Background

Introduction

The concept of Just Transition describes a process whereby former modes of work are replaced by new processes and work methods, but when that transition does not negatively affect the worker who is forced to move from a mode of work that no longer exists.

It is usually applied to large-scale shifts in employment such as a large plant closure, entire industries shifting major investments, or older processes being replaced.

The change in the work can be from technological changes, changes to the employer, or even economic and social policy changes.

The principle is similar to bargaining for language dealing with technological change in the workplace, but applied at a much larger scale.

Workers and their communities should not be impacted negatively by circumstances over which they have no control. Including changes driven by the economic and social system we work under.

Collective Agreement Language

Just Transition language can be complex and cover many areas within the collective agreement. Here are some of those areas broken into sections:

• General Just Transition Language
• Joint Union-Employer Taskforce
• Technological Change
• (Re-)Training
• Preferential Hiring
• Pensions
• Union Representation