Core rights (plain language)
- Right to join and participate: You can join, support, and participate in union activity, including bargaining and workplace advocacy.
- Representation: You can request union support in workplace disputes and in processes your collective agreement covers.
- Collective bargaining: The union bargains wages/terms as the certified bargaining agent. If there’s no first agreement yet, the relationship still exists and legal protections still apply.
- Freedom from interference: Employers can’t lawfully intimidate or interfere with union participation.
What retaliation can look like
Retaliation can be obvious or subtle. Examples include discipline, reduced hours, job reassignments, threats, or unequal treatment tied to union activity. If something feels “off,” document it, keep calm, and route it through your union process.
Keeping your own records
- Hours + schedule: keep screenshots of schedules, start/stop times, and any last‑minute changes.
- Pay: keep pay stubs and track any discrepancies.
- Incidents: write short notes with date/time, location, who was present, and what happened.
- Communication: keep relevant texts/emails (export to PDF if you can).
Pro tip: Calm, factual records beat emotional blow‑ups. Think: timestamped notes, screenshots, and a clean timeline.
Where to verify things officially
- BC Labour Relations Board (official info + databases)
- BC Employment Standards (pay, hours, leaves)
If you’re a new hire, see New Hires: start here.