It’s Time - Back on track

[Bede]

During and after the plandemic we saw all time high claim against unions for improper representation that were found justified.

Can you show us some examples?

[aviran9111]

During and after the plandemic we saw all time high claim against unions for improper representation that were found justified.

Can you show us some examples?

One was CP/CN rail. The only reason the union pursue a claim is because they have being ordered to because, quote "when the union lay in the same bed as the employer, the union is no longer a union and should not act as one", as they straight out, blatantly, refuse to file ANY grievance.

There are more provincial cases (as there are more provincial employers) than there are federal ones, but this one always come out.

Of course our useless MSM (e.g. CBC, CTV etc. Who are basically hard in bed with the Liberal government) won't show it, you have to follow Rebel News, that actually put links to the verdict and the caselaws, and are NOT paid out of our tax dollars (they deserve the credits, I wouldn't be able to bring this info without them).

[flyinhigh]

Union is bad, really bad.
They can easily through you under the bus.
During and after the plandemic we saw all time high claim against unions for improper representation that were found justified. Too many went in bed with the employers without attempting to fight it.

I personally, on a different matter, had a union refuse to represent me on an unpaid work case because I quit, even though it took place weeks before the resignation, and since I was unionized, I couldn't go after the employer myself. You pay those useless f and when you need them - they through you under the bus.

I 100% support Right to Work legislation. Just see how much US pilots makes under such legislation.

Dude, that literally happened here recently. Remember our trusty rep who has done nothing but try to be management. He’s been the companies best friend, and when they finally gave him the role he was still negotiating against them. Come on

As for your issue. If your not employed, than I don’t see how/way a pilot groups organization would defend you. If you stayed employed, 100% they would defend you.

Your dues STOPPED, thus your retainer stopped.

[aviran9111]

Union is bad, really bad.
They can easily through you under the bus.
During and after the plandemic we saw all time high claim against unions for improper representation that were found justified. Too many went in bed with the employers without attempting to fight it.

I personally, on a different matter, had a union refuse to represent me on an unpaid work case because I quit, even though it took place weeks before the resignation, and since I was unionized, I couldn't go after the employer myself. You pay those useless f and when you need them - they through you under the bus.

I 100% support Right to Work legislation. Just see how much US pilots makes under such legislation.

Dude, that literally happened here recently. Remember our trusty rep who has done nothing but try to be management. He’s been the companies best friend, and when they finally gave him the role he was still negotiating against them. Come on

As for your issue. If your not employed, than I don’t see how/way a pilot groups organization would defend you. If you stayed employed, 100% they would defend you.

Your dues STOPPED, thus your retainer stopped.

That is not how it should work. Because when you are unionized, you SIGN AWAY YOUR LABOUR RIGHTS. My case was simple - the issue was already filed, but the union refused to pursue it because I left after years of abuse and the union fails to take reasonable action.
In the US, it is possible to sue the union directly for million, so much so you can force them into Ch. 11 for wrongdoing, just like anything else there, whereas in Canada- it a F-ing Cartel.

The union WAS PAID for the duration the incident took place, therefore they should act upon it.
Right to Work legislation will allow ANY INDIVIDUAL to step aside from the union, not participate in strikes if they feel like it and can't be forced into the union as condition of employment. It would allow cases like mine to be pursued outside of the union and directly with the labour board.

As for the CP/CN, you are confusing the actual human right complaints and federal relation board. That only took place years after the union was forced to filed them, after initially they refused to do so because they got in bed with the employer.

Also, another point - non-unionized employees have 99% protection against unilateral contract changes, including government mandated one. In almost every possible case, even of the Commie vaccine mandates, most courts have viewed such unilateral change as a constructive dismissal, as the individual signed a binding agreement with the employer, which can't be changed unless a mutual consent is reached.
Unlike unionized employees, where unilateral changes are generally accepted.
So non-unionized - they get all the benefit of terminated without just cause package, while in the same scenario, unionized employees gets nothing and a record of termination with just cause.

[Bede]

One was CP/CN rail. The only reason the union pursue a claim is because they have being ordered to because, quote "when the union lay in the same bed as the employer, the union is no longer a union and should not act as one", as they straight out, blatantly, refuse to file ANY grievance.

Do you have a link to the decision. I can't find it on CanLII or CIRB.

That is not how it should work. Because when you are unionized, you SIGN AWAY YOUR LABOUR RIGHTS.

Not quite. You forfeit your rights to sue your employer for wrongful dismissal. You can still sue for human rights violations, harassement, etc.

In the US, it is possible to sue the union directly for million, so much so you can force them into Ch. 11 for wrongdoing

Example with link please.

Right to Work legislation will allow ANY INDIVIDUAL to step aside from the union, not participate in strikes if they feel like it and can't be forced into the union as condition of employment. It would allow cases like mine to be pursued outside of the union and directly with the labour board.

Fair. As long as you agree to the wages and working conditions that you negotiate on your own, not what the union negotiated for you.

Also, another point - non-unionized employees have 99% protection against unilateral contract changes, including government mandated one. In almost every possible case, even of the Commie vaccine mandates, most courts have viewed such unilateral change as a constructive dismissal, as the individual signed a binding agreement with the employer, which can't be changed unless a mutual consent is reached.

Absolutely incorrect. A non-unionized employee has the right to reasonable notice. An employer can make any changes they want to an individual contract of employment, as long as the notice is reasonable. They can lay you off for whatever reason, change your wages, change your hours, etc. As long as they give you reasonable notice. (You can google what is reasonable notice in Canada for details.) By contrast, in a unionized environment, it must be negotiated.

[aviran9111]

One was CP/CN rail. The only reason the union pursue a claim is because they have being ordered to because, quote "when the union lay in the same bed as the employer, the union is no longer a union and should not act as one", as they straight out, blatantly, refuse to file ANY grievance.

Do you have a link to the decision. I can't find it on CanLII or CIRB.

That is not how it should work. Because when you are unionized, you SIGN AWAY YOUR LABOUR RIGHTS.

Not quite. You forfeit your rights to sue your employer for wrongful dismissal. You can still sue for human rights violations, harassement, etc.

In the US, it is possible to sue the union directly for million, so much so you can force them into Ch. 11 for wrongdoing

Example with link please.

Right to Work legislation will allow ANY INDIVIDUAL to step aside from the union, not participate in strikes if they feel like it and can't be forced into the union as condition of employment. It would allow cases like mine to be pursued outside of the union and directly with the labour board.

Fair. As long as you agree to the wages and working conditions that you negotiate on your own, not what the union negotiated for you.

Also, another point - non-unionized employees have 99% protection against unilateral contract changes, including government mandated one. In almost every possible case, even of the Commie vaccine mandates, most courts have viewed such unilateral change as a constructive dismissal, as the individual signed a binding agreement with the employer, which can't be changed unless a mutual consent is reached.

Absolutely incorrect. A non-unionized employee has the right to reasonable notice. An employer can make any changes they want to an individual contract of employment, as long as the notice is reasonable. They can lay you off for whatever reason, change your wages, change your hours, etc. As long as they give you reasonable notice. (You can google what is reasonable notice in Canada for details.) By contrast, in a unionized environment, it must be negotiated.

I don't need to provide you with links, go search on your own, and read up on the 1948 Federal Right to Work legislation (and thanks to the supremacy clause in the US, it allows any employer nationwide, State or Federal, freedom from the union). Search a DFR (Duty of Fair Representation) complaint.

As for what the union negotiated - it works both ways. If you negotiate twice the pay and better benefits, the union don't get the same for their own. If the employer want to terminate striking employee - it should be fully legal. Striking employees should always be on the notice. In the Aviation contest, what President Reagan did to PATCO is a great example of how to treat such cases.

Speaking of notice, you are completely wrong about the reasonable notice. First off, by saying "in Canada", not knowing that each province can be completely different from the other, shows how wrong you are. But furthermore, you have no idea on how employment contract works, and that the "reasonable notice" doesn't apply in such scenario, unless it's directly inserted into the contract, which did not exist in a single workplace I worked for.
So much so, that most of Ontario workplaces were found to wrongfully dismissed employees for the vaccine mandates, the non-unionized one I mean. Rebel News has a least you can follow on the successful lawsuit (as well as the non-successful ones).

[rudder]

Speaking of notice, you are completely wrong about the reasonable notice. First off, by saying "in Canada", not knowing that each province can be completely different from the other, shows how wrong you are. But furthermore, you have no idea on how employment contract works, and that the "reasonable notice" doesn't apply in such scenario, unless it's directly inserted into the contract, which did not exist in a single workplace I worked for.
So much so, that most of Ontario workplaces were found to wrongfully dismissed employees for the vaccine mandates, the non-unionized one I mean. Rebel News has a least you can follow on the successful lawsuit (as well as the non-successful ones).

In Canada, commercial aviation is a Federal Undertaking.

Canada Labour Code applies.

[5degrees]

One was CP/CN rail. The only reason the union pursue a claim is because they have being ordered to because, quote "when the union lay in the same bed as the employer, the union is no longer a union and should not act as one", as they straight out, blatantly, refuse to file ANY grievance.

Do you have a link to the decision. I can't find it on CanLII or CIRB.

That is not how it should work. Because when you are unionized, you SIGN AWAY YOUR LABOUR RIGHTS.

Not quite. You forfeit your rights to sue your employer for wrongful dismissal. You can still sue for human rights violations, harassement, etc.

In the US, it is possible to sue the union directly for million, so much so you can force them into Ch. 11 for wrongdoing

Example with link please.

Right to Work legislation will allow ANY INDIVIDUAL to step aside from the union, not participate in strikes if they feel like it and can't be forced into the union as condition of employment. It would allow cases like mine to be pursued outside of the union and directly with the labour board.

Fair. As long as you agree to the wages and working conditions that you negotiate on your own, not what the union negotiated for you.

Also, another point - non-unionized employees have 99% protection against unilateral contract changes, including government mandated one. In almost every possible case, even of the Commie vaccine mandates, most courts have viewed such unilateral change as a constructive dismissal, as the individual signed a binding agreement with the employer, which can't be changed unless a mutual consent is reached.

Absolutely incorrect. A non-unionized employee has the right to reasonable notice. An employer can make any changes they want to an individual contract of employment, as long as the notice is reasonable. They can lay you off for whatever reason, change your wages, change your hours, etc. As long as they give you reasonable notice. (You can google what is reasonable notice in Canada for details.) By contrast, in a unionized environment, it must be negotiated.

I don't need to provide you with links, go search on your own, and read up on the 1948 Federal Right to Work legislation (and thanks to the supremacy clause in the US, it allows any employer nationwide, State or Federal, freedom from the union). Search a DFR (Duty of Fair Representation) complaint.

As for what the union negotiated - it works both ways. If you negotiate twice the pay and better benefits, the union don't get the same for their own. If the employer want to terminate striking employee - it should be fully legal. Striking employees should always be on the notice. In the Aviation contest, what President Reagan did to PATCO is a great example of how to treat such cases.

Speaking of notice, you are completely wrong about the reasonable notice. First off, by saying "in Canada", not knowing that each province can be completely different from the other, shows how wrong you are. But furthermore, you have no idea on how employment contract works, and that the "reasonable notice" doesn't apply in such scenario, unless it's directly inserted into the contract, which did not exist in a single workplace I worked for.
So much so, that most of Ontario workplaces were found to wrongfully dismissed employees for the vaccine mandates, the non-unionized one I mean. Rebel News has a least you can follow on the successful lawsuit (as well as the non-successful ones).

LOL Bede provided you with facts and your retort is the classic do your own research BS. Why don't you worry about getting your instructor rating and a job in the industry first before pontificating about unions.

[Bede]

I don't need to provide you with links, go search on your own, and read up on the 1948 Federal Right to Work legislation (and thanks to the supremacy clause in the US, it allows any employer nationwide, State or Federal, freedom from the union). Search a DFR (Duty of Fair Representation) complaint.

Here's the problem: what you are writing on this forum whether it's about employment law or Alberta succession, is completely nonsense. What you wrote on this thread is nonsense. But, I've been wrong before and so I tried to find some of the cases that you alluded to. I came up empty, so I gave you an opportunity to corroborate your opinion and you declined.

[Bede]

He provided me with his opinion you refers to as fact. I know because I won my employer, as non-unionized, for exactly this - unilateral change of contract. And it was federal employer (trucking industry). So go f yourself.

I suggest that you go back to trucking.

[Sulako]

"I don't care if you shi*y admin ban me, if you allow this f moron clown to write the way he do, f you too...Social media made y'all way too comfortable with disrespecting people and not getting punched in the face for it."

That's what aviran said in a post that I deleted. That poster can go truck themself, they are banned from here now. Threatening violence is never okay.

[flyinhigh]

"I don't care if you shi*y admin ban me, if you allow this f moron clown to write the way he do, f you too...Social media made y'all way too comfortable with disrespecting people and not getting punched in the face for it."

That's what aviran said in a post that I deleted. That poster can go truck themself, they are banned from here now. Threatening violence is never okay.

Good for you for actually reading his drivel. After he started saying rebel news was the be all end all and attacking bede, I tuned out.

Scary that a POS like that works for a great company like Porter.

[flieslikeachicken]

This thread derailed miles ago and yet we're still giving it the gas.

Can we lock it already and move on?