Collective Bargaining - Labour Program

Federal Mediation and Conciliation Service - About Us

The Federal Mediation and Conciliation Service (FMCS) was established to provide dispute resolution and dispute prevention assistance to trade unions and employers under the jurisdiction of the Canada Labour Code to help maintain and improve labour relations.

The FMCS thus offers employers and unionized employees assistance with:

• dispute resolution through the services of conciliation and mediation officers—third parties whose mandate is to assist both parties in reaching a mutual agreement; and
• dispute prevention assistance that among other things, offers training workshops on collective bargaining, joint conflict resolution and grievance mediation. These are all ways of resolving disagreements and improving labour relations during the term of the collective agreement.

The FMCS also plays an important role in another method of conflict resolution: arbitration. It coordinates the appointment of arbitrators to resolve grievances under subsection 57(5) of the Canada Labour Code when parties are unable to agree on the selection of an arbitrator or arbitration board chairperson.

Collective Bargaining Process

• The collective bargaining process begins with a notice to bargain, a written notification given by either the employer or the union requiring the other party to begin collective bargaining negotiations for the purpose of renewing or revising a collective agreement or entering into a new collective agreement. As soon as notice to bargain is given, both the employer and the union are responsible for negotiating in good faith.
• If an impasse is reached or if the negotiations have not started within the time specified in section 50 of the Canada Labour Code, either party may file a notice of dispute with the Minister of Labour.
• In the event of a notice of a dispute which has been filed in full compliance with section 6 of the Canada Industrial Relations Regulations, the Minister of Labour appoints a conciliation officer within fifteen days to assist the parties in resolving their differences.
• The conciliation officer has a 60-day mandate, but the parties may, if they both agree, request an extension of the time for conciliation. At the end of the conciliation period, a 21-day cooling off period begins.
• During the cooling off period, the Minister of Labour can appoint a mediator to continue to assist the parties in reaching an agreement. During this time, parties acquire the legal right to strike or lockout. However, a legal work stoppage cannot take place until the 21-days have expired.
• As a requirement to obtain the legal right to declare a strike or lockout, a seventy-two hours’ notice to the other party and to the Minister of Labour is needed. In addition, the parties must enter into a maintenance of activities agreement and have it filed it with the Minister and the Canada Industrial Relations Board (CIRB), or have received a decision on maintenance of activities from the CIRB, and the union must obtain a strike mandate (60 days – section 87.3 of the Code) from its membership in order to commence strike action.
• If need be, the Minister of Labour can refer specific issues to the CIRB. For example, after the parties have entered into an agreement on the maintenance of minimal services during a work stoppage, the Minister of Labour may refer to the CIRB a question about whether the agreement was sufficient to prevent an immediate and serious danger to the safety or health of the public.
• Another possibility is the appointment of an arbitrator to resolve outstanding issues, however both parties must agree.
• In summary, parties may not exercise their right to strike or lockout until a notice to bargain has been given, the conciliation process has taken place, twenty-one days have elapsed since the end of the conciliation process, a strike vote has been taken, the parties have filed a maintenance of activities agreement with the CIRB and the Minister, or have received a decision on maintenance of activities from the CIRB, and a 72-hour strike notice or lockout has been given.
• In rare instances, the period of the conciliation process (60 days) may be shortened by agreement of the parties or eliminated if the Minister decides not to appoint a conciliation officer, a conciliation commissioner or a conciliation board.
• In rare instances, a strike or lockout may have such a significant impact on the public interest that back-to-work legislation or special legislation is needed. This type of legislation is considered as a last resort.

Notice of dispute

A notice of dispute is a formal written notification advising the Minister of Labour that the parties to a collective agreement have reached an impasse in their efforts to enter into, renew or revise a collective agreement and that the intervention of a neutral party is needed. By means of the notice of dispute, the parties are requesting that the Minister provide conciliation assistance to the parties.

As specified in section 71 of the Canada Labour Code, a notice of dispute may be provided by either party to the Minister of Labour once the parties have bargained collectively and reached an impasse, or have failed to enter into negotiations within the time specified in section 50 of the Code. When a notice of dispute has been served, the Minister has the option to appoint a conciliation officer, a conciliation commissioner, establish a conciliation board or choose to not provide assistance. Under normal circumstances, a conciliation officer, who is a member of the staff of the FMCS, is appointed no later than 15 days following receipt of the notice of dispute which has been filed in full compliance with section 6 of the Canada Industrial Relations Regulations.

Conciliation

When the employer and unionized employees cannot reach an agreement, and negotiations to renew the collective agreement reach an impasse, the Minister of Labour may decide to appoint a conciliation officer.

However, the employer or the union representing the employees must make a request to the Minister by filing a "notice of dispute". Once appointed, the conciliation officer will meet the parties to assist them in resolving the impasse and reaching a collective agreement. Conciliation officers have considerable expertise in industrial relations gained through years of practical experience.

The conciliation process may take up to 60 days, although the parties may mutually agree to extend this time period.

To request conciliation assistance, employers or unions may do so by completing the form "Notice of dispute and request for conciliation assistance" and by sending it to the Federal Mediation and Conciliation Service.

The form can be submitted by:

Email: fmcs_sfmc.inquiry-demande@labour-travail.gc.ca (recommended)

Mail: 165 de l'Hôtel-de-Ville Street
Place du Portage, Phase II, 10th Floor
Gatineau, Quebec  K1A 0J2

Fax: 819-953-3162

Required documentation to be included with the request is mentioned on the form. A complete copy of the submitted documents should be retained for your records and future reference.

For more information, you may contact the Federal Mediation and Conciliation Service of the Labour Program:

• Toll free phone number: 1-855-249-2290 (then dial 819-654-4084)
• Phone number: 819-654-4084

or through the FMCS-on-line contact form.

Mediation

Mediation appointments are often made once formal conciliation procedures under the Canada Labour Code have been completed.

The Minister of Labour may appoint a mediator at any time, either at the request of one or both parties, or on the Minister's own initiative. The appointment of a mediator does not influence the acquisition of the right to strike or lockout. In almost all cases, mediation is provided by officers of the Federal Mediation and Conciliation Service.

Maintenance of activities

A maintenance of activities agreement is an agreement between the employer and the trade union confirming that in the event of a lockout or a strike, the supply of services, operation of facilities or production of goods to the extent necessary must continue to prevent an immediate and serious danger to the safety or health of the public.

To comply with section 87.4 of the Canada Labour Code, an employer and a trade union must, no later than fifteen days after notice to bargain has been given, enter into an agreement specifying the supply of services, operations of facilities or production of goods that, in its opinion, must be continued in the event of a strike or a lockout. If an agreement is reached, the parties must file a copy with the Minister and the CIRB. The agreement has the same effect as an order of the CIRB.

When the parties have not been able to reach an agreement on the maintenance of activities, the parties can apply to the CIRB to determine any question with respect to the application of subsection 87.4(1) of the Code. The CIRB must issue a decision within 82 days of receiving the application. In addition, the Minister of Labour may refer to the CIRB any question with respect to whether an agreement entered into by the parties is sufficient to ensure that subsection 87.4(1) of the Canada Labour Code is complied with.

To file a copy of the maintenance of activities agreement with the Minister, employers or unions may do so by sending it to the Federal Mediation and Conciliation Service.

The agreement can be submitted by:

Email: maintenance.activities@labour-travail.gc.ca (recommended)

Mail: 165 de l'Hôtel-de-Ville Street
Place du Portage, Phase II, 10th Floor
Gatineau, Quebec  K1A 0J2

Strike or lockout notice

A strike notice is an advanced written notice that must be given by the union to the employer indicating the date and time on which a strike will begin. A lockout notice is an advanced written notice that must be given by the employer to the union indicating the date and time on which a lockout will begin.

If no agreement is reached during the conciliation process, there is a 21-day waiting period (known as a cooling-off period) before the parties may acquire the legal right to strike or lockout. As per article 87.2 of the Canada Labour Code, advance notice of strike or lockout to the other party and the Minister of Labour is required to be served at least seventy-two hours in advance. Furthermore, to strike, the parties must have filed with the CIRB and the Minister a maintenance of activities agreement or have a decision on maintenance of activities from the CIRB, and the union must have sought and received a positive strike vote from its members within the previous 60 days.

Strike or lockout notice must be filed in full compliance as stipulated in section 7 of the Canada Industrial Relations Regulations.

Filing of collective agreements

Once the bargaining parties have ratified their collective agreement, a copy should be filed with the Minister of Labour, as per section 115 of the Canada Labour Code, by sending a copy by:

Email: NC-Negotech-GD@labour-travail.gc.ca (recommended)

Mail:  Federal Mediation and Conciliation Services, 165 de l’Hôtel-de-Ville Street
Place du Portage, 10th Floor, Mailroom L1012
Gatineau, Quebec  K1A 0J2

Note: To help us update our records accurately please provide the following information on a cover page attached to the collective agreement or email:

• the in-force dates (start and end date) of the agreement
• number of employees covered (gender breakdown if available)
• CIRB certification number (if not a voluntary recognition)