UFCW is the union for Sobeys workers

More on Talking to Coworkers

At this stage, you don’t have to mention anything about unionizing. The point is to work out if there is an appetite for change in your workplace.

If you’re not sure where to start, our UFCW 401 union organizers can help you get prepared for these conversations.

Helpful Tips

It can be intimidating trying to jump into a conversation like this, so start with coworkers who you already know well. When you’re chatting with them, at work or elsewhere, start finding natural ways to ask them questions like:

“How have your schedules been lately?”

“Do you feel like we’re getting paid enough for our work?”

“What would you change about our work if you could?”

After you start talking to people like this, you’ll start to see what other issues people are having, and how much support you’ll be able to get for a union from each person. This is all crucial info that you’ll want to bring with you for your first conversation with a union organizer.

More on Your First Convo with a Union Organizer

We will never share any of the information you give us with your employer or with anyone outside of the union.

No matter your questions, UFCW 401 is here to answer them and serve you. From learning how you can start a union to better understanding all the steps involved in negotiating a contract, we want you to have all the information you need.

What happens next?

When reaching out to one of our union organizers, there are a few key things that they’ll talk to you about. Here’s a few questions to keep in mind before your first conversation with us:

“What are some of the issues and concerns that people have at your workplace?”

“Who do you know at work?”

“How many of these people do you have a strong relationship with?”

“Who among them do you think would be supportive of a union?”

“What is the structural make-up of your workplace? What are the shifts, departments, etc?”

“What is the breakdown of race, gender, age demographics at your workplace? How many languages are spoken on a given day there?”

“Do people across departments have the same issues or different ones?”

Each of these questions reveals important details about how to best set up your union campaign from here. But don’t worry: you don’t need to have answers to all of these before an organizer talks with you. In fact, it’s part of our job to help you answer them!

More on Organizing Committees

Organizing is about relationships, and at this point it’s crucial to start building friendships and relationships with others in your workplace. We are stronger when we stand together!

The folks you pick for your organizing committee will lead the charge in building your union and are the spokespeople for your campaign, so it’s important that you choose your members wisely. To ensure you have the strongest committee for your union campaign, here are some qualities you want to see in your committee:

• Workers who are leaders and who you and your coworkers know are trustworthy — the kind of people you go to when you have a question you need answered.
• A variety of departments and shifts represented in the committee
• Diversity in age, gender, and race that is reflective of your workplace

The more representative your committee is, the easier it will be to continue having conversations with everybody across your workplace. And the more your coworkers respect them, the more excited they’ll be when they talk about your union campaign.

More on Your Labour Rights

You cannot be fired or disciplined for joining a union. People join unions to get more job security. We believe every worker in Alberta has the right to join a union. The law is on your side. Without a union, you are only covered by the Employment Standards Act – the bare minimum.

When you begin the process of forming a union you become protected by the much stronger Alberta Labour Code – the law that protects union members in Alberta. You cannot be fired for joining a union. Under the Labour Code you can only be fired for just cause.

The Alberta Labour Board is aware that some bad employers would try to fire union supporters if they could get away with it. Because of this, during a union organizing drive, there is scrutiny placed on your employer. The employer is required to prove to the labour board the reason why someone is let go.

When you start the process of joining a union, your job is protected.

UFCW 401 Will Protect Your Rights Under Alberta Labour Law

Most employers would rather not have their employees represented by a union. But the choice is not theirs. Under Alberta labour law, your employer cannot interfere with your decision to join a union. Employers can talk about the union generally but are forbidden from making any promises or threats, or to do anything that might prevent employees from making a free decision.

If your employer breaks the law, UFCW 401 can take legal steps to enforce your rights.

More on Support Cards

Helpful tips

You’ll need to reach out to all your colleagues, and the union can help you do this - we can produce webpages, social media content or printed flyers encouraging your co-workers to sign a card and telling them about what impact a union will have.

Clear communication between yourself, your union organizer and your co-workers is crucial to ensure everyone can make an informed decision that is not based in misinformation!

Cards can be signed in person, but it’s easier to do it online - we will help you to do so.

More on Labour Board and Vote

Your union will work with you and your co-workers on the legal process and make an application to the ALRB once there is the required support needed for an application.

The Labour Board will likely hold a hearing within 10 days of the union's application. The purpose of the hearing is to make sure 40% of the employees have signed either a union card or a petition.

The Alberta Labour Relations Board will conduct a vote if there is sufficient support. Your employer will not know who has signed for support and is not legally allowed to interfere with the process at any time. A simple majority (50%+1) of your co-workers who choose to vote will be required to successfully certify your workplace.

Notify your coworkers: inform employees about the election process and timeline.

Generally all non-management employees at your workplace will vote in favour or against starting a union. Voting is by secret ballot. You only require 50% plus one of those who vote, to succeed!

Congratulations! You are now members of UFCW 401!

More on Your First Collective Agreement

Some common things we fight for with the support of members are improved wages, scheduling, benefits, vacation, overtime and job security. Everyone at your workplace will have a chance to share their priorities by submitting bargaining proposals and union surveys.

With your new union negotiator, you and your colleagues will form a Bargaining Committee whose job is to negotiate with your employer. Bargaining a first contract is a process that can take many months. Make sure that you and your co-workers remain united during this time and bring forward any workplace concerns to your union representative.

After your bargaining committee reaches a full tentative agreement with the company, they will review it with all your coworkers. You will all have an opportunity to vote yes or no to the tentative agreement. If you and your coworkers vote yes, you then have a contract! A union contract is like a handbook but so much better — because you have a real say in what’s in it and your boss can’t change it on their own at any time like they could with their company handbook.

UFCW 401 is committed to and believes in open and transparent contract negotiations. All members are welcome to sit in and observe union negotiations. Member can expect regular update and communication from their union on the progress of negotiation.

Without a contract, your employer can change policies and conditions of work whenever they feel like it. A negotiated union contract protects the terms and conditions of your employment. Your rights under a union contract cannot be altered at your employer’s whim. It is enforceable by representatives who work on your behalf with grievance and arbitration procedure. It’s a contract! And it has teeth!