Frequently Asked Questions

When a strike mandate has been democratically adopted, all members covered by it are expected to respect it. The strength of a strike depends on the participation of all affected members.

It is the collective participation of union members that demonstrates the group’s solidarity to the employer and creates the bargaining power needed to increase the likelihood of reaching a satisfactory agreement.

Depending on the union’s policies, participation in certain activities, including picketing or other mobilization efforts, may also be a requirement for receiving strike benefits.

If you have any questions about your rights, your responsibilities, or your specific situation during a strike, please contact your union representative.

Yes. You have the right to choose the healthcare professional who will oversee your treatment following a workplace accident or an occupational disease.

You are not required to consult a healthcare professional recommended by your employer. The healthcare professional you choose will assess your condition, determine the treatment you need, and, if necessary, establish your functional limitations and your ability to return to work.

If your employer or the CNESST requests an independent medical assessment, you still have the right to continue receiving care from the healthcare professional of your choice.

If you have any questions about your rights or your medical care, please contact your union representative.

Yes. Leaving your job does not automatically mean that you lose your right to seek recourse.

In some situations, you may still be able to file a complaint or pursue other legal remedies, provided that you do so within the time limits established by law.

If you left your job because of workplace harassment, or if you are unsure about your rights, contact your union representative as soon as possible. They can help you understand the options available to you and provide guidance based on your specific situation.

Yes. In most cases, you may work elsewhere during a strike or lockout. A labour dispute suspends your obligation to perform work for your employer, but you remain an employee protected under Québec’s Labour Code.

Taking on temporary employment may help reduce the financial impact of a labour dispute. However, if that job prevents you from participating in the mobilization or picketing activities required by your union, it may affect your eligibility for strike benefits, depending on the union’s policies.

If you are unsure about your situation, please contact your union representative, who can explain the rules that apply to you.

Not every conflict, disagreement, or unpleasant comment amounts to workplace harassment.

For example, an isolated disagreement, normal performance management, the legitimate exercise of management rights, or respectful constructive feedback are generally not considered harassment.

On the other hand, repeated behaviours such as humiliation, insults, bullying, threats, deliberately isolating a person, discriminatory remarks, or unwanted sexual advances may constitute harassment. In some situations, a single serious incident may also be considered harassment if it has a lasting harmful effect on the person affected.

If you are unsure whether the situation you are experiencing constitutes harassment, do not hesitate to contact your union representative. They can help you assess the situation and explain the options and remedies available to you.

If your workplace accident or occupational disease results in time away from work or requires medical treatment, you will generally need to file a claim with the CNESST.

To do so, you should:

• Notify your employer as soon as possible
• Consult a healthcare professional to obtain the required medical certificate
• Complete and submit the Worker’s Claim form within the time limits established by law

Your union representative can assist you throughout this process.

If you believe that your rights under the collective agreement have not been respected, contact a member of your Executive Committee or your union representative as soon as possible.

Explain the situation as clearly as possible and provide any relevant documents, such as a disciplinary letter, a pay stub, a work schedule, an email, or any other supporting evidence.

The union will then review the situation, examine the relevant provisions of the collective agreement, and determine the most appropriate course of action. Depending on the circumstances, it may work with the employer to resolve the issue or if necessary file a grievance.

Strike benefits are payments provided by the union to help members cope with the loss of income during a labour dispute. They reflect the solidarity among members and help support those who are exercising their legal right to take collective action.

Strike benefits are generally paid from the union’s strike fund, which is financed through union dues. They do not usually replace a member’s full wages, and the amount paid depends on the union’s rules and policies.

To be eligible, members are generally required to meet certain conditions, including participating in the mobilization or picketing activities organized by their union.

Eligibility requirements, benefit amounts, and payment procedures are communicated to members when a strike is called or a lockout is declared.

At the 800, union dues are set at 1.75% of gross earnings, up to a maximum of $14.75 per week. They are deducted directly from your pay by your employer and are generally tax deductible.

The amount of union dues is determined democratically by the members in accordance with the 800’s Constitution and Bylaws. Any change must be approved by the delegates at the Union Convention.

Union dues help fund the services provided by the 800, including the negotiation of collective agreements, member representation, legal services, occupational health and safety, union education, the strike fund, and member mobilization activities.

A picket line is an organized gathering outside a workplace during a strike or lockout. It allows workers to make their collective action visible, inform the public about the reasons behind the labour dispute, and demonstrate their solidarity.

Picketing must be conducted in accordance with the law. The individuals responsible for coordinating the picket line help ensure that activities run smoothly, communicate instructions to participants, and make sure that all actions remain peaceful and respectful. They also ensure that picketing does not unlawfully block access to the workplace or compromise anyone’s safety.

Beyond its practical role, a picket line is also a powerful symbol of solidarity. It demonstrates that workers are united in defending their working conditions and share a common goal: reaching a negotiated agreement.

A strike is a legal form of collective action used as a last resort when negotiations between a union and an employer reach an impasse and it is no longer possible to reach a satisfactory agreement. It is also a fundamental right, recognized by the courts as an essential component of freedom of association.

Before a strike can take place, several conditions set out in Québec’s Labour Code must be met. Among other things, the parties must have bargained in good faith, and union members must generally approve a strike mandate through a vote. A strike may only begin once the legal right to strike has been acquired during the period permitted by law. As a general rule, strikes are prohibited while a collective agreement is in effect.

When a strike begins, workers temporarily stop performing their duties in order to put pressure on the employer. Negotiations, however, continue throughout the dispute. The goal remains to reach a negotiated agreement.

The purpose of a strike is not to prolong a labour dispute. Rather, it is to restore a fair balance between the parties and create the conditions necessary to reach a freely negotiated collective agreement.

A union investigation is conducted to gather the information needed to understand the situation and determine the most appropriate course of action.

The person responsible for the investigation may meet with the member involved, witnesses, and, depending on the circumstances, other individuals who may have relevant information. They will seek to establish what happened, when and where it occurred, and what evidence is available to support the facts.

Members are expected to cooperate fully with the investigation and provide all relevant information, even if some details may appear unfavourable to their position. A thorough investigation enables the union to assess the matter objectively, advise the member, and determine whether a grievance should be filed or whether another course of action would be more appropriate.

When a harassment complaint is filed, the employer must assess the situation and take the appropriate steps.

Depending on the circumstances, the investigation may be conducted by an internal investigator or an independent external investigator. The individuals involved are interviewed so that their accounts of the events and any available evidence can be gathered.

To ensure everyone’s safety and preserve the integrity of the investigation process, the employer may also implement temporary measures while the investigation is underway. Depending on the circumstances, these measures may include changes to work schedules, temporary modifications to job duties or, in some cases, temporarily removing one of the individuals involved from the workplace. These measures are preventive in nature and should not be interpreted as a finding or conclusion regarding the validity of the complaint.

The purpose of the investigation is to establish the facts in a fair, impartial, and confidential manner in order to determine whether workplace harassment has occurred and what corrective measures, if any, should be taken.

The length of an investigation may vary depending on the complexity of the case.

The 800 is a democratic organization led by its members. The union’s broad direction is established at the Convention, where elected delegates represent the various bargaining units and make the decisions that guide the organization.

Between conventions, the union’s affairs are managed by the bodies established under its Constitution and Bylaws: the General Council and the Executive Committee. Their members are democratically elected to represent the interests of workers and ensure the union’s effective governance.

Every day, the 800 stands alongside its members. It supports them in defending their rights, negotiating collective agreements, promoting occupational health and safety, handling grievances, providing union education, and assisting them with many other aspects of their working lives.

Above all, the 800 exists to represent, defend, and advance the rights of its members. Its strength depends on the commitment and active participation of the workers it represents.

The 800 is a democratic organization whose structure allows members to participate in the decisions that affect their workplaces and their union.

At its foundation are more than 350 bargaining units. Each bargaining unit elects an Executive Committee to represent its members before both the employer and the union.

These bargaining units are organized into five workplaces:

• Building Services
• Industry
• Services, Retail, Financial Institutions and Transportation
• Education Support
• Textile and Hospitality

Each sector elects six representatives at the Union Convention. Together, they serve on the General Council, alongside the members of the Executive Committee, to establish the union’s strategic direction between conventions.

From among these representatives, one representative from each sector is elected to serve on the Executive Committee with the union’s officers. The Executive Committee is responsible for the governance and day-to-day administration of the 800.

Finally, the members also elect an Auditor to help ensure the transparency and accuracy of the union’s financial management.

This structure ensures that the 800’s decisions are made democratically and that members are represented at every level of the organization.

The time required to resolve a grievance varies depending on the nature of the case, the procedures set out in the collective agreement, the availability of arbitrators, the complexity of the evidence and the possibility of reaching a settlement with the employer.

Some grievances can be resolved quickly through discussions between the parties. Others require a more extensive investigation, multiple meetings, or an arbitration hearing, which can significantly extend the process.

Throughout the process, the union works to advance the grievance and achieve the best possible outcome. Your union representative can keep you informed of the progress of your case and explain the next steps.

If you believe you are experiencing workplace harassment, it is important to act promptly.

If the situation allows and you feel safe doing so, you may tell the person responsible that their behaviour is unacceptable and must stop. However, this is not a requirement and may not be appropriate in every situation.

It is also recommended that you keep a record of the incidents, including dates, times, locations, witnesses, emails, text messages, or any other information that may help document what has occurred.

You should also speak with your union representative or another trusted person in your workplace. The sooner a situation is addressed, the easier it is generally to stop the behaviour and ensure that you receive the appropriate support.

If your work-related injury or occupational disease is recognized by the CNESST, you may be entitled to:

• Reimbursement of certain healthcare and treatment expenses
• Income replacement benefits if you are unable to work
• Rehabilitation measures to support your recovery and return to work
• Job protection, subject to the conditions set out by law

If you have any questions about your rights or the steps you need to take, do not hesitate to contact your union representative.

Every worker has the right to a healthy, respectful, and harassment-free workplace.

Employers have a legal obligation to take reasonable steps to prevent workplace harassment and, when they become aware of a situation, to take appropriate action to stop it. They must also establish a policy for the prevention of workplace harassment and the handling of complaints.

You also have the right to report workplace harassment without fear of retaliation and to be supported by your union throughout the process.

Union dues enable the 800 to provide the services needed to protect and advance the rights of its members.

They help fund, among other things:

• The negotiation of collective agreements
• Representation in labour relations matters
• Grievance handling and arbitration
• Occupational health and safety services
• Legal services
• Union education and training
• The strike fund
• Representation and member mobilization activities

Union dues ensure that the union can defend the collective interests of its members and provide the services they rely on every day.

Once a grievance has been filed, it follows the process set out in the collective agreement. The union and the employer may first meet to discuss the issue and attempt to reach a resolution. Many grievances are settled at this stage without the need for an arbitration hearing.

If no agreement can be reached, the union may decide to refer the grievance to arbitration.

Even when a strike or lockout is underway, negotiations do not stop. The union and the employer continue to meet in an effort to find common ground and reach a new collective agreement.

Throughout the labour dispute, several rules set out in Québec’s Labour Code continue to apply:

• Both parties must continue bargaining in good faith
• A strike or lockout may only take place when the legal conditions have been met
• Essential services must be maintained where required to protect the public
• The employer may not use replacement workers (scabs) where prohibited by law

The purpose of a labour dispute is not to prolong tensions, but to create the conditions necessary to reach a negotiated agreement that reflects the interests of both parties.

The end of a strike marks the employees’ return to work and the successful conclusion of collective bargaining.

When a tentative agreement is reached, union members are generally asked to vote on whether to accept it. If the agreement is ratified, the strike ends and employees return to work under the terms agreed upon by the union and the employer.

Once employees return to work, the new provisions of the collective agreement take effect in accordance with the negotiated settlement. The end of the strike also allows union members, the employer, and the union to move forward and resume their working relationship.

A grievance is a dispute concerning the interpretation or application of a collective agreement.

A grievance may be filed to challenge a disciplinary measure, a dismissal, a payroll error, a failure to respect seniority rights, a job assignment, or any other decision that may violate the rights set out in the collective agreement.

A grievance allows the union to ask the employer to correct the situation and, when appropriate, seek an appropriate remedy for the affected employee or group of employees.

A lockout is a legal bargaining tool that an employer may use when negotiations for a collective agreement have reached an impasse. Unlike a strike, where workers voluntarily stop working, a lockout occurs when the employer temporarily suspends work by preventing employees from accessing their workplace.

During a lockout, employees are generally unable to perform their duties or receive their wages. Negotiations, however, continue. As with a strike, the goal remains to reach a negotiated agreement.

In Québec, lockouts are strictly governed by the Labour Code. An employer may only declare a lockout at certain stages of the bargaining process and only when the legal requirements have been met. Like the right to strike, the right to lock out employees is intended to maintain a fair balance between the parties and encourage the negotiation of a collective agreement.

A scab, also known as a strikebreaker, is a person who unlawfully replaces employees who are on strike or locked out in order to allow the employer to continue operating. By reducing the effectiveness of workers’ primary bargaining tool, the use of scabs weakens the balance of power needed for fair and meaningful collective bargaining.

For this reason, Québec’s Labour Code prohibits, in most circumstances, the use of replacement workers during a strike or lockout. These anti-scab provisions help preserve a fair balance between the parties and encourage negotiated settlements rather than outcomes imposed by one side.

A strike mandate is a decision made democratically by union members that authorizes their union to call a strike, if necessary, during the negotiation of a collective agreement.

A strike mandate is a way to strengthen the union’s bargaining position at the negotiating table. Simply adopting a strike mandate does not mean that a strike will take place. In many cases, negotiations continue and an agreement is reached before the mandate is ever used.

If negotiations remain at an impasse, the union may then use the strike mandate to call a strike, in accordance with the conditions set out by law.

A strike vote is the process through which members of a bargaining unit democratically decide whether to authorize their union to obtain a strike mandate

Before the vote, members are informed about the status of negotiations, the key issues that remain unresolved, and the reasons why a strike may be necessary. They also have the opportunity to ask questions, discuss the situation with their bargaining committee, and make an informed decision.

Eligible members may then cast their vote by secret ballot. If the majority supports the proposal, the union is granted a strike mandate. The union may exercise that mandate at the appropriate time if negotiations remain at an impasse and the legal requirements have been met.

A temporary assignment allows an injured worker to return to work before fully recovering, provided their medical condition allows it.

The employer may offer temporary duties that are compatible with the worker’s functional limitations as determined by their healthcare professional. These duties must be approved in accordance with the requirements set out by law.

The goal of a temporary assignment is to support a safe return to work while allowing the worker to continue recovering.

A workplace accident is an unforeseen and sudden event that arises out of or in the course of employment and results in a work-related injury.

Examples include a fall, an awkward movement, a cut, being struck by equipment, or any other event that occurs while performing work duties and causes an injury.

When an accident is recognized as being work-related, the worker may be entitled to the protections, benefits, and services provided under Québec’s Act respecting industrial accidents and occupational diseases (AIAOD).

An occupational disease is a disease contracted as a result of or in the course of employment. It generally results from prolonged or repeated exposure to hazards present in the workplace.

It may be caused, for example, by exposure to excessive noise, chemicals, dust, vibrations, biological agents, or by repeatedly performing certain movements or tasks.

Each case is assessed according to the criteria set out by law to determine whether the disease is work-related and whether it qualifies as an occupational disease.

Arbitration is the process used when the union and the employer are unable to resolve a grievance on their own. The grievance is then presented to an independent arbitrator. Each party has the opportunity to present evidence, call witnesses, and make legal and factual arguments.

After hearing both parties, the arbitrator issues a decision that is binding on the union, the employer, and the member concerned. Depending on the circumstances, the decision may order compensation for lost wages, cancel or modify a disciplinary measure, order reinstatement, or clarify how a provision of the collective agreement must be interpreted or applied.

Arbitration is therefore the final and binding process for resolving disputes arising from the interpretation or application of a collective agreement.

The right to refuse unsafe work allows a worker to refuse to perform a task when they have reasonable grounds to believe that it poses a danger to their health, safety, or physical well-being, or that it would expose another person to a similar danger.

Before exercising this right, the worker must immediately notify their supervisor. The situation will then be assessed in accordance with the procedures set out in Québec’s Act respecting occupational health and safety (AOHS), in collaboration with the individuals concerned.

The right to refuse is governed by law and does not apply in every situation. Certain exceptions exist, including when exercising the right would immediately endanger another person’s life, health, safety, or physical well-being, or when the hazardous conditions are considered a normal part of the worker’s job.

Your union representative is your main point of contact with the 800 in your workplace. They provide information about your rights, answer your questions, and support you when you encounter work-related issues.

When your situation requires more specialized assistance, your union representative can also refer you to a union advisor or to the appropriate resources.

Your union representative also plays an essential role in the union’s democratic life. They serve as a link between the members and the 800, communicate members’ concerns, and help ensure that information is shared throughout the workplace.

Workplace harassment is vexatious conduct that takes the form of unwelcome or hostile comments, actions, behaviours, or written communications. When repeated, these behaviours undermine a person’s dignity or psychological or physical integrity and create a harmful work environment.

In some situations, a single serious incident may also constitute harassment if it has a lasting harmful effect on the person affected.

Harassment may come from a manager, a co-worker, a client, a supplier, or any other person present in the workplace. It can take many forms, including psychological harassment, sexual harassment, or harassment based on a prohibited ground of discrimination.

No worker should have to endure this type of behaviour. If you believe you are experiencing workplace harassment, it is important to speak with your union representative or your employer as soon as possible so that you can learn about the options and remedies available to you.

If you are injured in a workplace accident, it is important to act promptly.

• Notify your employer as soon as possible
• Seek medical attention if your condition requires it
• Provide your employer with any relevant medical documentation
• Keep all documents related to your injury
• Contact your union representative for advice and support

If your injury results in time away from work or requires medical treatment, you must also file a claim with Québec’s CNESST within the time limits established by law.

If the CNESST denies your claim, do not assume that you have exhausted all your options.

Depending on the circumstances, you may be able to request a review of the decision or appeal it.

Your union representative can help you understand the reasons for the decision, assess the options available to you, and assist you throughout the process if appropriate.

Because strict time limits apply, it is important to contact your union as soon as possible after receiving the decision.

The 800 regularly prepares its financial statements in accordance with its governance rules and obligations. As part of its commitment to transparency, these statements are available to any member who wishes to consult them.
To obtain a copy, please contact Ms. France Deschênes, Executive Assistant, at the following email address f.deschenes@ues800.org

The 800’s Constitution and Bylaws are available to all members on the website. They outline the union’s governing rules, including its democratic structure, the responsibilities of its governing bodies, election procedures, and the rights and responsibilities of members.

You do not have to face this situation alone.

If you believe you are experiencing workplace harassment, contact your union representative as soon as possible. They can explain your rights, support you throughout the process, and direct you to the appropriate resources.

Depending on your situation, you may also be able to receive support from your employer, your Employee Assistance Program (EAP), a specialized support organization, or Québec’s CNESST.

Workers directly affected by the strike or lockout are the first to take part in picketing activities. Their presence demonstrates their solidarity and makes their collective action visible throughout the bargaining process.

Depending on the circumstances, others may also join the picket line to show their support, including members of other union locals, family and friends, representatives of allied organizations, and members of the public. Participating in a picket line is about more than simply standing on a sidewalk, it’s a meaningful act of solidarity with workers who are standing up for their rights.

To ensure everyone’s safety and the smooth operation of the picket line, schedules, instructions, and picketing activities are coordinated by the individuals responsible on site.

If your workplace accident or occupational disease is recognized by the CNESST, you may be entitled to income replacement benefits.

As a general rule, your employer pays 90% of your net wages for the first 14 days following the start of your disability.

If your absence extends beyond that period, the CNESST generally assumes responsibility and pays the benefits to which you are entitled directly.

Some collective agreements may also provide additional benefits.