Local 21: Union Dictionary

Union Dictionary

Union Terms & Definitions

Joining a Union—whether it’s your first time or not—can feel overwhelming. Unions have their own language, and understanding it helps you fully participate and protect your rights.

Below are plain-language definitions of common terms used throughout the labour movement.

Abeyance
To temporarily delay the hearing of a grievance for a specific period of time, often until a related legal decision or outcome has been reached.

Arbitrary
A lack of consistency or fairness. Treating similar situations differently without a valid reason.

Arbitration
A formal process for resolving disputes where the parties present their case to an impartial third party. The arbitrator’s decision is final and binding.

Arbitrator
An independent third party, usually appointed through the Labour Board and selected by mutual agreement, who hears grievances and issues binding decisions (awards).

Bargaining Agent
The union that is legally recognized as the exclusive representative of employees covered by a collective agreement.

Bargaining Committee / Bargaining Team
Committees formed by both the Union and the Employer for negotiations. The Union’s bargaining team is elected by the membership or executive and represents members at the bargaining table.

Bargaining Survey
A questionnaire sent to members to gather priorities and help shape bargaining proposals. It is designed to engage members and collect input, not to function as a scientific survey.

Bargaining Unit
All employees represented by the union, whether or not they have formally signed a union card.

Bargaining Unit Member / Union Member
Any employee within the bargaining unit. All bargaining unit members are represented by the union.

Caucus
A private meeting of the bargaining team, away from the table, to discuss strategy, clarify positions, or make decisions.

Checkoff
The payroll deduction of union dues by the Employer, which are then remitted to the Union.

Collective Agreement (CBA) / Contract
A legally binding written agreement between the Union and the Employer that sets wages, hours, benefits, working conditions, and dispute-resolution processes for a fixed term.

Collective Bargaining
The process where the Union and Employer negotiate terms and conditions of employment through proposals and counter-proposals.

Concessions
Employer demands to reduce or eliminate existing wages, benefits, or working conditions.

Conciliation
A stage in bargaining where a neutral third party from the Ministry of Labour assists the parties in reaching an agreement by suggesting compromises and clarifying issues.

Cost-of-Living Adjustment (COLA)
Changes to wages based on increases or decreases in the cost of living, usually tied to inflation.

Consumer Price Index (CPI)
A measure of inflation that tracks changes in prices paid by consumers for a representative basket of goods and services.

Defined Benefit Pension (DB)
A pension plan that guarantees a specific retirement benefit based on a formula using earnings, years of service, and age.

Duty of Fair Representation (DFR)
The Union’s legal obligation to represent members fairly, without discrimination, arbitrariness, or bad faith.

Employer
The organization that employs the bargaining unit members (e.g., University of Saskatchewan).

Estoppel
A long-standing practice accepted by both parties that one party cannot suddenly change if it would unfairly harm the other.

Exclusive Negotiation Rights
The Union’s legal right and obligation to bargain on behalf of all employees in the bargaining unit.

F–J

Final Offer
Under the Saskatchewan Employment Act (SEA), the Employer may force a membership vote on its final offer—but only once per round of bargaining.

General Membership Meeting (GMM)
The highest decision-making body of the Local, open to all members.

Grievance
A formal complaint alleging a violation of the collective agreement, legislation, or established rights.

Types of Grievances

Individual Grievance – Affects one member
Group Grievance – Affects multiple members similarly
Policy Grievance – Concerns interpretation of the agreement
Union Grievance – Involves a violation of the Union’s rights

Grievance Procedure
The step-by-step process outlined in the collective agreement to resolve disputes, potentially ending in arbitration.

Hearsay Evidence
Information provided by someone who did not directly witness the event or conversation.

Impasse
The point in bargaining where both parties agree no further progress can be made without outside intervention.

Interest Arbitration
A process where unresolved bargaining issues are decided by an arbitrator, whose decision is binding.

Just Cause
The requirement that the Employer prove valid and sufficient reasons before disciplining an employee.

L–N

Local
A democratic unit of CUPE members within a specific workplace. CUPE Local 1975 is your Local.

Lockout
When an Employer prevents employees from working to pressure them during bargaining.

Last Chance Agreement (LCA)
An agreement giving a member a final opportunity to meet expectations before further discipline.

Mediation
A process involving a neutral third party who assists the Union and Employer in resolving bargaining disputes before a strike or lockout deadline.

Negotiations
The process of bargaining wages, benefits, and working conditions.

Negotiation (Bargaining) Rights
The legally recognized right of the Union to negotiate on behalf of employees.

P–R

Past Practice
A consistent, long-standing practice accepted by both parties over time.

Ratification
The process by which members vote to accept or reject a tentative collective agreement.

Ratification Vote
A vote held by the membership to approve or reject a tentative agreement.

Recognition
Employer acknowledgment of the Union as the bargaining agent.

Red-Circling
Freezing an employee’s wage when moving to a lower-rated classification until the new rate catches up.

S–T

SEA (Saskatchewan Employment Act)
Provincial legislation governing labour relations and collective bargaining.

Sidebar (Side Bargaining)
Informal, off-the-record discussions between negotiators that do not alter formal bargaining positions.

Solidarity
The core principle of unionism: “An injury to one is an injury to all.”

Special General Membership Meeting (SGMM)
A meeting called for a specific purpose, such as contract ratification.

Strike
Collective withdrawal of labour to pressure the Employer during bargaining.

Strike Pay
Financial assistance provided by the Union during a strike or lockout.

Strike Mandate Vote
A vote authorizing the bargaining committee to call a strike if necessary—it is not a vote to strike.

Tentative Agreement
An agreement reached at the bargaining table that must still be ratified by both parties.

Term
The length of time the collective agreement is in effect.

U–W

Union
The Canadian Union of Public Employees (CUPE), representing over 600,000 public-sector workers across Canada.

Work Stoppage
Any temporary halt of work, including strikes or lockouts.