations code and is required from every worker to achieve certification.

Union dues are approximately 1.6% of gross salary.

Nobody pays union dues until we have bargained a first collective agreement and have voted to accept it..

Union dues are a pool of resources for members to use for: negotiations, bargaining, member education and legal resources.  Union dues are fully tax deductible.

Nonprofit employees are always exploring unionization. PSAC has workers in the nonprofit sector from community food organizations, children’s development centres, emergency hotline services, community and family violence resource organizations and even nonprofit farming organization designed to help farmers with their seeds and crops. Its your right as a worker to join a union.

A collective agreement is a contract that is negotiated between an employer and employees with the support of a union. It can cover our compensation, benefits, working conditions, leave provisions, severance packages, and more. While a union cannot prevent all changes within a workplace, a collective agreement can define how these changes impact employees. As soon as we certify our union, our working conditions, pay and benefits would freeze in place as of the day of our certification. We will then elect a local bargaining committee, made up of Boyle Street employees and PSAC experts. Through a fully participatory and democratic process the committee will involve all employees in the development and prioritization of bargaining proposals.The bargaining team will then go to the table knowing what matters most to Boyle employees and with the goal of improving our working conditions, safeguarding our job security and protecting our rights.

That’s called a mass termination, and it’s illegal.

Members vote whether to strike or not. No strike can occur without a democratic majority vote by secret ballot.

Although the vast majority of contracts are achieved without a work stoppage, a strike vote raises the stakes in negotiations and is often used as bargaining leverage.

A union’s strength comes from representing everyone. The contract we negotiate will cover all workers in our bargaining unit. This ensures fairness across employees where everyone can enjoy protections knowing there is no longer preferential treatment. 

This is a scare tactic. Programs are funded based on outcomes and community need, not whether workers have rights. It is understood that, funders prefer stable organizations which means an organization with low staff turnover. Our union makes us more effective at delivering the outcomes that secure funding.

Burnout, high turnover, and distracted workers hurt the people we serve. When we have job security, living wages, and protection from arbitrary treatment, we can focus entirely on providing excellent care. Client success and worker success are two sides of the same coin.

Land Acknowledgement

We would like to acknowledge that we are gathered today at the traditional meeting place and home for many Indigenous peoples, including the Cree (K-REE), Anishinabe (AN-ISH-IN-NAW-BAY.), Blackfoot, Stoney Nakota (NA-KOAT-AH), Dene (DEHNAY), Inuit (IN-U-IT) and Métis (MAY-TEE) peoples, as identified in Treaty 6 and Métis Region 4 territory.”  

We are dedicated to ensuring that the spirit of Reconciliation and Treaty 6 is honoured and respected. We respect the Treaties that were made on these territories, we acknowledge the harms and mistakes of the past, and we dedicate ourselves to moving forward in partnership with Indigenous communities in a spirit of reconciliation and collaboration.