UBC Local 2010 FAQ | Union Membership & Collective Bargaining in Alberta

Local 2010 is a general trade union local of the Carpenters’ Regional Council. We represent workers in a wide variety of industries across Alberta, with the exception of bargaining units that fall under the definition of “construction” in the Alberta Labour Relations Code.

Our mission is to give workers a strong collective voice, improve wages and working conditions, and ensure dignity and fairness in the workplace.

Local 2010 is a general trade union local of the Carpenters’ Regional Council. Membership is open to workers in Alberta from any industry except those covered by the construction bargaining unit definition in the Alberta Labour Relations Code. If you are unsure whether your workplace qualifies, please contact us for guidance.

A union is a democratically run organization of workers who join together to improve their working conditions. Local 2010 represents members by:

Negotiating wages, benefits, and working conditions through collective bargaining
Enforcing the collective agreement with employers
Providing support and representation if issues arise at work
Ensuring workplaces are safe, fair, and respectful

Learn more about unions from the Alberta Labour Relations Board.

Union jobs provide better wages, benefits, protections, and a stronger voice in the workplace compared to non-union positions.

Unions in Canada are governed by provincial or federal labour laws. In Alberta, the Labour Relations Code sets out the rules for organizing, certification, bargaining, strikes, and dispute resolution.

Union membership provides many advantages, including:

Fair wages and benefits compared to non-union workplaces
Job security through clear rules on layoffs and recalls
A collective voice in workplace decision-making
Protection against unfair treatment
Professional development through training and mentorship opportunities
Representation and advocacy in disputes with management

In Alberta, if your workplace is unionized, you may be required to pay union dues under a union security clause in the collective agreement. Dues ensure that all workers share in the cost of representation and benefits provided by the union.

Unionized employees cannot be fired without just cause. This means the employer must have a valid and fair reason. The union can challenge unfair dismissals through the grievance and arbitration process.

Yes, but layoffs must follow the rules and procedures in the collective agreement, which often provide protections such as seniority rights and recall provisions.

If issues cannot be resolved informally, the union may file a grievance on behalf of the member. If the dispute is not resolved through the grievance process, it can proceed to arbitration, where a neutral arbitrator makes a binding decision.

A CBA is a legally binding contract negotiated between the union and the employer. It covers wages, benefits, hours of work, health and safety protections, and other workplace rights.

The terms are negotiated between the union and the employer through collective bargaining. Union members provide input on bargaining priorities, and the agreement must be approved by a majority vote of members before it takes effect.

Collective bargaining is the process where union representatives and the employer negotiate wages, benefits, hours, and working conditions. The goal is to reach a fair agreement that reflects the needs of workers while supporting the long-term success of the organization.

Learn more about Alberta’s Labour Relations Laws

Bargaining is carried out by the union’s bargaining committee, which is made up of union representatives and sometimes members elected from the workplace, and the employer’s representatives.

Once a union is certified or voluntarily recognized, the union can serve notice to the employer to begin negotiations for a collective agreement.

The union and employer exchange proposals on issues like wages, hours, and benefits. Negotiations continue until both sides reach a tentative agreement. Members then vote on whether to accept the agreement. If approved, it becomes the collective agreement.

Yes. Wages, hours, and conditions of work are negotiated during bargaining and may be increased or improved through the new collective agreement.

Yes. Collective agreements include protections that reinforce Alberta’s Human Rights Act and Occupational Health and Safety Act, ensuring a safe and respectful workplace free from harassment and discrimination.

Unions gain bargaining rights either through:

Voluntary recognition – when an employer agrees to recognize the union, or
Certification – when the Alberta Labour Relations Board formally certifies the union after employees show majority support.

Certification is the legal process through which the Alberta Labour Relations Board (ALRB) recognizes a union as the official bargaining agent for employees in a workplace.

Learn more about certification here.

Voluntary recognition occurs when an employer agrees to recognize a union without requiring a certification vote, usually after being presented with proof of majority employee support.

A union may apply when at least 40% of employees in a workplace sign membership cards.

If 40% or more of the workers sign a membership card, the ALRB will order a secret-ballot vote.

A strike is when workers collectively withdraw their labour to put pressure on the employer during bargaining.

A lock-out occurs when an employer prevents employees from working in order to pressure the union during negotiations.

Yes, but only after the steps outlined in the Alberta Labour Relations Code are followed.

Only employees in a unionized bargaining unit that is negotiating a collective agreement can legally strike, and only their employer can lock them out.

Yes. A majority of employees must vote in favour of a strike before it can occur. Employers must also conduct a vote before initiating a lock-out.

No. A positive vote gives the union or employer the legal right to strike or lock-out, but they may choose not to exercise it.

Only after bargaining has broken down and the required timelines under the Labour Relations Code have passed.

Yes. At least 72 hours’ written notice must be given to the other party and the Alberta Labour Relations Board.

No. Employees do not receive wages from their employer during a strike. However, unions may provide strike pay to members.

The government can order employees back to work in very limited circumstances (for example, if the strike threatens public health or safety). Otherwise, a strike ends only when the parties reach an agreement.