Unions Case Study

The role of unions regarding mental illness in the workplace has a huge impact versus a person in a workplace with no union. Within the union, there is an extra responsibility when it comes to mental illness that is created through a workplace. It is tough for unions because they have a very limited control over the workplace, resulting in an also limited amount of things that can help a mental health situation. As stated in section 3.2 – standards in the workplace, CUPEs guide, Stop harassment: A guide for CUPE locals, unions can do the following to help with a harassment or bullying situation: make sure employers carry out their responsibilities and provide a work environment free from harassment, negotiate and enforce collective agreement

Unions push this idea and can even deliver a general statement providing a collective agreement that the employer is attempting to create an environment free of harassment (CUPE, 2014). While employers cannot guarantee that no harassment will happen in the workplace, they must do everything in their power to stop and prevent harassment while protecting the workers, investigating issues and provide follow-ups (CUPE, 2014). A workplace should ensure reasonable workload, autonomy, balance, and flexibility to all members with making job security and workplace justice the primary importance (Public Service Alliance of Canada, n.d.). Unions should assist any member that needs an accommodation to help with identifying any solutions that need to be stated to the employer (Public Service Alliance of Canada, 2013). Unions should also enforce an anti- harassment policy within a workplace. Depending on certain jurisdictions it might be the law to implement one within the workplace (CUPE, 2014). Unions should also respect the members’ personal files and ensure confidentiality of medical information (Public Service Alliance of Canada, 2013). Unions can also demand better working conditions; they can even start bargaining, mobilization, lobbying along with other collective actions before a harassment incident even occurs (CUPE,

Workplaces with no union do not have a voice, therefore, they have less benefits, fewer sick leave days, and a worse or non-existent health plan. J. Darrach stated that people with mental illnesses who are part of a non-unionized workplace do not often receive the same type of support as they do in an unionized workplace. They are often at risk to loose their job because of the amount of time they missed or work performance as a result of their illness (person communication, February 2, 2016). Unions tend to have higher access to grievance systems and full-time and permanent workers have a benefits advantage (Marshall, 2003). Unionized jobs not only boost wages and job security but also they also develop access to insurance and pensions because of collective bargaining (Marshall, 2003). Statistics show that seventy nine percent of employees in a union had an RPP (a pension plan that contributes to a retirement fund) while thirty percent of non-unionized employee did not (Marshall, 2003). As of 1999, 37% of non-unionized workers and 69% of unionized worked benefited from a full coverage package benefits plan (Akyeampong, 2002). Unfortunately 52% of the non-unionized workers and 13% of unionized workers had zero coverage (Akyeampong, 2002). The comparison