Inside the Negotiating Room: Collective Bargaining in Alberta

Collective bargaining. It’s a term we’ve all heard. But negotiations between unions and employers can seem shrouded in mystery to the average worker – especially those new to the process.

Let’s go behind the scenes and see how it all works…

What is collective bargaining?

Teamsters 987 proudly stands at the table with workers, not just to negotiate, but to protect what matters most: your rights, your wages, and your future. Think of collective bargaining as unionized employees working together to negotiate with their employer for a fairer, safer and more rewarding workplace.

As part of the collective bargaining process in Alberta, the union negotiating committee which includes employees and business agents (trained union negotiators), and the employer sit down to discuss issues including working conditions, wages, benefits, workplace safety, employment terms, work hours, leave and more.

It’s important to remember that collective bargaining is not an “us versus them” situation. It’s a collaborative effort to find common ground and create a workplace that benefits both parties.

What is a collective bargaining agreement (CBA) in Alberta?

The goal of the negotiation is to establish a collective bargaining agreement (CBA), which is a binding contract between workers and their employer, that will last for a specified time (for example 1–3 years or possibly more).

Who is involved in the collective agreement negotiation?

Employees: employees are involved by organizing into unions (if they are not already represented by one), electing union representatives to negotiate with employers, and participating in the ratification vote process of proposed agreements.

Union (Bargaining Agent): A certified union that represents the employees. The union may be part of a larger national body (like Teamsters, CUPE or AUPE).

Employer: The organization that employs the workers and negotiates through its representatives or management.

Alberta Labour Relations Board (ALRB): Independent body that oversees and enforces labour laws, settles disputes, and certifies unions.

The collective bargaining process

Negotiations typically follow a structured process.

It starts with both sides presenting their initial proposals, which outline their starting terms. Following the initial proposal are any counteroffers. Negotiations typically involve back-and-forth exchanges of proposals, often requiring compromise. It can often take months, as this helps ensure all the issues are discussed thoroughly.

As negotiations progress, the parties reach tentative agreements on all issues – including the length of the agreement. Below is a more detailed breakdown:

1. Union Certification

Before collective bargaining begins, a union must be certified as the bargaining agent. Employees typically sign union cards, and if enough support is shown, the union can be certified by the ALRB.

2. Notice to Bargain

Once a union is certified or the existing contract is nearing expiry, either party can issue a “notice to bargain”. This signals the start of formal negotiations.

3. Bargaining

Negotiations take place between the employer and the union. They must do so in good faith, meaning they must try honestly to reach an agreement.

4. Mediation

If an agreement can’t be reached, either party can request mediation through the Alberta Labour Relations Board (ALRB). The ALRB appoints a professional, neutral mediator to help both sides find common ground. The cost of mediation is split between the parties.

5. Job Action (Strike or Lockout)

What happens if the union or employer can’t reach an agreement? If mediation fails:

• the Union may strike (employees stop working).
• the Employer may lock out workers (refuses to let them work). Both actions are subject to strict rules, including holding a supervised vote and providing 72 hours’ notice.

Some sectors are considered essential services and generally cannot strike without an essential services agreement in place to allow for minimum services to be provided. These include but are not limited to: police, firefighters, ambulance, some health care, critical infrastructure workers (e.g., hydro and natural gas), and workers who are essential to supply critical goods such as food and medicine. Disputes in these cases often go to binding arbitration.

6. Ratification and Union Member Approval

Once a tentative agreement is reached, both the union members and the employer must ratify (approve) it, usually through a vote. Before they vote, members will receive a draft collective bargaining agreement to vote on.

It will be up to the collective bargaining team to review the agreement with union members and ensure the membership clearly understands what they’re voting on.

A vote by secret ballot will be held to accept or reject the agreement. Ratification requires majority approval.

7. Collective Agreement

The ratified agreement becomes a legally binding contract. It sets out:

• Wages
• Hours of work
• Benefits
• Leave entitlements
• Dispute resolution processes
• All other conditions of employment

What is the role of a labour union in collective bargaining?

As mentioned, the purpose of collective bargaining is to negotiate a contract that is acceptable to both the union and employer. The Union bargaining committee will include employee representatives as well as the business agents and other professional negotiators from the union.

Identifying issues and opportunities

The work of the union representatives begins long before the negotiating process.

Union representatives are continually working together to communicate with members. This allows them to identify and understand workers’ needs, issues and concerns at a unionized workplace, forming the basis of the union’s collective bargaining demands.

Union representatives hold what are called proposal (for a first agreement) or amendment (for a renewal) meetings where all employees have the opportunity to bring forward their demands for what they would like to see changed in their contract.

Preparing Negotiation Strategies

Before entering negotiations, the union’s collective bargaining team will look at the key issues they would like to include in the next contract.

They’ll extensively research industry standards, company finances, and relevant regulations. Knowing what employees in other similar workplaces are receiving is also important, as it can provide a solid starting point for negotiation.

From there, the team will create clear objectives for negotiations, such as wage increases or improved benefits. Behind the scenes, they may work to build support among your fellow union members to strengthen bargaining power.

Negotiation and Ratification

At Teamsters 987, we bring decades of experience in negotiations to the table because securing a fair deal takes more than just passion, it takes strategy.

Our collective bargaining team is made up of experienced professionals and dedicated member representatives who understand what matters most to workers. We don’t walk into the room to settle – we show up to fight for your right to fairness. Every proposal we make is informed by research, member feedback, and a deep knowledge of industry standards and labour law.

Once a tentative agreement is reached, it doesn’t become official until you say so. Union members have the final word. You’ll be presented with the full draft agreement and given time to review it. Before the vote, our team will walk you through the key wins and any changes so you’re fully informed.

Ratification happens by secret ballot. There must be a majority vote by union members in favour for the agreement to move forward. This process ensures that every voice counts, and no deal gets finalized unless the membership is behind it. That’s the power of collective bargaining and the strength of solidarity.

The collective bargaining process

What is Bad Faith Bargaining

Alberta law requires both parties to bargain in good faith. Examples of bad faith bargaining include:

• Refusing to meet.
• Making unreasonable demands.
• Misleading the other party.
• Failing to provide relevant information.

Complaints can be brought to the Alberta Labour Relations Board, which can investigate and issue binding rulings.

Legal Framework in Alberta

Collective bargaining in Alberta is primarily governed by the Alberta Labour Relations Code which applies to most unionized workplaces in the private sector and some public sector employees (e.g., municipalities) falling under provincial jurisdiction. Federally regulated employees are governed by the Canada Labour Code.

Collective bargaining is administered by the Alberta Labour Relations Board (ALRB) or the Canada Industrial Relations Board (CIRB).

Public Service Employee Relations Act (PSERA) applies to provincial government employees and some health care workers.

Public Education Collective Bargaining Act (PECBA) applies to teachers in Alberta’s public education system.

These laws outline:

• Who can unionize.
• How a union becomes certified.
• How bargaining must be conducted.
• What happens during disputes (like strikes or lockouts).

How can I get involved in my collective bargaining process?

As a union member, it’s important to actively participate in your union. Your voice counts. Make sure it’s heard! You can do this by:

• Sharing your concerns, ideas, and priorities with union representatives.
• Becoming a Shop Steward
• Attending union meetings and staying up-to-date in the decision-making process.
• Casting your vote on collective bargaining decisions.
• Offering your time and skills to support union activities, committees, or outreach efforts.

Teamsters 987 will work alongside your organizing committee at every step of the negotiations. We provide valuable support and knowledge to help members make positive changes in the workplace. Engaging in the process helps play a pivotal role in securing better wages, improved working conditions, and enhanced benefits for all.

What Happens After a Collective Agreement is Signed?

The work doesn’t stop once a contract is signed. Teamsters 987 continues to monitor, enforce, and defend the agreement on your behalf. We’re here to support you if anything changes, and we’re always just a call away when issues arise.

If you’re gearing up for collective bargaining negotiations, Teamsters 987 is here to act as your guide.

Contact us today to learn how we can be your ally in achieving a stronger, more equitable workplace.