At any stage of a union campaign, it’s important that all workers understand what a union is, how a union can help at your studio, and what’s involved in a union campaign as it moves forward.

If you don’t see your question answered here, you can contact IATSE Rep Rajean Hoilett at rhoilett@iatse.net. All communications are strictly confidential.

Q: How does the unionization process in Ontario work?

In Ontario, the process to form a union generally involves these steps:

1. Workers sign union support cards.

2. Once 40% or more of the eligible workers sign a card, the union files for certification with the Ontario Labour Relations Board.

3. The Labour Board facilitates a confidential, online vote. To win, we need a simple majority (50% + 1). Once the ballots are counted, the Labour Board certifies the union.

4. Your friends and co-workers at Yowza, with IATSE’s support, will start negotiating our contract with the employer.

The union contract is called a “Collective Agreement” and is negotiated and agreed upon by both the workers forming the union and the employers to ensure fairness for both parties.

Q: What are 'union cards'?

A union support card indicates a worker’s desire to be represented by a union. In Ontario, these cards expire after one year. Digital union cards are used and can be signed confidentially via email, though paper cards are also available.

Whether a worker has signed a card is kept completely confidential between the worker, the union, and the Labour Board. It is illegal for employers to know who signed. To sign a card, email rhoilett@iatse.net to request one for your workplace.

Q: Who is eligible to join the union at Yowza?

All artists and production workers, including supervisors and leads are eligible to join. Only management, typically those with direct hiring and firing authority, is ineligible. The Ontario Labour Relations Board ultimately decides eligibility.

Q: What are the union dues?

Union dues are regular payments made by members to maintain their membership. Dues are set by members – meaning you will have a direct say in how much dues are. Dues are typically set at 1-2% of your salary. For example, if you earn $65,000 and the dues are 1%, the weekly cost would be about $12.50, plus $58 quarterly. Dues are tax-deductible, reducing the net cost. You do not start paying dues until the collective agreement is ratified and you receive the benefits of membership.

Q: Why do we have to pay dues?

Dues fund the union’s activities, including contract negotiation and enforcement, training, legal support, and other benefits. The democratically elected local Union board decides how funds are spent, as directed by the members. Unionized workers enjoy higher wages and better benefits, and are well protected.

Q: Do I have to join the union if the studio unionizes, even if I didn’t sign a card?

Yes, once a union is certified and the collective agreement is ratified, everyone at the studio must join the union. This is called the “open shop” model and is the law in Canada. All workers will have the same rights, benefits, and obligations, regardless of whether they signed a card.

Q: How does bargaining/negotiating a first contract work, and how do workers provide input for the contract negotiations?

Collective bargaining is a worker-led process. Once the union is formed, a Bargaining Committee of workers will send surveys and hold meetings to determine bargaining priorities. IATSE representatives and lawyers assist in creating bargaining proposals. The Bargaining Committee then negotiates with the employer. If a tentative agreement is reached, all workers vote on whether to ratify it. If not ratified, negotiations continue.

Q: What kind of things are guaranteed in a collective agreement?

Collective bargaining is a worker-led process. Once the union is formed, a Bargaining Committee of workers will send surveys and hold meetings to determine bargaining priorities. IATSE representatives and lawyers assist in creating bargaining proposals. The Bargaining Committee then negotiates with the employer. If a tentative agreement is reached, all workers vote on whether to ratify it. If not ratified, negotiations continue.

 Some examples of what was achieved at Titmouse:

• Lowest paid workers saw $400 per week increases

• 20% increase in sick/personal days

• 15% wage increase for supervisor duties

• Move to more efficient union-run RRSP

• Clear OT procedure and ability to say no to overtime

• Worker-written anti-bullying and harassment policy

• Wage minimums increase each year

• Protections against outsourcing

What can be promised is that nobody will have to be on their own anymore and will always have support available to them to help deal with things at work. Workers are also guaranteed a seat at the table to have a voice on the things that impact their daily lives.

Q: How does having a collective agreement improve wages?

The collective agreement includes a wage grid setting minimum pay scales. It ensures wages don’t decrease and often secures annual increases, which may be a flat percentage or tied to inflation. The exact terms depend on negotiations.

Q: Will forming a union mean that studios just outsource more work? How could we protect against outsourcing taking jobs away from the studio?

A collective agreement can limit outsourcing, ensuring jobs stay in-house. For example, the Titmouse agreement prevents outsourcing if staff can perform the work. Without a collective agreement, there are no protections against outsourcing.

Q: How could we protect against AI taking jobs from workers?

A collective agreement can address technological changes, including AI use. It can require employer consultation with workers about new technology to ensure it doesn’t impact union jobs. Collective bargaining gives workers a say in how technology is implemented.

Q: What if Yowza finds out I signed to support a union?

Yowza will never find out who signed support cards. Union efforts are protected, and any retaliation is illegal. If you’re worried about confidentiality, request a card sent to your personal email from Rajean Hoilett (rhoilett@iatse.net).

However, employers might try indirect tactics to dissuade workers from supporting a union. These tactics could include:

• Organizing anti-union town halls and putting up anti-union posters to spread misinformation.

• Sending workplace emails with “we love you guys” sentiments to suggest they’ve always been attentive to workers’ concerns.

• Claiming the union is made of outsiders who will dictate what everyone should do, when in fact, the union is made up of you and your coworkers.

• Suggesting the union won’t provide the same benefits currently offered at Yowza. In reality, a union ensures these benefits are legally protected and can work with the employer to improve them.

Employers can’t do much more than these indirect methods due to strong protections against worker retaliation in Canada. It’s important to remember the law is on our side.

Q: Can I sign a card if I’m on a closed work permit?

Yes, absolutely! Signing a card will never affect your immigration status. It does not matter if you are on a closed work permit, permanent residency, or if you are a Canadian citizen. In fact, signing a support card to help form a union at Yowza will be beneficial towards your permanent residency and citizenship applications. Unions provide job security and that is why your PR and citizenship application forms ask workers if they are part of a union. Imagine the day we will get to all check that box, help make that a reality by signing a card!

Q: What if some workers like the benefits at Yowza – do we risk losing them by forming a union?

No, you won’t lose benefits. The goal is to lock in the good things and improve what needs changing. Without a union, employers can change benefits without notice. A union ensures benefits are protected and can be improved.

Q: Will the agreement at Yowza be the same as the Titmouse agreement?

No, each studio negotiates its own collective agreement. While we can draw inspiration from other studios, our agreement will reflect our specific needs and circumstances.

Q: Does forming a union mean we will have to go on strike?

No, strikes are a last resort and require a vote by the workers. Most issues are resolved without strikes. In Ontario, you can’t legally strike over the first collective agreement.

Q: Will I be able to negotiate my own wage and other terms under a collective agreement? 

Yes, the collective agreement sets minimum standards, but you can negotiate higher pay or better terms individually based on your skills and experience.

Q: If we unionize animation in Ontario, won’t all the jobs be sent overseas?

No, unionization has not caused job loss in other sectors like Hollywood animation or Ontario live-action film. Factors like tax credits, time zones, and talent pools keep work in North America. Unionized workers enjoy stable work environments and protections.

Q: Will unionization hurt the studios? 

No, unionization can benefit studios by ensuring labor stability, attracting talent, and lessening the financial burden of providing benefits. Unions and employers often work together to create a thriving industry, as seen in Ontario’s film and TV sectors.

Q: I want to help out, what can I do? 

To help unionize Yowza, contact IATSE Rep Rajean Hoilett (rhoilett@iatse.net) to get connected with organizers. You can volunteer your time to help contact workers and support the campaign.

Q: Life is already busy enough. Will I be forced to participate in union meetings, committees etc?

No, supporting the union only requires signing a confidential support card. Participation in meetings and committees is optional. You can be as involved as you like, and you’ll still have a chance to vote on the final collective agreement.