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Reforming Industrial Relations: Coordinated Bargaining in Ontario's Public Sector

This text explores the bargaining structures and prospects for reform in Ontario's broader public sector (BPS). It discusses objectives such as centralization and coordination, providing an overview of current bargaining frameworks across various sectors, including community services, education, energy, health, and municipalities. Key focuses include the unique bargaining units in health care, the role of voluntary centralized bargaining, and the importance of coordination in achieving effective labour relations. The analysis highlights implications for bargaining power and the risks of prioritizing short-term tactics over long-term development.

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Reforming Industrial Relations: Coordinated Bargaining in Ontario's Public Sector

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Presentation Transcript

  1. Bargaining Structures Prospects for Reform of Industrial Relations in the Ontario Broader Public Sector

  2. Objectives • Centralization and coordination • Brief overview of current bargaining structures in BPS by sector • Community & social services • Education • Energy • Health • Municipalities

  3. Bargaining coordination & power

  4. Community & Social Services

  5. Education

  6. Energy

  7. Acute care Acute care hospitals generally have three basic bargaining units: 1) Service, 2) Nursing, and 3) Technical & professional Approximately 140 hospitals in Ontario participate in voluntary centralized bargaining with ONA, that is led by the Ontario Hospital Association (OHA). Smaller central agreements exist between the OHA on behalf of the participating hospitals and CUPE (approximately 54 hospitals), SEIU (approximately 37 hospitals), OPSEU (approximately 44 hospitals), CAW (approximately 8 hospitals) and PAIRO (approximately 20 hospitals). The number of hospitals participating in central bargaining can vary from bargaining round to bargaining round given the voluntary nature of the central bargaining process in the sector.

  8. Long term care Centralized bargaining. In some segments of the nursing home sector, voluntary multi-employer coordinated bargaining exists with general patterning among non-participants.

  9. Home and community care Collective bargaining in this sector is decentralized; i.e., taking place on a workplace-by-workplace basis. However, the CCACs themselves have moved to voluntary centralized bargaining with a table for each union (ONA, CUPE, and OPSEU).

  10. Public health Collective bargaining in this sector is decentralized; i.e., taking place on a workplace-by-workplace basis; 66 bargaining units in the 36 health units.

  11. Municipalities

  12. Conclusions • Coordination just as important as structure • Bargaining power implications • Current spectrum of bargaining structures • Statutory centralization no guarantee of effective labour relations • Long term development at risk to short-term leverage tactics

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