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Standing up for trade union principles:
the CEP 481 - SGEU dispute
A group of Saskatchewan workers spent almost four and a half months -- virtually the entire winter of
2007-2008 -- on a picket line. The long dispute throughout one of the coldest winters in recent memory makes this event one to be remembered as part of our labour movement's rich history of struggle.
What makes this labour dispute even more memorable however, is that the 59 workers were not on strike, but were locked out. And what ultimately makes this event shocking is that these workers were locked out by a union employer: the 24,000 member-strong Saskatchewan Government and General Employees’ Union (SGEU).
126 Days of Resistance
The staff who work for SGEU, members of Communications, Energy and Paperworkers' Union (CEP) Local 481, were locked out from November 6, 2007 to March 12, 2008.
Local 481's 17 weeks on the picket line --126 days of resistance -- is part of an ongoing struggle to maintain trade union principles. The dispute will be remembered as organized, on-the-ground resistance to a blatantly anti-worker, anti-union agenda driven by the elected leaders of one of the province's largest unions.
When bargaining began in 2005, SGEU came to the table with a rigid mandate, which included a 1%-1% wage package, and the elimination of an employee sick leave bank that had been in place for more than 20 years. After trying to bargain a fair collective agreement for more than two years, CEP 481 initiated strategic job action in the spring of 2007. This proved to have no impact on the employer’s bargaining position, and CEP members walked off the job November 6. Within two hours, SGEU formally locked out its workers.
Anti-worker tactics
Throughout the dispute, SGEU leaders resorted to anti-worker tactics that even some of the province's most anti-union employers would hesitate to use. While CEP 481 agreed to a Saskatchewan Federation of Labour proposal to bring in a special mediator in December, SGEU refused mediation. As the lockout went into its second month, with Christmas approaching, SGEU refused to return to the bargaining table, despite a request from CEP 481 to resume negotiations. SGEU elected leaders set up offices in the Ramada Hotel in downtown Regina where they attempted to carry on business as usual.
In mid-January, following one day at the bargaining table, SGEU issued a "final offer" to CEP members, an offer that was not significantly different than the package on the table since the beginning of bargaining. On January 24, CEP 481 voted unanimously to reject the so-called final offer.
Reneging on the deal
In mid-February, SGEU finally agreed to special mediation. A tentative deal was reached, but on February 29 the CEP membership rejected the proposed settlement. Concerns were raised about the terms of the agreement. As well, some members were angered by SGEU’s apparent intention to renege on the terms of the negotiated return to work settlement. The tentative deal contained an amnesty clause, in which SGEU agreed it would not retaliate against CEP 481 members for activities during the lockout. In exchange, CEP agreed to drop Unfair Labour Practice charges against SGEU.
However, during the meeting in which CEP members were voting on the proposed settlement, CEP learned that SGEU's Provincial Council had passed a motion authorizing the use of funds to pursue legal action against CEP for publicly identifying SGEU members who scabbed during the dispute. The authorization to sue CEP in spite of a written agreement to the contrary helped swing the vote, and the tentative deal was rejected by approximately 60 per cent of the membership.
The mediator was recalled and changes were made to the tentative agreement, including the removal of the reciprocal amnesty clause. This revised settlement was finally accepted on March 10, though about 40 per cent of CEP members voted to stay on the picket line.
Standing up for our principles
CEP 481 members defiantly stood up to an employer that persistently refused to engage in meaningful collective bargaining, that attempted to dictate rather than negotiate a contract, and then locked out workers who refused to give in to demands for concessions and takeaways. When the dust settled, the collective sick leave bank was dismantled, but the employer was unsuccessful in its attempt to obliterate it. All of the sick days in the bank were maintained and divided equally among members. The employer was eventually moved off of its wage mandate, and an additional year was added to the length of the agreement, a request from CEP in order to ensure some stability and labour peace in the workplace. The 1%-2%-3% wage settlement is not enough; however, it is more than what the employer attempted to force on its workers over the long period of bargaining.
With the newly-settled agreement expiring in a few months, June 30, 2008, CEP members will once again find themselves going head-to-head with their employer. While we hope for a round of bargaining that is respectful and that concludes with a fair and equitable collective agreement, we understand that the struggle continues, that every worker deserves to be treated with dignity and respect, and that we all have a duty to uphold trade union principles, and that those principles continue to be worth fighting for.
In unity there is strength
So much of the strength and determination needed to continue to resist bullying and anti-worker, anti-union employers comes from the solidarity demonstrated daily by our sisters and brothers in the labour movement. You walked our picket lines, generously donated money, took part in our rallies and continue to offer support. Your actions bring to life the words we all use to express our commitment to our movement: in unity there is strength.
This is not a struggle for one or two of us, or for one group of workers, isolated and alone. This is a struggle for all of us, because we are all part of this movement and we all share in the responsibility of ensuring that we live up to its basic principles.
An injury to one is an injury to all!
CEP 481
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