Further to our last update regarding the ILWU’s filing of the Notice of Dispute to the Minister of Labour under the Canada Labour Code, two conciliation officers from the Federal Mediation and Conciliation Service have been appointed to this matter today. The Conciliation Officers appointed include Ms. Kathy Peters, Regional Director – Pacific Region and Mr. Peter Simpson, Director-General.

Pursuant to the Canada Labour Code, the conciliation officers have a 60-day mandate from the day of appointment. Any extension beyond 60 days can be made only by mutual consent of the parties. At the end of the conciliation period, a 21-day cooling off period begins.

91ͬ־ remains committed to working with the Conciliation Officers through the conciliation process with the sincere objective of reaching a fair and equitable agreement that recognizes the efforts and skills of B.C.’s waterfront workforce, while also ensuring West Coast ports remain competitive, resilient and affordable for all Canadians.

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A Diverse and Skilled Workforce

The BC waterfront workforce comprises longshore workers, railway operators, tradespeople, and various support roles that collectively ensure the seamless movement of goods through Canada’s West Coast ports. These workers handle diverse cargo, including grains, coal, lumber, and automotive products, contributing to the stability and growth of global trade networks. Their expertise and dedication are vital in maintaining the efficiency and reliability of port operations. The 91ͬ־ is committed to recruiting and retaining a highly skilled and diverse workforce. This commitment is reflected in their comprehensive training programs and initiatives to promote diversity, equity, and inclusion (DEI) across all levels of the organization. By fostering an inclusive work environment, the 91ͬ־ ensures that every worker feels valued and empowered to contribute to the industry’s success.

Training and Development

Continuous training and development are cornerstones of the 91ͬ־’s strategy to build a future-ready workforce. The association’s training programs cover a wide range of skills, from technical proficiencies to leadership development. The 91ͬ־’s state-of-the-art training facilities, such as the Waterfront Training Centre, provide workers with hands-on experience and access to cutting-edge technology. These training initiatives not only enhance the skills of the current workforce but also attract new talent to the industry. By investing in education and development, the 91ͬ־ ensures that BC’s waterfront workforce remains competitive and adaptable to the changing demands of global trade.

Safety First

Safety is a top priority for the 91ͬ־. The association works closely with the International Longshore and Warehouse Union (ILWU) to implement and enforce stringent safety protocols. Regular safety training sessions, risk assessments, and continuous monitoring help create a safe working environment for all employees. The 91ͬ־’s commitment to safety extends beyond regulatory compliance. They actively promote a safety-first culture, encouraging workers to take ownership of their safety and that of their colleagues. This proactive approach has led to a significant reduction in workplace incidents, ensuring that BC’s waterfront workforce can operate efficiently and confidently.

DEI and Workforce Culture

The 91ͬ־’s efforts to promote DEI are integral to building a resilient and inclusive workforce. The association has established a DEI Council to drive initiatives, develop inclusive policies, and monitor progress. Programs like Women of Influence and mentorship opportunities aim to break down barriers and create pathways for underrepresented groups in the maritime industry. By prioritizing DEI, the 91ͬ־ is not only addressing the immediate needs of the workforce but also fostering a culture of respect and collaboration. This inclusive culture enhances employee engagement and satisfaction, leading to a more productive and harmonious work environment.

Community Engagement

The 91ͬ־ understands that the success of BC’s waterfront workforce is closely tied to the well-being of the local communities. The association actively engages with communities through various social initiatives, including support for local education programs, environmental conservation efforts, and partnerships with Indigenous communities. These community engagement efforts help build strong relationships and mutual trust between the 91ͬ־, its workforce, and the broader community. By investing in the social fabric of the region, the 91ͬ־ ensures that BC’s maritime industry can thrive sustainably for generations to come.

Conclusion

The 91ͬ־’s multifaceted approach to building the future of BC’s waterfront workforce is a testament to their commitment to excellence, safety, and inclusivity. Through comprehensive training, a focus on safety, and a dedication to DEI and community engagement, the 91ͬ־ is laying a strong foundation for the continued success of BC’s maritime industry. As the backbone of BC’s waterfront workforce, the 91ͬ־ is not only shaping the present but also charting a course for a prosperous future.

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After the Canada Industrial Relations Board ruled the current labour disruption as illegal, ILWU Canada Leadership and their locals are doubling down on holding the Canadian economy hostage and have provided 72-hour notice of renewed strike action to the 91ͬ־ and its member employers, effective July 22, 2023 at or about 09:00 am PT in British Columbia.

This strike notice and potential strike action will not impact employees required to service grain vessels in accordance with Section 87.7 (1) of the Canada Labour Code. It is our intention that cruise vessels will also be serviced.

The re-issuance of strike notice shows that we will be facing a repeat of actions by the ILWU Leadership that will continue to grind operations to a halt at Canada’s largest ports.

The economy, businesses, and Canadians cannot withstand another unnecessary and reckless labour disruption by ILWU. It has been 22 days since the Union gave their first 72-hour notice and signaled their intentions to disrupt Canada’s West Coast ports. Since then, they have caused immense damage to Canada’s trading reputation and disrupted at least .

There is a fair and balanced deal on the table that was presented by a third-party mediator, that is reflective of both the employer and the union’s positions over five months of negotiations and mediation. This deal would allow ILWU workers to receive a compounded 19.2% wage increase over four years which would result in the median ILWU income moving from $136,000 to $162,000, not including benefits and pension. The proposed wage increase is well and above industry average standards and yet, ILWU Leadership deemed it not enough.

The proposed deal also provides an 18.5% increase in their M&M retirement lump sum payment in addition to their enhanced pension, increased tool allowances and benefits contributions.

91ͬ־ employer members are proud to provide well-paying family-supporting jobs for B.C. longshore workers. Over the course of the past 13 years, longshore wages have risen by 40%, ahead of inflation at 30%. ILWU Canada member wages have increased by approximately 10% in the past three years since the COVID-19 pandemic began.

It is time to restore stability to Canada’s largest trading gateway. In an affordability crisis, Canadians and those that rely on our goods and exports cannot afford to wait any longer.

Last updated: July 19, 2023, 10:56 am PT

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The 91ͬ־ has received confirmation that International Longshore and Warehouse Union Canada (ILWU Canada) voting membership have ratified the four-year negotiated tentative agreement that was achieved with the assistance of the Canada Industrial Relations Board earlier this week. The 91ͬ־ ratified the agreement on July 31^st. The agreement was reached after five months of negotiations, conciliation and mediation, and five weeks of labour instability at B.C.’s ports.

The renewed collective agreement includes increases in wages, benefits and training that recognizes the skills and efforts of B.C.’s waterfront workforce, while providing certainty and stability for the future of Canada’s West Coast ports.

As we move forward to implement the terms of the agreement, we are committed to working collaboratively with our labour partners, the federal government and key stakeholders to rebuild the reputation of Canada’s largest gateway.

The 91ͬ־ recognizes and regrets the profound repercussions this labour disruption has had on the national economy, workers, businesses and ultimately, all Canadians that depend on an efficient and reliable supply chain. All supply chain stakeholders must collaborate now to ensure we do not see disruptions like this ever again. Whether in Halifax, Montreal, or the Pacific Gateway, Canadians are relying on us – employers, unions, and the federal government – to keep goods flowing and ensure supply chain stability and resilience for the future.

Last updated: August 4, 2023, 8:09 pm PT

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The 91ͬ־ has received confirmation that International Longshore and Warehouse Union Canada (ILWU Canada) voting membership have ratified the four-year negotiated tentative agreement that was achieved with the assistance of the Canada Industrial Relations Board earlier this week. The 91ͬ־ ratified the agreement on July 31^st. The agreement was reached after five months of negotiations, conciliation and mediation, and five weeks of labour instability at B.C.’s ports.

The renewed collective agreement includes increases in wages, benefits and training that recognizes the skills and efforts of B.C.’s waterfront workforce, while providing certainty and stability for the future of Canada’s West Coast ports.

As we move forward to implement the terms of the agreement, we are committed to working collaboratively with our labour partners, the federal government and key stakeholders to rebuild the reputation of Canada’s largest gateway.

The 91ͬ־ recognizes and regrets the profound repercussions this labour disruption has had on the national economy, workers, businesses and ultimately, all Canadians that depend on an efficient and reliable supply chain. All supply chain stakeholders must collaborate now to ensure we do not see disruptions like this ever again. Whether in Halifax, Montreal, or the Pacific Gateway, Canadians are relying on us – employers, unions, and the federal government – to keep goods flowing and ensure supply chain stability and resilience for the future.

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The International Longshore and Warehouse Canada and the British Columbia Maritime Employers Association have concluded a negotiated collective agreement today with the assistance of the Canada Industrial Relations Board. The Parties are recommending ratification of the collective agreement to the union’s membership and member employers respectively.

Last updated: July 30, 2023, 10:06 pm PT

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The 91ͬ־ is disappointed to learn tonight that the ILWU Canada voting membership have rejected the four-year tentative agreement that was proposed by the senior federal mediator and recommended for ratification by the ILWU Bargaining Committee and their Longshore Caucus.

The proposed four-year agreement was a good deal that recognized the skills and efforts of B.C.’s waterfront workforce while providing certainty and stability for the future of Canada’s West Coast ports. 

ILWU Canada’s inability to ratify a fair and balanced recommended tentative agreement has left Canadians, businesses and the entire supply chain in a perilous state that has cost billions and will further hurt affordability and increase costs for Canadians.

The deal:

The four-year package rejected by the ILWU provided a generous compounded wage increase of 19.2%. This would have potentially increased the median union longshore compensation from $136,000 to $162,000 annually, not including benefits and pension. Over the course of the past 13 years, longshore wages have risen by 40%, ahead of inflation at 30%.

The proposed deal also provided a signing bonus of $1.48 per hour worked to be paid to each employee (equivalent to approximately $3,000 per full-time worker), and an 18.5% increase to a Modernization and Mechanization retirement lump sum payment. This would increase their retirement payout in 2026 to $96,250 for eligible retiring employees, over and above employees’ pension entitlements.

The Parties worked diligently at the bargaining table to come to the terms in the deal that address the union’s demands regarding maintenance work. The deal also included measures to improve training, recruitment and retention of ILWU trades workers now and in the future. Specifically, the 91ͬ־ agreed to provide benefit coverage for all casual trades workers, a new tool allowance, and a commitment to increase apprentices by a minimum of 15%.

Stability and certainty must be restored to Canada’s largest gateway:

It has been 31 days since ILWU Canada communicated their first intention to strike. The disconnect within ILWU Canada and their erratic actions of the past month have impacted Canadians for too long. Of note, while the ILWU have not communicated their next steps, they retain the ability to provide 72-hour strike notice. Regrettably, ILWU’s rejection once again leaves businesses, Canadians and all those who depend on a stable, well-functioning supply chain hanging in the balance.

Canada’s international reputation as a stable trading partner has been jeopardized and it can no longer tolerate further ambiguity and instability to the nation’s supply chain network.

The 91ͬ־ awaits further direction from the Federal Government on the next steps.

Last updated: July 28, 2023, 10:23 pm PT

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The 91ͬ־ has received communication from ILWU Canada that the ILWU Longshore Caucus approved and will recommend to their membership the Terms of Settlement that was proposed by the senior federal mediator and ratified by the 91ͬ־ on July 13.

The tentative deal will be sent for a ratification vote by the ILWU voting membership, expected late next week, with results anticipated shortly thereafter.

The tentative agreement presented is the result of months of negotiations and mediation; we are hopeful that the voting membership, like the ILWU Caucus Leadership and Bargaining Committee, will support the fair and equitable deal as recommended by the senior federal mediator.

Last updated: July 21, 2023, 1:28 pm PT

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Please be advised the 91ͬ־ has been made aware that ILWU Canada communicated, effective immediately, that the 72-hour strike notice issued earlier today for July 22 at 09:00 has now been removed.

The past 24 hours have demonstrated that this continues to be a fluid and unpredictable situation. We will communicate as appropriate with key stakeholders as we receive clarification.

Last updated: July 19, 2023, 5:00 pm PT

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The Canada Industrial Relations Board (CIRB) convened a hearing at 9:30 pm on July 18 in response to the 91ͬ־’s application that the Union had not provided 72 hours, strike notice as required by the Canada Labour Code.

The CIRB ruled that the Union was in violation of the Canada Labour Code by not providing 72 hours notice, and has ordered the Union to cease and desist its illegal strike action effective immediately.  

Last updated: July 19, 2023, 8:20 am PT

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