Appendix A

Negotiation Strategy

Article Target Point Resistance Point Notes

What does the article What are your goals What is the least What is your plan for
currently say? for this article? favourable offer you negotiating this
would accept? article? For example,
will you ask for more
than you need? For
example, will you use
interest-based or
distributive tactics?
Will you hold firm on
this goal, or are you
willing to give up on
this goal in order to
achieve something
else?   
 
 

- article 5:states that -  Reduction of the - Reduction of the We will ask more
the employer has time limit for time to remove the than we need and
the right to discipline removal from the disciplinary record then find a lower
employees for disciplinary file from 36 months to compromise
proper cause. from 36 months to at least 2 years   
Furthermore, the 1 year - Have a union  
employee can ask -  Remove the representative at
(by a written written request each meeting 
request) for the -  Request the - At least a
removal of his presence of a summary in which
discipline record union the reasons of the
when 36 months representative at discipline are
after the disciplinary each disciplinary briefly described 
record is issued.  meeting to ensure - At least an
clarification of the indication of the
situation and time limit of the
provide emotional imposition of the
 support to the discipline 
employee.
- Reasons explicitly
written for
discipline provided
to the employee
and the union 
- A time limit within
which discipline
must be imposed
Article 8 To speed up the time - a scenario in which - If we accepted an
- step 1 it takes grievances both sides meet offer to have the
An employee who has related to dismissals each other halfway, grievances related to
a complaint shall to go through the which would involve  dismissals pushed to
discuss the matter grievance procedure. having grievances step 2 or 3, we would
with his or her related to dismissals be using a distributive
department manager. Aim to have the initiated in step 2 of bargaining strategy.
If the grievance is not grievance procedure the procedure.
resolved, it may amended to provide
become a formal that grievances - This cuts 2 weeks
complaint in step 2 related to dismissals off the grievance
are initiated at step 3 procedure for the
- Step 2 of the procedure. union.
Within 2 weeks of the
step 1 meeting, a
formal grievance shall
be submitted in writing
to the operations
manager. The
manager shall reply
within 2 weeks of
receiving this letter

step 3 
Within 2 weeks of
receipt of the step 2
response, the
grievance shall be
submitted to the
general manager. At
the request of either
party, a meeting shall
be held

step 4
a grievance can be
made to an arbitration
board by providing the
other party with 2
weeks notice.

Article 2.01 states that -Provision for article Article 2 states that  
the employer shall 1 to include seniority the employer shall
deduct union dues as and union dues for deduct union dues
determined by the temporary shift as determined by the
union.   workers union, employer has
no say in interpreting
Article 1 does not - Provision for temporary shift
state that an mandatory union workers seniority
employee filling the membership  accumulation and
role of a shift - Implementation of a union dues.
supervisor will collect union shop 
seniority or pay union - At least,
dues. implementation of a
modified union shop

Art. 17 states that ·    additional days for - Negotiate 1 extra We will ask more
every employee is bereavement day minimum for all than we need and
eligible for two days leave, especially employees, and 2 then find a lower
leave with pay upon to ease things for extra days minimum compromise
the death of a person those who must for those who must
of their immediate travel   travel
family (spouse, ·    additional paid - Reach a precise
parent, child…) bereavement definition of the
leaves bereavement leave
·    Precise what and the conditions
would happen if a associated 
death occurred - No more sanctions
while the for absenteeism
employee is on related to
vacation  bereavement leaves
·    Precise what is the  
immediate family
·    Make the
distinction
between justified
absenteeism for
funeral and
absenteeism for
another reason =
no more warnings
or sanctions 
 

Art.29 states that the ·      Negotiate a 1- or - Negotiate a three- Play on the fact that a
wages for the first 2-year year agreement  strike may occur if we
year of the agreement agreement  - Not less than 2% can’t reach a
are set out in ·      Reach an increase for the first favorable agreement 
schedule A agreement where 2 years
Art.30 states that this a 3.5% increase
agreement shall be is achieved for
effective for three the first year 
years  ·      Reach an
agreement where
a 3% increase is
achieved for the
second year

Articles 14.01,02,03 - Get the - Wear Union pins Argue that if the
do not state anything authorization for the - Make the employer casino can advertise
against modifications employees to wear pay for the first their business, then
to the Uniform, just earrings, and dime uniform, while all the employees can
that they are sized union pins additional uniforms also promote the
responsible for - Annual uniform remain the same union and be proud to
cleaning their allowance equivalent 50/50. be part of it. 
uniforms.   to one full uniform; -Uniform allowance
  allowance is equivalent to one full
Article 14.01 states dependant on the uniform 
that employees are type of uniform and
required to wear the job.
uniform provided for in
the employer’s
policies.
Article 14.02 states
that employees are
required to purchase
required uniforms.
The cost of the
uniform to employees
shall be equivalent to
the cost incurred by
the employer. Uniform
purchases may be
processed through
payroll deductions. 
Article 14.03 states
that employees are
responsible for the
cleaning of their
uniforms. 
 Appendix B
Contract Proposals

The [Union or Employer] proposes that the current collective agreement be renewed with the
following changes and additions [Note: put existing language in italics, new language in bold,
and strike through removed language):
 
1. Article 1 shall be amended to include a mandatory union membership alongside the
implementation of a union shop.  The proposed new language of Article 1 goes as
follows: With an employee’s agreement, he or she may fill the role of Shift Supervisor on
a temporary basis and would accumulate seniority and have dues deducted from
their pay.

 
 
2. Article 5 shall be amended to remove the discipline record 1 year after and the written
request for the removal. The proposed new language for Article 5 is “An employee who
has a disciplinary record placed in their personnel file may request in writing the removal
of the record can have the removal of the record if 12 months have passed since the
disciplinary record was issued and no other subsequent disciplinary records have been
issued.
 
3. Article 8 shall be amended to allow grievances related to dismissals to be initiated at
step 3 of the procedure. The proposed new language for Article 8.01 (step 3) is “Within
14 calendar days of receipt of the step 2 response, the union shall submit the grievance
in writing to the general manager. If the grievance relates to a dismissal, it can be
brought to step 3 immediately. At the request of either party, a meeting will be held at
the step

 
4. Article 14 shall be amended to allow employees to have access to an annual uniform
allowance that is equal to the cost of a full uniform.  This article shall also be amended to
allow employees to wear earrings and dime sized union pins.  The proposed new
language for Article 14.02 is employees are required to purchase required uniforms. 
One uniform per year shall be fully covered by the employer and all subsequent
uniform costs to employees The cost of the uniform to employees shall be equivalent
to the cost incurred by the 
employer. Uniform purchases may be processed through payroll deductions. 
Article 14.03 states that employees are responsible for the cleaning of their uniforms,
only small union pins and earrings will be allowed with the wearing of uniforms on
company grounds.
 
 
5. Article 17 shall be amended to add extra days leave for employees, to remove the
sanctions related to bereavement leaves and to precise the definition and the conditions.
The proposed new language for Article 17 is "Employees shall be entitled to three days'
paid leave for all employees and 4 days for all employees who must travel (for the
funeral) upon the death of a member of their immediate family. Immediate family means
a spouse, common-law spouse, parent, child, brother, sister, father-in-law, mother-in-
law, grandparent, grandchild. Absence due to the death of another member not
mentioned above must be requested in writing in order to receive the same rights.
Absence due to bereavement should never be subject to sanctions.

6. Articles 29 & 30 shall be amended to pursue a 1 or 2 year agreement and to reach an

agreement where a 3.5% increase is achieved for the first year, and 3% for the second
year. The proposed new language for Articles 29 & 30 is “The wages for the first year of
the agreement are set out in Schedule A” and “This agreement shall be effective for 1 or
2 years, from…, 20xx to …, 20xx.”