While the union secured a 12.6 per cent pay increase over four years, the contentious issue of working from home is still to be reviewed.
John Hyde, a specialist in labour law, said the agreement on remote work was an ideal middle ground.
Despite the increased involvement of the union in decision making, Fortier said decisions on remote work will not be grievable by employees and managers will have the final say.While the decision to assess each case individually could be an administrative burden, it will give the union more involvement while protecting both sides from expensive litigation costs, he said.Article content
“We’re going to create an external mechanism that will allow a union representative and a manager to discuss specific cases, so that we can give an opportunity for people to discuss options before management makes a decision,” Fortier said in French. Hyde, on the other hand, said managers could make their decisions based on the overall performance of employees, or how much they trust the individual making the remote work request.
Although the deal did not meet all the union’s demands, Groom and Hyde said the addition of some language around remote work sets a precedent for other labour negotiations across the private and public sectors.
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