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General Language

General Just Transition Collective Agreement language dealing with climate change and/or massive shifts in investment by the employer that affect jobs.

Some of the language below is simply an acknowledgement of climate change, others identify Just Transition as a principle.

Purpose#

  • To fully minimize the impact on job, Unifor members, their families, and the community resulting from major changes to capital investment in our employers.
  • To clearly articulate union responses to the challenges faced in the energy sector resulting from climate change-related regulatory policy and capital investment changes.

Enbridge Gas: Climate Change LOU#

Climate Change

NEW LETTER OF UNDERSTANDING

Concerns about climate change are legitimate, and both the Company and Union share those concerns. As the world transitions to lower-carbon energy sources, we’re leveraging our assets to play a leadership role in climate change issues, while also satisfying the worlds growing energy demands. Sustainability is an important concept at Enbridge. Our environmental, social and governance (ESG) goals represent the next stage of our evolution as an ESG leader and help ensure we’re positioned to grow sustainably for decades to come.

The Company will continually need to change in order to pro-actively respond to changes in our business environment. The Company recognizes that these changes impact employees and are committed to working with the Union to assist employees to adapt to these changes and to provide them with enhanced personal security. The Company recognizes that enhancing personal security facilitates enhanced employee contribution and satisfaction.

This commitment includes but is not limited to: providing timely and full information on anticipated and planned changes; providing access for all employees to training which assists them in dealing with change(s).

First Union and Marsden Point Refinery (NZ)#

Just Transition Clause.

All parties acknowledge that Refining NZ has a strong future and recognises it has an important role to play in the energy infrastructure of New Zealand and is also an important player in the Northland regional economy.

This is a memorandum to ensure strong environmental, social and employment conditions and promotion of collective bargaining and collaborative industrial relations.

In anticipation of the government’s net zero carbon emissions policy by 2050, Refining NZ will investigate how it might transition its business model to embrace renewable energy sources to complement its current business structure.

There will be a focus on worker retention and Just Transition. The parties are committed to collective representation working together to identify skills and training opportunities for new skills required as a result of any future projects.

The working party will comprise 2 employer and 2 union representatives.

This group will meet regularly and give feedback to the co-joint meeting when and where possible. Its purpose is to: - Discuss areas of common interest in pursuing renewable energy sources and improving energy efficiency, and investing in and developing new enterprises within Refining NZ - Without compromising commercially sensitive arrangements, the company will consider what agencies or stakeholders (i.e. communities, iwi, council, etc.) should be engaged with and discuss with any advocacy or support that they could apply to support these endeavours. - Other than advocacy, the parties will consider any other areas of collaboration that might derive a mutual benefit for Union parties and Refining NZ. Advocate for training grants from the government to upskill or retrain employees with the aim to moving into developing new enterprises within Refining NZ.

The parties will immediately:

  • Identify areas of mutual interest (including future pathways)
  • Be transparent with the other parties about what future pathways either party will/intends to campaign for
  • Share information to assist activities campaigning for future pathways of mutual interest
  • Work collaboratively and participate in any opportunities to achieve future pathways of mutual interest.

Rio Tinto's Kitimat Aluminum Smelter/Kemano power & Unifor 2301#

24-LU-#4

Just Transition – Carbon Free anode Technology

The Company and the Union agree that due to the impacts of Global warming on our planet, the reduction of the carbon footprint in all forms of manufacturing is of great importance.

Furthermore, both the Company and the Union recognize we have a role in addressing carbon emissions from the aluminium smelting operations. We also recognize that with a move to alternate processes comes the potential risk of downstream effects on employment and in particular, employment security.

Just Transition is an acknowledgement that things must change for the sake of the planet and to ensure that we are able to continue to operate in line with changing industry, customer and government standards.

Therefore, the parties agree as follows:

  1. The Company agrees to engage in ongoing, transparent discussion with the Union regarding the introduction of the carbon free anode technology that may affect employee’s working conditions and employment security prior to implementing such changes.
    Furthermore, in accordance with the Relationship Improvement Agreement (July 2019), the Company agrees that once the carbon free anode technology (research and development) is established in Quebec that the Unifor Local 2301 Executive will be brought to view the technology in person. All costs associated with this site visit will be paid by the Company.

  2. The Company agrees any impact to the number of roles directly or indirectly, by the introduction of the carbon free anode technology at BC Works will be discussed with the union and managed in accordance with the processes outlined in Article 24.
    Notwithstanding the forgoing, the Company agrees that it will not layoff any permanent full-time employees as a direct or indirect result of the introduction of the carbon free anode technology at BC Works. Furthermore, the company agrees to discuss with the union various additional options for displaced employees such as:

    a. Consideration of attrition in the planning of employee movements during the deployment of the technological change

    b. Movement to other positions within BC Works.

    c. Retraining/education and placement into other positions within BC Works

    d. Retirement incentives package which would be negotiated with the Union and aligned with what has been applied elsewhere in RTA Canada in similar circumstances

    e. Giving due consideration to utilizing workers potentially displaced via this technological change in new lateral role opportunities that may arise as part of the implementation of the carbon free anode technology.

  3. As done in the past and if viable for the future of our business and aligned with the vision of our organization, share and discuss business opportunities for the replacement of existing operations. operations could be considered for movement of employees displaced from their current role.

  4. The company and the union agree to work together to source any additional governmental supports, both provincially and federally that may be available for employees impacted through changes designed to reduce Carbon footprint.

CUPE Standard Agreement#

Here is some “Model” language from CUPE’s Standard Agreement from the 1990s has some language that deals with Just Transition faced by coal workers at the time.

35.01 “Just Transition means the response to the impact on workers caused by the Employer’s compliance with greening the workplace where long term planning to reorganize or retrofit production to be sustainable by ensuring energy efficiency.

35.02 When the Employer is considering the introduction of change which substantially changes the duties performed by employees in the Bargaining Unit the Employer agrees to notify the employees and the Union at least four (4) months in advance of such intention.

35.03 If, as a result of a change in energy use, the Employer requires an employee to undertake additional training, the training will be provided to the employee. Such training shall be giving during the hours of work whenever possible. Any training due to energy use change shall be at the Employer’s expense without loss of pay to the employee.

35.04 If, after a reasonable period of training, the employee is unable or unwilling to acquire sufficient competence, the Employer shall make every effort to give preference to this affected employee for a position in that institution for which he/she has the necessary competence and qualifications. Should the energy use change result in lay off of an employee, the affected employee shall be laid off in accordance with the lay off provisions of this Agreement.”