After a strike that started on July 21, workers at the Alberni Golf Club ratified a new contact on July 31 and were back to work the same day. The crew is made up of nine workers, including seasonal and full-time groundskeepers and a mechanic.
“I’ve been working here for 38 years,” said Ak Manhas, a groundskeeper. “I was only getting 17 and a half days of vacation pay a year and no benefits.”
Last fall, the workers unionized with SEIU Local 2 because they knew that they should not be treated as disposable. The crew takes great pride in the good work they do at the golf club and wanted fair compensation.
Management’s response to their unionizing was to offer new employees minimum wage, refuse to provide employees with health benefits, and stripping workers’ golf and food entitlements.
Solidarity and standing up together
Alberni Golf Club management attempted delaying negotiations at every turn, but the workers stood steadfast and united.
“Now thanks to the union I get six weeks vacation pay and benefits which will finally give me more time to spend with my wife and kids and pay for medical bills,” said Manhas.
“While I and my other full-time employees had to sacrifice our free golf privileges to get this deal done, we made huge strides in pay for our seasonal co-workers and they greatly appreciate it,” he continued. “It has made our crew stronger and now instead of just being co-workers we now consider ourselves family.”
The three-year first contract is a solid foundation to build on moving forward.
Workers stood steadfast and outlasted employer’s attempts at delays
The Union had a difficult time getting the golf course management to negotiate. “It was very difficult trying to get the Labour Board to lock down dates. The reoccurring theme was management were “wintering” in Arizona and Asia,” said Dallis Van Steinburg, a Union representative and negotiator. The Union threatened to go to the Labour Board just to get negotiations dates on the calendar. Finally, several dates were agreed to in May.
On their way to the third scheduled meeting, the employer sent an email refusing to meet with the Union’s bargaining team because proposals included improvements for seasonal workers. Until the Union stopped bargaining on their behalf, golf course management said they would refuse to meet.
Workers said “enough!” That action led to a strike vote the same day in which workers voted 100% for a strike mandate.
Golf courses management hired a lawyer to push for seasonal workers’ exclusion from the bargaining unit and to stop the workers from striking. They were unsuccessful on both accounts. The employer further attempted to delay negotiations by saying there were not available to negotiate until August but failed there too.
Mediation dates were set in July but talks fell apart on the second day when the employer offered minimum wage to some workers, and very low increases to others. The Union asked the labour board mediator for a board report and the board approved the workers’ right to strike. Again, the employer’s lawyer tried to stop it and was unsuccessful. After providing 72 hours notice, Alberni Golf Club workers strike started July 21, and ended 10 days later.
Collective Agreement Highlights
UNION HEALTH BENEFITS (employer paid)
WAGE INCREASES
- Starting Employees:
- 12.05% wage increase in first year (minimum wage to $20/hr).
- Seasonal Employees:
- Returning seasonal workers receive a 13.82% wage increase in first year of contract from $18.45 to $21/hr.
- A 2% wage increase in each of the two following years.
- Permanent employees:
- Groundcrew receive a wage increase from $30.68 to $32/hr which (4.30% increase).
- Mechanic goes from $33.59 to $35.50 (5.69% wage increase).
- All Permanent employees get 3% increase in each of the following two years.
- Acting superintendent premium and lead hand pay $1/hr.
PAID TIME OFF
- Vacation pay bumped from ESA to:
- 4 years gets 3 weeks at 6%.
- 7 years gets 4 weeks at 8%.
- 15 years gets 5 weeks at 10%.
- 25 years gets 6 weeks at 12%.
- 8 paid sick days.
- Act of God pay increased to 4 days paid.
- 2 days paid off for other religious holidays.
- Paid jury duty leave.
- Paid bereavement leave (inclusive of chosen family and those that reside in household):
- 3 days in town.
- 4 days for out of town.
OTHER MONETARY IMPROVEMENTS
- $200 for workplace boots.
- Employer will buy all rain gear and store on site.
- Medical notes paid for by Employer.
- Reinstatement of vacation if injured or sick prior to going on vacation.
OTHER IMPROVEMENTS
- Grievance procedure.
- Strong layoff and recall language.
- Seniority language.
- Strong harassment and bullying language.
- No contracting out language.
