The Unionization of Aboriginal workers in Canada

[cupe@telus.net]

The Unionization of Aboriginal workers in Canada . . .

Bizarre and absurd impacts of effort to bring union to Katzie First Nation in BC . . .
April 2010
http://www.turtleisland.org/discussion/viewtopic.php?p=11356#p11356
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Canadian Union of Public Employees targets Aboriginals - membership drive includes making more welcome, locally, nationally
October 2009
http://www.turtleisland.org/discussion/viewtopic.php?p=10547#p10547
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Akwesasne teachers get their first union contract
June 24th, 2009
viewtopic.php?p=10268#p10268
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NIL/TU,O Child and Family Services Society
versus B.C. Government and Service Employees’ Union
BC Court of Appeal has overturned a BC Supreme Court decision and says labour relations IS within provincial jurisdiction. . .
August 2008
viewtopic.php?p=9574#9574
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First Nations police officers vote in favour of joining Public Service Alliance
May 15, 2008
viewtopic.php?p=9283#9283
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Nisga'a Child and Family Services workers join BC Government Union
May 5, 2008
viewtopic.php?p=9244#9244
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Ontario Court of Appeal rules against self-governance rights of Mississaugas of Scugog Island First Nation
November 27, 2007
viewtopic.php?p=8777#8777
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Provincial union not legal for Nil/Tu,O Child and Family Services
First Nations agency won its constitutional argument in BC Supreme Court
July 2007
viewtopic.php?p=8499#8499

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Metis workers at Victoria, BC organization join union
March 2007
viewtopic.php?p=8085#8085

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CUPE - Aboriginal Issues - http://www.cupe.ca/aboriginal

Oct 18, 2006

VICTORIA—For 79 union members attending CUPE BC’s second province-wide aboriginal gathering this past weekend, the conference slogan couldn’t have put it better.

“Creating the Inner Warrior—Empowering our Aboriginal Members” marked the first time since February 2004 that First Nations and Metis CUPE members from throughout B.C. had met in one place to share their experiences and workplace challenges as unionized employees.

While the inaugural gathering focussed on ways to make CUPE more inclusive of its aboriginal members and raise awareness among the general membership about cultural and workplace issues unique to First Nations and Metis members, this year’s event, held at the Laurel Point Inn on Songhees and Esquimalt First Nations land, was more pro-active.

Delegates took on an activist agenda that included water issues, aboriginal law, workplace rights, community activism and ideas to raise the aboriginal profile in CUPE locals.

In his opening remarks CUPE BC president Barry O’Neill, recounting some of the union's work on aboriginal issues since the Kelowna gathering, noted the increased level of activism among aboriginal members—especially women.

But he added that the gathering was “merely one more step” in the long process of empowerment.

“We all agree that we need more diversity in our union and that a culturally diverse union can help build a stronger community,” said O’Neill. “But what will that community look like as CUPE members collectively face the challenges of privatization, and especially public-private partnerships, or P3s, in the coming years? Regardless of the issue you’re facing in your communities, I want to assure you that your union is there for you, and will continue to provide whatever assistance we can.”

Conference co-chairs Carrie Bishop and John Thompson, who also attended the Kelowna gathering, agreed that this year’s event represents real progress.

“This weekend really was about self-empowerment, about taking action on the issues important to us,” said Bishop. “It was wonderful to meet so many aboriginal brothers and sisters who were not only willing to talk but eager to put plans into action.”

Thompson said the gathering received a lot of positive feedback.

“There was so much energy, right from the start,” he said. “People were really excited to be able to meet like this again. The workshops went really well, and the cultural elements were appreciated, too.”

Order of British Columbia recipient Sophie Pierre, leader of the Ktunaxa Kinbasket Tribal Council and the first woman co-chair of the First Nations Summit, set the tone for the weekend with an eloquent keynote address at the opening plenary.

Quoting from a 1997 self-help book by Don Miguel Ruiz, The Four Agreements: A Practical Guide to Personal Freedom (Amber-Allen Publishing), Pierre reminded delegates that they can achieve a lot by observing some simple rules. (The Four Agreements are: Be Impeccable With Your Word, Don’t Take Anything Personally, Don’t Make Assumptions, and Always Do Your Best.)

The Saturday morning plenary session featured guest speeches on spiritual, community, union and political empowerment. Before the workshops, separate sharing circles were held for men and women.

For all the progress CUPE has made on aboriginal issues, much work needs to be done. During a workshop on aboriginal issues in the workplace, co-facilitated by CUPE 951 activist Dale Whitford and UVic law professor Heather Raven, a number of participants—mainly women—shared deeply painful experiences of racism and neglect by their employer that had yet to be resolved. Nonetheless, CUPE was thanked for its role in trying to effect change.

“I have attended both gatherings and I found people to be much more outspoken this time around,” said Whitford, impressed by the courage participants showed.

“In my workshop, I heard many times how CUPE became involved from the beginning, at a grassroots level, and was able to effect meaningful change. Other stories were less encouraging, for sure, but overall I do believe this was a step forward for both CUPE and Native people across the province.”

Saturday’s working events were followed by a dinner featuring drumming and dance at the Mungo Martin House, an aboriginal longhouse next to the provincial museum that has been on the territory since 1953.
http://www.turtleisland.org/photo/cupebc06.jpg

The performance by the Esquimalt Singers and Dancers, who appeared in traditional Salish attire, added to the dramatic ambience of the longhouse, where a flaming bonfire lit the faces of everyone present. The food, prepared by W'sanec' First Nation catering, featured delicious fried bread (bannock), salmon, crab, and deer meat, among other delicacies.

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Nisga'a / CUPE agreement for school support workers
June 2006
viewtopic.php?p=7092#7092

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May 2006
Vancouver Island Decision Strikes a Blow Against First Nations Governance. . .

BC Labour Relations Board Ruled That Union Does Not Infringe Abboriginal or Treaty Rights . . .
viewtopic.php?p=6977#6977

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May 12, 2006
Eagles soar over founding of National Aboriginal Council

Three eagles soared high above the Saskatchewan plain as about 50 members witnessed the founding of CUPE’s National Aboriginal Council this week.

CUPE aboriginal members came to Wanuskewin Heritage Park, near Saskatoon, to found a council. They came to find ways to overcome the barriers that have long stopped aboriginal workers from fully participating in Canadian society. And they came away with a renewed spirit to accomplish their goals.

“We need to serve our aboriginal communities better,” National President Paul Moist told delegates who travelled from the four western provinces, Ontario, Prince Edward Island and Nova Scotia. “We will seek your direction on how CUPE can assist on issues like land claims, education, and employment.”

Jobs dominated the discussion along with the problems of racism and stereotyping. Members shared stories of how aboriginal workers had been frozen out of paid work. However, Saskatchewan has led the way in the fight against job discrimination. The province offers a four-hour workplace training program that helps dispel the myths about aboriginal peoples. More than 17,500 people have taken the training.

Another dominant topic was union organizing. “We need to start building some trust before we can expect aboriginal workers to join CUPE,” said Daria Ivanochko from CUPE National’s Organizing and Regional Services Department. “We can't just walk through the door and say ‘join us’.”

British Columbia participants proudly described the advances they’ve made since founding their council two years ago. One such advance was a four-month ‘mapping’ project, funded by CUPE National, to show where more organizing is possible in aboriginal communities.

The gathering identified five top issues: youth awareness, organizing, under-representation in the workplace and in CUPE, aboriginal awareness training, and the formation of provincial aboriginal councils.

The interim council also chose two senators – Brian Barron of CUPE 500 (Winnipeg city workers) and Joanne Webb of CUPE 4800 (Hamilton health care workers). They will act as co-chairs until the council can be officially recognized by CUPE’s National Executive Board in June.

The NEB meeting coincides with National Aboriginal Day on June 21, 2006.

The council will meet again in November in conjunction with CUPE's National Human Rights Conference in Vancouver.

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November 2005
Employees of Anishnawbe Mushkiki Aboriginal Health Centre in Thunder Bay win union representation . . .
viewtopic.php?p=6296#6296

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July 6, 2005
West Bank First Nation and BCGEU tackle affirmative action and Self-Government issues . . .
viewtopic.php?p=5843#5843

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Historic Union Gathering for Aboriginals in British Columbia

( Click on this web site address to see photos from the Kelowna event
http://www.turtleisland.org/news/news-unions.htm )

March 1, 2004

News and Comment
by Tehaliwaskenhas - Bob Kennedy
Copyright
Turtle Island Native Network
http://www.turtleisland.org

March 1, 2004

It was a historic weekend for organized labour and Aboriginals in British Columbia.

CUPE BC held its first province-wide Aboriginal gathering in Kelowna where the union's first Aboriginal Council was created to advise CUPE BC’s provincial executive on issues of concern to aboriginal members.

In his address, Barry O’Neill, president of CUPE BC, said, "Fighting systemic racism and discrimination is a tall order. Unless we start at the root of the problem, we will never achieve the goal of creating workplaces that are more supportive and understanding of aboriginal cultures. . . The workplace is where social change begins. If we want a workplace that is free of discrimination, we have to make sure there are no barriers that prevent groups such as aboriginal people from participating and having equal opportunities. . . CUPE represents working people and their families. So it is important that we work side by side with aboriginal workers to ensure all people, aboriginal and non-aboriginal have the right to secure, good paying and personally fulfilling jobs".

Carole James, provincial NDP leader, and a Metis woman, told the first-ever provincial gathering of Aboriginal CUPE members the Liberals are dividing British Columbia into warring factions. "Your theme – Breaking the Barriers – speaks to one of the great challenges that all British Columbians face together - how to get our province working again," James said.

"That has a lot to do with breaking some barriers – the ones that set one group against another, one community against another. These are the sort of barriers that Gordon Campbell is using to divide British Columbia into warring factions – rich and poor, rural and urban, young and old, aboriginal and non-aboriginal. We need to elect people who believe that aboriginal British Columbians deserve fairness and respect, not neglect," she said.

"We can only move forward when we break the barriers that set British Columbians apart".

Participants at the historic Kelowna gathering were treated to a cultural ceremony on opening night, including local Okanagan Territory drummers and dancers. They were welcomed to the territory by Westbank First Nation representative Larry Derrickson.

(NOTE: This development in Kelowna, seems so far removed from the union busting tactics experienced in First Nation communities across Canada. Ironically, it's only been a couple of years since the Westbank First Nation was the target of labour's wrath, rather than being part of a host community embracing unionization today. A 2000 consultant's report for the Chief's Health Committee of BC noted, "Westbank has had a relatively significant exposure to union related conflict." The first nation went to court numerous times, trying to halt the unionization of a health care facility on-reserve in 1996. It lost that fight. Then, in 1999 Westbank workers signed on with the BCGEU. http://www.bcgeu.ca/377
Westbank leaders vowed to continue their anti-union tactics and wanted to impose its own labour code that would have created a "Union-Free Zone". The situation was so serious it drew the attention of the Canadian Labour Congress. It passed an 'emergency' resolution, condemning the Westbank First Nation for trying to " . . . impose a labour code on their own people which abolishes their right to organize and bargain collectively". Westbank was accused of action aimed at, " . . .stripping their employees of basic labour and human rights". Westbank wasn't alone in its union busting days. At the same time the Kamloops Indian Band also tried, but failed to ward off the increase in organized labour activity. The CLC's web site has more info.
http://www.clc-ctc.ca/web/rights/aborig ... ndex.shtml )

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BACKGROUND

The Nisga'a Treaty and Labour Relations in BC
http://www.lrb.bc.ca/guidelines/nisga'a.htm

First Nations, Labour Relations, and the Labour Code of Canada
viewtopic.php?p=2356#2356

Read how one first nation in Ontario established its own labour code
http://www.ammsa.com/birchbark/topnews- ... hor9056364

Aboriginal Rights and the Labour Movement
November 1993 CLC brief to RCAP
http://action.web.ca/home/clcabrig/atta ... 0brief.pdf

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Cupe Background

Aboriginal voices

Helping make our communities strong

“Our history is linked to the history of trade unions. Our community is part of a powerful movement of working people. CUPE is our union home.”
– Virginia Moore, CUPE BC diver-sity vice-president (aboriginal)

Aboriginal workers are often a hidden segment of the Canadian workforce and of our union. They are workers without a voice to express their workplace concerns, their aspirations as public employees or the issues facing their community.

Canada Census figures show that aboriginal members work in municipalities, school boards, health care facilities, social service agencies, libraries and other sectors where CUPE is the predominant union. Yet the views of these workers are seldom heard.

CUPE BC’s new aboriginal council is intended to change that situation. As a broad network of aboriginal CUPE members, it will give voice to aboriginal issues and sharing ideas, concerns and experiences.

Established at the CUPE BC convention in May 2002, the council falls under the committee against racism and discrimination (CARD). Its mandate is to make recommendations to CUPE BC on issues of importance to aboriginal members.

These go to CARD and then to CUPE BC’s executive board through CUPE BC’s diversity vice-president (aboriginal).

The council’s goals include:
• Educating aboriginal members on the union movement and on CUPE.
• Educating non-aboriginal CUPE members on aboriginal issues.
• Raising awareness of aboriginal issues, history and culture.
• Building links with other aboriginal organizations.

The council represents a new departure in CUPE BC’s efforts to build stronger communities.

Become a CUPE aboriginal voice
“We are proud of our aboriginal membership. We are part of their struggle for rights just as they are part of the general struggle for workers’ rights everywhere.”

– Barry O’Neill, CUPE BC president

Yes, I want my voice to be heard. I want to join CUPE BC’s aboriginal council. Please add my name to the network of CUPE aboriginal members in British Columbia.

Name: ________________________________ I also want to learn more about:
Address: ______________________________ __ CUPE BC and CUPE national.
Phone: __________Fax: _________________ __ Organizing aboriginal groups into CUPE.
Email: ________________________________ __ Educating members on aboriginal issues.
Workplace: ____________________________ __ My rights as a CUPE member.
Job classification: ________________ ______ __ CUPE aboriginal gatherings.
CUPE local: ______________________ _____ __ The council logo contest.
Please return this form to CUPE BC, #510 – 4940 Canada Way, Burnaby, B.C. V5G 4T3. Phone: 604-291-9119. Fax: 604-291-9043. Email: cupe@telus.net

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[cupe@telus.net]

March 1, 2004

Aboriginal council created, priorities set


KELOWNA – About 130 participants rolled up their sleeves over the weekend to found CUPE BC’s aboriginal council and to exchange views on what it needs to do to give voice to CUPE’s aboriginal members across British Columbia.

“Passionate,” is how CUPE BC president Barry O’Neill described the three-day event. “I personally learned much and I know others did as well. It was truly history-making for our union.”

About 100 registered delegates tackled the theme issue, “Breaking the Barriers”, and voted on 11 priorities for the new council. These were to:

1. Develop and promote collective agreement language that addresses cultural differences, including traditional ceremonies;
2. Hold a follow-up provincial aboriginal gathering;
3. Hire First Nations representatives, including young workers, at the national and regional level and in education and communications roles;
4. Make national Aboriginal Day a paid statutory or floating holiday;
5. Lobby all levels of government on issues of concern to aboriginal workers;
6. Better inform aboriginal members about the union;
7. Help our brothers and sisters to acquire more cultural awareness;
8. Have First Nations advocates;
9. Ensure that hiring practices embrace aboriginal peoples;
10. Provide and train aboriginal facilitators for union education;
11. Informed and sensitize local union executives and staff on aboriginal issues and concerns.

A working group that organized the gathering is made up of aboriginal members and staff. They will be charged with developing the council’s terms of reference and dealing with the above priorities.

Delegates also endorsed the following resolutions to go to CUPE BC’s convention on April 21-24, 2004:

· The gathering be considered the founding meeting of the council that was mandated by the 2002 convention, and that the council be composed of “any aboriginal CUPE member in B.C. who chooses to join”;
· The working group develop the terms of reference for the council, communicate with all council members, report through CARD to the 2004 and 2005 conventions, and be mandated to deal with the priorities established at this gathering; and that
· CUPE BC sponsor another provincial aboriginal gathering within the next 24 months.

“We are proud of these members,” O’Neill said. “The hard work they have done at this historic gathering is a big step towards addressing the concerns of our aboriginal members.”

[www.afn.ca]

These are resolutions passed by the Assembly of First Nations chiefs regarding the concerns about the unionization of First Nation communities.

CONFEDERACY OF NATIONS
April 4, 5 & 6, 2000
Ottawa, Ontario

Subject: FIRST NATIONS LABOUR RELATIONS

WHEREAS First Nation governments have an inherent right of self government including jurisdiction respecting human resource management and labour relations particularly in the First Nation`s public sector;

WHEREAS both the federal and provincial governments have developed a legislative framework respecting their public sector labour relations;

WHEREAS there are unique characteristics of and requirements for First Nation public sector labour relations that are not addressed in the existing federal and provincial legislative framework for labour relations;

WHEREAS certain public sector unions in Canada have targeted First Nation government employees for certification and collective bargaining under the existing deficient legislative framework which does not respect nor meet the characteristics of and requirements for First Nation governments;

THEREFORE BE IT RESOLVED that the Assembly of First Nations establish a national committee of Chiefs to begin to develop the necessary policy and legislative framework for First Nations public sector labour relations;

BE IT FURTHER RESOLVED that the Assembly of First Nations provide logistical support for the work of the Chiefs` Committee on Labour Relations subject to securing adequate resources.

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SUBJECT: Labour Relations

Confederacy of Nations
April 12-14, 1999
Ottawa, Ontario

WHEREAS First Nations operate businesses and conduct activities within our traditional territories, inclusive of reserve lands, which are part and parcel of our governments. These operations and activities enable our governments to function in ways unique to them; as well as providing jobs and benefits to our people in many differing ways; and

WHEREAS some legal cases have held that labour relations are under provincial jurisdiction, being "property and civil rights in the province". Other cases have held that federal labour laws apply on reserve. As yet, no legal case has dealt with a separate First Nations jurisdiction over labour relations on reserve; and

WHEREAS First Nations’ regulation of labour relations on reserve is essential to the management of resources and the pursuit of economic development on reserve;

THEREFORE BE IT RESOLVED THAT the Confederacy of Nations endorses the following propositions and principles:

That First Nations have an original, inherent jurisdiction to deal with labour relations within our traditional territories, inclusive of reserves, as part of our aboriginal right to self-government and self-determination;

That First Nations have the right to determine, in consultation with their people, the structure of and protections required in employment situations, always founded upon principles of respect and the best interests of the native people and their nations;

That First Nations have the right to conduct their labour relations without interference by other governments or their laws;

That the exercise of First Nations right to self-government in the area of labour matters should not be conditional on a treaty or other agreement with Canada

BE IT FURTHER RESOLVED THAT the Assembly of First Nations, National Chief, Executive Committee and Intergovernmental Affairs Unit address this matter with the Government of Canada through the Ministers of Indian Affairs and Labour to secure a commitment to work cooperatively on a national basis with First Nations seeking to exercise their jurisdiction in labour relations.

[labour.hrdc-drhc.gc.ca]

First Nations Labour Relations Questions

http://labour.hrdc-drhc.gc.ca/labour/labstand/toc.html

First Nations peoples are increasingly assuming responsibility for the governance of their own affairs. The applicable laws are in transition because they involve claims of inherent rights, rights based on treaties and recently negotiated agreements, as well as federal and provincial laws. The more First Nations take over responsibility for governing, the more they will become involved in labour relations issues.

Regulation of employment is an important concern for First Nations communities because policing, teaching, and social services, for example, can have a major impact on community life. Some suggest that the inherent right to self-government means neither federal nor provincial labour laws should apply to First Nations employment. Others say that such questions should and will be addressed in tri-partite negotiations about self-government.

The Constitution Act, 1867, section 91 (24) gives jurisdiction over "Indians, and lands reserved for the Indians" to the federal government. In labour matters, therefore, the federal government has jurisdiction if the particular enterprise is specifically "Indian" in nature or integrally related to "Indian" lands. If not, the provinces would normally have jurisdiction.

In determining jurisdiction, there are two primary considerations which appear in the case law: the nature of the enterprise, and the degree of control exercised over it by the Band Council.

The nature of the enterprise is established by examining its operations and normal activities as a going concern. If the activity is infused with what has been called "Indianness" or closely tied with Indian status or identity, it will fall under federal jurisdiction. "Indianness" is determined according to factors such as whether the enterprise is located off or on reserve, the percentage of First Nations staff and clientele or beneficiaries, the right of employees to participate in the election of Chiefs and Band Councils, reserve privileges, and the degree to which the enterprise is dedicated to preserving traditional and cultural aspects, and survival of First Nations peoples. Aside from the sphere of industrial relations, if a provincial law of general application was seen to touch "Indianness", it could still apply to First Nations workplaces, providing it did not conflict with an Act of Parliament or with a treaty, by virtue of section 88 of the Indian Act.

Labour relations boards also consider the level of involvement of a Band Council in a workplace. For example, in Whitebear Band Council v. Carpenters Provincial Council of Saskatchewan (5) the Saskatchewan Court of Appeal held that Band Councils' powers exist only through delegation from Parliament or by acting as an agent of the Minister of Indian Affairs. Activities of a Band Council, therefore, fall under "federal work, undertaking or business", and are covered by federal labour relations. If workplace decisions are made by private entities rather than Band Councils, provincial jurisdiction is the rule.

This raises the issue of the future jurisdiction of the Canada Labour Relations Board in relation to activities of Band Councils and other entities established to administer self-government agreements. Two forces may combine to increase the Board's jurisdiction significantly. First, Band Councils may have increased jurisdiction over matters

like policing, education, and social services, previously conducted by provinces and municipalities. Second, Band Councils (or other comparable entities) may be regarded, because of the federal government's plenary jurisdiction over Indians and Indian lands, as subject to federal jurisdiction in relation to all of their activities, notwithstanding that those activities had been previously carried out by other levels of government. In a self-government situation, First Nations authorities will undoubtedly be engaged in many activities that will be of a local or private nature. However, they will do so pursuant to agreements with the Federal Government and through the vehicle of Band Councils created and enabled by federal laws.Elsewhere in this report, we urge the government to move towards increased involvement by labour and management in the administration of the Canada Labour Code. First Nations are, and will increasingly become, employers under the Code. However, much like the federal government itself, First Nations often have a dual role, holding responsibility for governance as well as being a party to the employment relationship.

We cannot, in this report, address how the issue of First Nations labour relations will emerge. But we believe it is important that a dialogue begin. First Nations must be recognized as having a role as employers, but also as bodies with responsibility to govern. Labour issues will arise in the negotiation of self-government agreements. It would be beneficial if organized labour and First Nations could reach consensus on the form that the resolution of these issues should take.


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Recommendations:

In proceedings before the Board, and in the discussion of labour relations issues that affect First Nations, special recognition should be given to the role of First Nations as employers and as entities with responsibility for governance.

A dialogue should be encouraged between First Nations and organized labour over the form of First Nations labour relations, particularly as this may be affected by the emergence of new federal-provincial-First Nations agreements concerning self-government.

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5 [1982] 3 W.W.R. 554

[infocom@pro.net]

Out On Strike . . . Locked Out, Despite Desite to Go back to Work . . .

Friendship Centre workers accept offer, twice - but their bosses now refuse to continue talks with their union . . .

News and Comment
by Tehaliwaskenhas - Bob Kennedy,Oneida
Copyright
Turtle Island Native Network
http://www.turtleisland.org

April 6, 2004

Strike action continues at the Kamloops Interior Indian Friendship Centre, after the Society rejected the latest offer by the B.C. Government and Service Employees Union /BCGEU.

( Young workers join picket line to support strikers at Interior Indian Friendship Centre in Kamloops http://www.turtleisland.org/images/iifc.jpg )

Union staff representative Frank Anderson explained, "The Interior Indian Friendship Society appears to want to strip our members of their collective agreement. Our members are deeply offended by the employers actions. We have accepted the employers last offer twice and still they wont come to the table and resume bargaining. Why would they make an offer and then withdraw it when the workers agree to it?"

Anderson said the Friendship Centre workers are eager to return to their jobs.

"We are grateful for the support from the public and other trade unions and regret that the employers actions will extend this dispute."

Employees at the Kamloops Interior Indian Friendship Society were locked out on March 25 and took strike action the next day.

http://www.turtleisland.org/images/iifc1.jpg

About 20 BCGEU members work at the society providing family assistance, addictions counseling, a community health centre, including a needle exchange.


DETAILS
http://www.bcgeu.ca/2201

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BACKGROUND
First Nations Bargaining Unit News Release
FOR IMMEDIATE RELEASE


March 29, 2004

BCGEU makes offer to settle dispute at Interior Indian Friendship Society
BCGEU negotiators for the Interior Indian Friendship Society are presenting an offer to the society they hope will bring an end to the current lockout.

“We are hopeful that this offer will help end this dispute,” said Frank Anderson, BCGEU staff representative. “Our members provide a valuable service in the community and are eager to return to work.”

“We find it difficult to see how the employer can reject this offer since it is identical to the one they made to us last fall, through a mediator,” he said.

“We understand the employer is a non-profit organization and that wages are subject to funding. We’ve recognized that in our offer,” said Anderson.

Employees at the Interior Indian Friendship Society were locked out on March 25 and took strike action the next day.

Around 20 BCGEU members work at the society providing family assistance, addictions counseling, and a community health centre, which includes a needle exchange.

-30-

Contact: Frank Anderson (250) 376-2221

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A Special Bulletin for all BCGEU members in Area 5

ALERT

March 29, 2004

Please post

Come out and support locked out BCGEU members

BCGEU members at the Interior Indian Friendship Society in Kamloops have been locked out and need your support.

The BCGEU Bargaining Committee had accepted the last offer and wanted to stay at the bargaining table. Despite that, the Society locked out the workers.

Please come out and support your fellow members on the picket line.

Pickets will be up Monday to Friday, 8:30 am to 4:30 pm.

Locations: 125 Palm Street, Kamloops and 2355 Parkcrest Avenue, Kamloops.

For more information: (250) 376-2221 or1-800-667-0054.

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The BCGEU represents Aboriginal workers in a variety of jobs across B.C., and workers in First Nations workplaces. Our union has long supported the rights of First Nations to determine their own destiny, through initiatives such as self-government. The BCGEU publicly opposed the Campbell Liberals' recent referendum on treaty rights.

BCGEU certifications include: Kitimaat Village Education Dept. (support staff and teachers), Native Courtworkers, Healing Our Spirits AIDS Society, Dawson Creek Family Resource Centre, Fort Nelson Aboriginal Friendship Centre, Nawican Aboriginal Friendship Centre, Victoria Native Friendship Centre, Vancouver Native Friendship Centre, Interior Indian Friendship Centre, Vancouver Aboriginal Children and Family Services, Pine Acres Retirement Home, Saanich Indian School Board, Kamloops Indian Band, and Westbank First Nation.

If you'd like more information, please contact: Holly Page, Organizing Dept. Toll-free 1-800-663-1674 or (604) 291-9611 email: holly.page@bcgeu.ca

B.C. Government and Service Employees Union
http://www.bcgeu.ca

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Interior Indian Friendship Centre
http://www.bcaafc.com/centres/kamloops/

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[admin]

Tuesday, April 20, 2004

FOR IMMEDATE RELEASE

Tentative agreement reached at Interior Indian Friendship Society

B.C. Government and Service Employees’ Union (BCGEU) members who have been on strike at the Interior Indian Friendship Society have reached a tentative agreement with their employer.

The workers will meet today to vote on the agreement. No details will be released until the agreement has been ratified.

“We are hopeful that this tentative agreement will end the dispute,” said Frank Anderson, BCGEU staff representative. “Our members provide a valuable service in the community and are eager to return to work.”

Employees at the Interior Indian Friendship Society were locked out on March 25 and took strike action the next day.

Around 20 BCGEU members work at the society providing family assistance, addictions counseling and a community health centre which includes a needle exchange.


-30-
Contact: Frank Anderson (250) 376-2221

opeiu 378

[admin]

Interior Indian Friendship Centre workers ratify new deal


Wednesday, April 21, 2004

FOR IMMEDIATE RELEASE

Employees at Interior Indian Friendship Society ratify new agreement

B.C. Government and Service Employees' Union (BCGEU) members who have been on strike at the Interior Indian Friendship Society in Kamloops
have ratified a new collective agreement. The members ratified the
agreement last night.

Highlights of the new agreement includes a memorandum of agreement on
wage increases, a new child care allowance and new language on
workloads.

"While we are pleased this strike has been settled, it is unfortunate it
had to take place," said Frank Anderson, BCGEU staff representative.
"Our members look forward to working with their clients again."

The workers returned to work today.

The employees were locked out on March 25 and took strike action the
next day.

Around 20 BCGEU members work at the society providing family assistance, addictions counseling, and a community health centre with a needle exchange.


-30-

Contact: Frank Anderson (250) 376-2211

opeiu 378

[www.teamsters938.org]

A First Nations casino in Ontario is accused of a campaign made up of harassment, abuse and disciplinary action . . .

Teamsters organizing employees at Casino Rama

The vote begins Tuesday, May 11th, 2004

Teamsters Local 938 President Larry McDonald announced that James P. Hoffa, International General President, and Teamsters Canada President Robert Bouvier support workers at Casino Rama who are attempting to gain certification with the Ontario Labour Relations Board and install the Teamsters Union as their voice on labour matters.

"The request was made back in the Spring of 2003 by a group of
disgruntled workers at the casino to have us look at helping to improve their working conditions" McDonald stated.

"Since then, we have been working on their behalf and filing a number of human rights, unfair labour practice and employment standards complaints. We will not sit back and watch hard working casino workers abused by this corporate giant" he said. "When the casino became aware of the union representation campaign, they began their own campaign, he added.

"Unfortunately, it was a campaign made up of harassment, abuse and disciplinary action against several employees and we will not allow this to happen uncontested. We are here to protect their rights. The process has now been completed and the application for certification filed.

Ontario legislation requires that 40% of the people in the appropriate
bargaining unit sign a card before a government supervised vote of the
employees takes place. This secret ballot, which is conducted entirely by the Ontario Labour Relations Board occurs five working days after the application for certification is submitted.

Provided a majority of the people voting cast their ballot in favour of the union, a certification order is issued by the Ontario Labour Relations Board naming Teamsters as their collective bargaining agent and the bargaining begins.

"We are here because we were asked to be here and because we care about workers' rights" McDonald added.

A rally on Monday was expected to attract several thousand workers and supporters from other unions adding their voice to the proceedings.

James Hoffa, one of the most powerful International figures in the union movement said that he wants to show workers at Casino Rama what Teamster unity is all about. "Unity has always been our greatest strength" he says.

For further information: Larry McDonald, President, Teamsters Local
Union 938, Office: (905) 502-0062, Cell: (416) 414-4030; Ron Duquette,
Communications, Teamsters Local Union 938, Office: (905) 278-8158, Cell: (416) 712-0934; Visit our Website: www.teamsters938.org

[Guest]

Ontario Court of Appeal rules against self-governance rights of Mississaugas of Scugog Island First Nation
November 27, 2007
http://www.turtleisland.org/discussion/ ... =8777#8777
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Workers at Missisauagas of Scugog Island's charity casino hold strike vote

News and Comment
by Tehaliwaskenhas
Bob Kennedy,Oneida

Copyright
Turtle Island Native Network
http://www.turtleisland.org

June 12, 2004

The Great Blue Heron Casino of the Mississaugas of Scugog Island First Nation, is the target of union action.

Casino workers, more than 650 of them who are members of the Canadian Auto Workers Union /CAW/ voted 91 percent in favour of strike action, if necessary, to support their demands for a first collective agreement. There are approximately 800 members of the Canadian Auto Workers union at the Great Blue Heron Casino.

The union was certified in January 2003 and the CAW has been attempting to bargain a first collective agreement ever since. The Ontario Labour Relations Board ruled last December that the workers cannot be stopped in their attempt to have a union by the First Nation's desire to set their own union–free laws on the reserve.

On February 18, 2004 the Canadian Autoworkers Union and the Great Blue Heron Gaming Company opened bargaining for a first contract, after 13 months and labour board hearings.

The bargaining sessions began because of an Ontario Labour Relations Board decision December 12, 2003 stating that the employer is governed by the legal framework of the Ontario Labour Relations Act, 1995 and must commence bargaining with the CAW.

On January 21, 2004, the First Nation filed a motion to stay the decisions of the Board and the Ministry of Labour, to the Ontario Superior Court of Justice – Divisional Court before Justice J Mac Farland. The Court found in favour of the Union’s arguments.

The Court said clearly that Ontario labour law applies to the Great Blue Heron Casino and not the First Nations Labour Code which was not supported by any legal authority.

Some issues the two sides are trying to resolve include wages and benefits, shift schedules, contracting out, seniority provisions and other contract language.

Hemi Mitic, assistant to CAW president Buzz Hargrove said, "We have had over 15 meetings and very little progress has been made".

Mitic said that the membership is prepared to support the bargaining committee if progress is not made in the next six days of bargaining which will take place next week and early in July.

Kim Dalton, chairperson of the CAW bargaining committee, said that "the frustration level of the members keeps rising with each passing day and its time to bring the process to a conclusion."

http://www.caw.ca/campaigns&issues/ongo ... eroncasino

The Great Blue Heron Casino is located on Scugog Island near Port Perry, Ontario and includes Aboriginal theming.

Geographically the Mississaugas of Scugog Island is the closest First Nation to Metropolitan Toronto. It is one of the smallest First Nations in Canada.

The casino web site has detailed information on the community including,
"The Mississaugas of Scugog Island First Nation is a small aboriginal community with a very real understanding and appreciation of the concept -survival of the fittest- . . . despite the assimilation process and numerous other obstacles the Mississaugas have had to overcome, the population has grown to the highest ever recorded. Further to the credit of the people, their determination and progressive attitude will ensure this community ample opportunities and accomplishments in the years to come. The community is dynamic and development has occurred at a tremendous rate over the last ten years".

The Great Blue Heron Charity Casino is the central business venture for the Mississaugas of Scugog Island First Nation.

http://www.greatblueheroncasino.com

Mississaugas of Scugog Island First Nation
22521 Island Road
RR#5
Port Perry, ON L9L 1B6
(905) 985-3337 Fax: (905) 985-8828

http://www.uac.org/nations-scugog.php

CAW
http://www.caw.ca

[Guest]

UPDATE!

June 18, 2004

News and Comment
by Tehaliwaskenhas
Bob Kennedy,Oneida

Copyright
Turtle Island Native Network
http://www.turtleisland.org

June 18, 2004 - UPDATE! The Great Blue Heron Casino of the Mississaugas of Scugog Island First Nation, is the target of union action. CAW-Canada has set a strike deadline of July 15th, 2004, 12:01 a.m., in an effort to reach an agreement.

[Guest]

Strike Appears Inevitable . . . The Great Blue Heron Casino of the Mississaugas of Scugog Island First Nation, is the target of union action.

CAW strike deadline looms at Great Blue Heron Casino

July 12, 2004

CAW-Canada has set a strike deadline of Thursday, July 15, 12:01 a.m., in an effort to reach an agreement with the Great Blue Heron Charity Casino, covering 700 workers in Port Perry, Ontario.

The parties have had a number of meetings and many of the outstanding issues of contract language and wages and benefits are still to be resolved.

CAW-Canada and the Great Blue Heron Gaming Company opened bargaining for a first contract on February 18, 2004. The CAW is striving for a fair and just agreement for our members.

After 13 months and labour board hearings the parties sat down to negotiate a first collective agreement for the 700 employees who work at the Casino.

Bargaining was made possible because of a December 2003 decision from the Ontario Labour Board stating that the Casino is governed by the legal framework of the Ontario Labour Relations Act and must commence bargaining with the CAW.

For further information: Hemi Mitic, (416) 565-3677

[Guest]

News and Comment
by Tehaliwaskenhas
Bob Kennedy,Oneida
Copyright
Turtle Island Native Network
http://www.turtleisland.org

July 19, 2004

700 workers at the Great Blue Heron Casino have their first-ever union contract (collective agreement), at the Mississaugas of Scugog Island First Nation near Port Perry, Ontario.

CAW members voted 77 per cent in favour of accepting an agreement.

The three-year agreement provides for substantial annual wage increases and provides casino workers with additional significant benefits such as increased job protection, enhanced vacation time, cash in lieu of benefits for part-timers, and other enhancements.

The Great Blue Heron Charity Casino is situated on First Nation land - approximately a one hour drive from Toronto.

----------------------------------

A tentative agreement has been reached, but must still be ratified...

www.greatblueheroncasino.com

News and Comment
by Tehaliwaskenhas
Bob Kennedy,Oneida
Copyright
Turtle Island Native Network
http://www.turtleisland.org

July 15, 2004

A strike has been averted on-reserve at the Mississaugas of Scugog Island First Nation - Great Blue Heron Casino near Port Perry, Ontario.

CAW Canada, the largest private sector union in the country, reached a tentative agreement with the casino, covering 700 workers. "The tentative agreement addresses many issues identified by the membership including wages, seniority, benefits, pension and union representation," according to a union news release.

A strike deadline had been set for today.

Ratification meetings will be held every two hours this Saturday, July 17 from 11:00 a.m. to 11:00 p.m. at the Island Hall on Island Road /18971 Regional Road 7, Port Perry.

If approved, this will be the first contract for the unionized casino workers.

It has been a long struggle that saw the First Nation try to assert jurisdiction, only to lose legal challenges and Labour Board decisions that favoured the union and the workers.

[psacbc.com/aboriginal]

The Public Service Alliance of Canada - Aboriginal Issues . . .

http://psacbc.com/aboriginal

[www.cmg.ca]

The Canadian Media Guild at the Aboriginal Peoples Television Network

http://www.cmg.ca/aptnbranchhome.asp

Information
Collective Agreement (PDF)
http://www.cmg.ca/APTNcollectiveagreement.pdf
Contact information
http://www.cmg.ca/aptnbranchcontacts.htm
Resources
Grievance Information
http://www.cmg.ca/GrievanceGuide.html
Education & Training
http://www.cmg.ca/education.html
Tools
Making your collective agreement work
http://www.cmg.ca/makingyourcontractwork.htm

[Unions and Aboriginals]

PSAC-UNW, Dene Nation join forces to protect Dene workers' rights.

OTTAWA, Feb. 1, 2005

The PSAC and its component, the Union of Northern Workers have agreed to jointly fund a research project commissioned by the Dene Nation on methods to reconcile the demands of a "regular job" in Northern Canada with aboriginal culture and traditions.

"This research will go a long way towards allowing Dene people to fully
participate into the developing economy of Northern Canada while preserving the ways of life our ancestors passed on to us," said Dene National Chief Noeline Villebrun who signed the agreement together with Jean-François Des Lauriers, PSAC Executive Regional Vice-President for the North and Todd Parsons, President of the Union of Northern Workers, a component of the PSAC operating in the Northwest Territories.

For Villebrun, the EKATI mine, north-east of Yellowknife, NWT, is a good
example of the problems that can arise when the Dene workers try to maintain their northern culture within a workplace based on a southern model.

"Dene wage earners at this mine are trying to adapt to an industrial work
place that is damaging their traditional lands, negatively impacting, in some case, their family and community lives, and at the same time presenting an opportunity to earn an income and acquire skills" Villebrun said.

She added that the findings of the research will be used to better
represent the interests of the employees at the mine site and other industrial resource extraction worksites.

For Nycole Turmel, PSAC National President, the agreement comes as a
means to ensure Dene people eventually receive the full benefits of well paid unionized jobs without sacrificing their traditional way of life.

"The solidarity and protection of workers' rights that are well
established within the Labour movement can be used to protect and enhance the Dene's values in a modern economy." Turmel said.

Todd Parsons, President of PSAC Union of Northern Workers, believes
strong ties between the union and the Dene People can play and important role to ensure a better social cohesion in the developing regions of the North.

"The PSAC has a long history of protecting workers rights in this
country," Parsons said. "The Dene Nation will now be able to use the Union's strength to protect their culture while receiving the benefits of well paid jobs. Everybody wins." Parsons concluded.

For further information: and to schedule interviews, please call: Alain
Cossette, PSAC Communications, (613) 560-4317, (613) 293-9210

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Unions Mine Diamond Pits for New Members, Build Aboriginal Trust

January 27, 2005

Union organizers are striking paydirt on Canadian mines and the labour movement is using the opportunity to bridge a trust gap with northern aboriginals.

Public Service Alliance of Canada is exploring options with Aboriginal leaders, including Dene Nation chief Noeline Villebrun . . .

http://www.resourceinvestor.com/pebble.asp?relid=8089

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Public Service Alliance of Canada PSAC
Diamond Workers Local 3050
http://www.diamondworkers.com/about.html