| Your Rights to Organize Under the Law

In all parts of Canada, workers have a legal right to be union members, to organize, support, and participate in union activities.

Below is a list of your legal rights. Please take a look at them. If you have reason to believe that your rights have been violated, go to our "Contact us" page or send an email to your local representative.

| What Your Employer Can and Cannot Do

You should expect that in most cases that your employer will be against workers organizing and becoming unionized. This is normal. By building the Union and your team, you can overcome the obstacle management will place in your path. As you build your organization suspect that your supervisor will break the law. Warn your co-workers that many of the itemized infractions below will happen. Union supporters should note any questionable company activity and report it immediately to your Teamster representative. They will try to frighten you by indicating they will close the Office or move. They will indicate they head hunt those responsible – let us know when you see this immediately!

| What Challenger Management will probably do

	Attend any union meeting, park across the street from a meeting site or engage in any undercover activity which would indicate that the workers are being kept under surveillance to determine who is participating in the union.
	Tell workers that the company will fire or discipline them if they engage in union activity. Lay off, discharge, or discipline any employee for union activity.
	Grant workers wage increases, special concessions or benefits in order to keep the union out.
	Ask workers about union matters, meetings, etc.
	Promise workers promotions, raises or other benefits if they get rid of the union or refrain from joining the union.
	Ask workers how they intend to vote or if they are going to vote.
	Threaten workers with reprisal for participating in union activities. For example, threaten to move terminal or close the business, curtail operations or reduce workers’ benefits.
	Promise benefits to workers if they reject the union.
	Announce that the company will not deal with the union.
	Ask workers whether or not they belong to a union, or have signed up for union representation.
	Ask the employee, during the hiring interview, about his/her affiliation with a labour organization or how he feels about unions.
	Purposely team up non-union workers and keep them apart from those supporting the union.
	Transfer workers on the basis of union affiliations or activities.
	By nature of work assignments, create conditions intended to get rid of workers because of his/her union activity.
	Fail to grant a scheduled benefit or wage increase because of union activity.
	Deviate from company policy for the purpose of getting rid of a union supporter.
	Tell workers premium pay will be discontinued if the business is unionized.
	Say unionization will force the company to lay off workers.
	Say unionization will do away with vacations or other benefits and privileges presently in effect.
	Start a petition or circular against the union or encourage or take part in its circulation if started by workers.