1. Interim Executive Director June 2013

2.  Context  Union Certification Process  Implications  Collective Bargaining  Next Steps

3.  Canadian laws allow employees to organize a union in their workplace ◦ Either provincially with the BC Labour Relations Board or federally with the Canada Industrial Relations Board (CIRB)  Earlier this year, the NTVS staff decided they wanted to unionize their workplace.  This was not precipitated by the threat of a wage reduction, loss of working hours or change of job duties.

4.  Strict labour laws prohibited NTVS from asking NTVS staff questions about the union certification process (March – May).  NTVS will continue to express “no position” on the merits of unionization.  However, NTVS has an obligation to report to NTVS members about union certification and explain the potential impacts on our budget and programming.

5.  CUPE filed an application for certification with the BC Labour Relations Board on March 13, 2013.  NTVS contested the jurisdiction of the BC Labour Relations Board over the Society and Nisga’a Final Agreement.  CUPE withdrew its application and filed a new application with the CIRB on March 27, 2013.  NTVS asked for hearing to contest the application and seek protections for the Nisga’a Final Agreement and Nisga’a Laws. CIRB refused our request.  On May 22, 2013 CIRB certified the Canadian Union of Public Employees (CUPE) as the bargaining agent for the four NTVS employees.

6.  In the coming months, NTVS and CUPE will commence a Collective Bargaining process to develop a Collective Agreement.  Board of Directors oversee process and set mandates with assistance of legal advisors  Interim Executive Director will lead negotiations  The negotiations will cover key areas such as:  Employee Classifications  Job Descriptions  Hours of Work  Wages and Wage Increases  Types of Leave and Leave Entitlement  Harassment and Grievances  Disciplinary Actions

7.  Impact on Treaty Rights and Cultural Practices  It may be difficult to reconcile Canadian federal labour laws with NTVS’s traditional practices and operations. Specifically, with respect to cultural events and the role of the Church.  Annual Costs  There may be increased annul costs to the NTVS to cover changes in staff wages and benefits.  There may be additional costs to the NTVS associated with grievances or disciplinary actions.  Future Costs  Collective Agreement negotiations take place every 3-5 years. This process will incur added legal costs to the NTVS each time a new Agreement is negotiated.  Potential Collective Agreement Restrictions  Use of casual, part-time, temporary, contractors and volunteer staff.  Creating new positions or eliminating redundant positions.  This in turn can impact what choices the Community and NTVS can make with regards to developing new programs and services.

8.  The Board’s Goal is to Negotiate a Fair Collective Agreement  That respects the Nisga’a Final Agreement and Nisga’a laws.  That respects the mandate of the Nisga’a Ts’amiks Vancouver Society.  That respects the needs/wants of the NTVS Local Community Members.  The Board’s Goal is to Keep Legal Costs as Low as Possible  By building on existing Nisga’a labour laws, HR policies, and job descriptions.  Practice “good faith” bargaining during the Collective Agreement negotiations.  Update NTVS Community Members Regularly On the progress of the Collective Bargaining process. On what the new Collective Agreement means to the Community.