In February, a few weeks before the budget vote and the COVID-19 crisis in New Brunswick, Watson told NB Media Co-op that cupe`s “Breaking the Mandate” campaign was run exclusively by members. “They`re tired of taking zeroes and A`s,” he said, noting that the wage increases in their collective agreement were below the rate of inflation. “We played our part and everyone sees the results.” We are concerned that the use of conciliation committees in academic affairs seems to have become routine. Since the introduction of the first board of directors in Moncton in 2008, there have been a few instances of university negotiations where no board of directors has been convened, but in these cases, agreements have been reached around the table, so that the parties have never reached the point where the minister has been able to impose a board of directors. In all university cases since 2008, when the minister was successful in imposing a board of directors, a body has been imposed. Labour disputes in the north and south of the province – Heat and Saint John – show that some local and regional governments are taking advantage of the COVID 19 crisis to use members of CUPE, the Canadian Union of Public Employees, New Brunswick and Canada`s largest union. CUPE has more than 26,000 members in New Brunswick. The next day, March 18, CUPE recognized the seriousness of the COVID 19 crisis by removing its only picket line in the province at the Red Pine landfill, outside Allardville, south of Bathurst. (Read NB Media Co-op reports on the background of the Alderville dispute.) CUPE`s removal of the picket line allowed the locked-out workers to stay in their homes, in line with the direction of the government and the New Brunswick Chief of Medicine. Although the application of conciliation committees is authorized by law, it is a significant change in the ordinary conciliation procedure. Normally, both parties begin to negotiate as the collective agreement approaches its termination date.

They continue until a dead end is reached. At this point, each party (but often the two together) can ask the government to call a “conciliator.” The conciliator is an official whose role is to reach an agreement between the two parties. It is not for the conciliator to determine what a fair or reasonable agreement is – the conciliator is neutral and just trying to convince both sides to agree. If the conciliation procedure does not agree, the conciliator will report to the minister. The minister then generally issues a “No Board” report. This means that no conciliation committee will be appointed and both parties will be in a strike or lockout position after a short period of time. This seminar will focus on the structure of Canadian unions, collective bargaining contractors, the stages of union contract negotiations and dispute resolution techniques. They will also discuss the impact of unions on the environment of human resource management and how to improve relations between unions and management. The seminar will bring together the health and safety tasks of employers and workers. The lawyer`s letter, received on the same day that the government declared a state of emergency, indicated that a point that had previously been crossed on the employer`s debt list would be back on the table.

He also brought back an application already rejected by CUPE to change the language of the contract so that the employer could request a medical mention on the first day of the illness. CupE negotiator Robert Le Moignan said the employer`s behaviour was “dictatorial” and showed a lack of respect for CUPE members. This system allows research into collective agreements and arbitration awards with keywords in both official languages. Through its extensive research functions, CARS is an invaluable tool for collective bargaining negotiators and managers, conciliation officers and mediators, as well as labour relations practitioners in general. This online database provides information and is user-friendly. The user has unlimited access to current/previous agreements and t