Steps to
Forming a Union
Research Associates are signing union cards to build collective strength and advocate for fair wages, better job security, just cause protections, robust health and safety measures, equitable hiring practices, and a stronger voice to address workload and staffing concerns.
Signing a union card is the first step.
Signing a union card demonstrates your commitment to uniting as workers and serves as the legal evidence required by the Ontario Labour Relations Board (OLRB). You can do this by connecting with a CUPE Representative or through a colleague. You will be asked to provide your contact information so that the OLRB can verify your employment. We will contact you to provide campaign updates.
1.
Signing a card is confidential, and your employer will never know who has signed.
In Ontario, at least 40% of workers must sign cards to file for union certification. However, CUPE aims for at least 60% to ensure strong majority support and a democratic process. Once this threshold is met, the OLRB will hold a vote. The vote will likely be held online/by phone. If more than 50% of the workers vote in favour, your union will be certified.
2.
Once certified, you officially join CUPE Local 3902.
You’ll receive support to establish your new unit, including a CUPE Staff Representative and Organizer who will assist in forming a bargaining team of your elected colleagues. CUPE will notify your employer, and you’ll begin negotiating your first collective agreement.
3.
Ready to take action to make improvements to your work?
Signing a card can be done in person or online. Click the button below to sign a card online.
Instructions for signing online card:
Complete the membership card application.
Once submitted, a CUPE Representative will co-sign your membership card.
Once completed you will receive an email confirmation verifying both signatures. Please note, without the email verification your card is invalid. If you don’t receive an email confirmation or have any issues with the online card, please email so2@cupe3902.org.
Things you Need to Know about the Union Certification Process
A statutory freeze is a legal provision under labor law that prevents an employer from making unilateral changes to the terms and conditions of employment during certain periods in the unionization or collective bargaining process.
In Ontario, the statutory freeze is outlined in the Ontario Labour Relations Act and typically applies in two main scenarios:
You are protected from any sudden changes in the terms of your employment once a union application is filed.
Union Certification Period:
Once a union files an application for certification with the Ontario Labour Relations Board (OLRB), the employer is prohibited from altering employees' wages, hours, or other terms of employment without the union's consent.
This ensures a stable environment while the certification process is underway.
1.
Collective Bargaining Period:
After a union is certified, the statutory freeze continues until a first collective agreement is negotiated. This prevents the employer from making changes to employment conditions while bargaining takes place.
The purpose of the statutory freeze is to protect employees from potential retaliation or manipulation by the employer and to ensure fair and transparent processes during unionization and contract negotiations.
2.
Workers who publicly support the union campaign are protected.
Threaten employees with termination or other negative consequences for supporting a union.
Change an employee’s working conditions (e.g., hours, pay, job duties) as retaliation for union involvement.
Spy on or interfere with union organizing efforts.
A complaint with the OLRB on behalf of an employee. The OLRB has the authority to investigate the situation, and if it determines that the termination or action was retaliatory, it can order remedies such as reinstatement, back pay, or other corrective measures.
A worker cannot legally be fired for openly supporting a union drive in Ontario. Under the Ontario Labour Relations Act (OLRA), it is illegal for an employer to discipline, fire, intimidate, or otherwise penalize an employee for supporting a union or participating in union-related activities.
The employer engages in an unfair labor practice if they: