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Analysis of CBC management’s offer

After further analysis and information from CBC management, we feel the latest package from the Corporation falls well short of a sincere offer on any of the key issues. In fact, what it would mean for employees is a much more insecure workplace: existing employees would have less opportunity to maintain their employement in a downsizing, while the Corporation would have even more latitude to hire new employees on a variety of non-permanent contracts.

Here are more details:

EMPLOYMENT STATUS
There is no commitment to maintain full-time, permanent positions. Management is attempting to present the proposal as a “hard cap” on the use of contract employees. The proposal seems to suggest that the number of individual contract positions could increase from the current 180 to 560 by the end of the term of the collective agreement. But it’s far more than that. In fact, the proposal swings the door wide-open to hiring only non-permanent employees in the future. There is no limit whatsoever on the number of temporaries and so-called “fixed-term” contract employees who could be hired. And there’s no reason why the Corporation would choose one type of non-permanent employee over another. As far as temporaries are concerned the proposal is even worse. Temporary employees could be hired for as little as an hour a day. Most would never have the opportunity to have health and other benefits.

FREELANCERS
Freelance employees receive short shrift in this offer. The fees paid to them would be increased by a total of only 2% over the first two years of the deal. The management offer also seeks bargain-basement rates for freelance work that it sells to third parties.

WORKFORCE ADJUSTMENT
The management offer would see the layoff and recall rights of many employees significantly reduced. Not only does the Corporation insist that rights be exercised in components (i.e. radio, television, English, French and Corporate), it sets a high qualifications test for the exercise of those rights. This proposal is made at a time when the Corporation that is making greater and greater demands for flexibility and cross-media integration. In order to exercise rights in another component, an employee would have to have 6 months “experience” within the previous 12 months in another component in order to take work in that component.

The offer also reduces layoff and recall rights for “protected employees.” And it provides no additional benefits to people who lose their jobs as the result of technological change, contracting out, sale of business or significant changes in work methods.

WAGES
The offer would mean employees on the payroll as of the date of ratification receive a 3% increase on the wage scales as of that date. The next wage increase of 2% would come into effect on April 1, 2006. In other words, the total wage increase for the first two years would be equal to 3%. We think 3% over two years is not reasonable. The offer also contains increases of 2.5% in 2007 and 2008.

Employees would also be paid on ratification a lump sum equal to 3.5% of their base wage retroactive to April 1, 2004. But contract employees and temporary employees who have left the Corporation or who have been released during the lockout would receive no retroactive pay.

We will continue to keep you informed.

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