Join The Union

Why join the Teamsters Union?

We all have to earn a decent living. We all want to be treated with respect, and be allowed to change our lives and those of our families for the better.

Joining the Teamsters Union is one sure way to ensure justice and equity against arbitrary decisions from your employer.

Joining the Teamsters Union will help you:

  • Establish a balance of power in front of your employer
  • Obtain decent wages and better working conditions
  • Provide job protection and benefits through your Teamsters contract


In all parts of Canada, employees have a legal right to be union members, to organize, support, and participate in union activities. The Canada Labour Code says: “Every employee is free to join the trade union of his/her choice and to participate in its lawful activities”

What Your Employer Can and Cannot Do

You should expect that in most cases that your employer will be against employees organizing and becoming unionized. This is normal. By building the Union and your team, you can overcome the obstacles management will place in your path. As you build your organization, suspect that your supervisor will break the law. Warn your co-workers that many of the itemized infractions below will happen. Union activists should note any questionable company activity and report it immediately to your Teamster representative. They will try to frighten you by indicating they will close the office or move. They will indicate they will head hunt those responsible – let us know when you see this immediately!

Simple Rules for What Your Employer Can and Cannot Do:

The Employer Cannot…

  • Attend any union meeting, park across the street from a meeting site or engage in any undercover activity which would indicate that the employers are being kept under surveillance to determine who is and who is not participating in the union.
  • Tell employees that the company will fire or discipline them if they engage in union activity.
  • Lay off, discharge, or discipline any employees for union activity.
  • Grant employees wage increases, special concessions or benefits in order to keep the union out.
  • Ask employees about union matters, meetings, etc.
  • Ask employees what they think about the union or a union representative.
  • Ask employees how they intend to vote or if they are going to vote.
  • Threaten employees with reprisal for participating in union activities. For example, threaten to move the plant or close the business, curtail operations or reduce employees’ benefits.
  • Promise benefits to employees if they reject the union.
  • Give financial support or other assistance to a union.
  • Announce that the company will not deal with the union.
  • Ask the employees whether or not they belong to a union, or have signed up for union representation.
  • Ask the employee, during the hiring interview, about his/her affiliation with a labour organization or how he/she feels about unions.
  • Purposely team up non-union employees and keep them apart from those supporting the union.
  • Transfer workers on the basis of union affiliations or activities.
  • By nature of work assignments, create conditions intended to get rid of employees because of his/her union activity.
  • Fail to grant a scheduled benefit or wage increase because of union activity.
  • Deviate from company policy for the purpose of getting rid of a union supporter.
  • Promise employees a reward or future benefits if they decide no union.
  • Tell employees overtime work (and premium pay) will be discontinued if the business is unionized.
  • Say unionization will force the company to lay off employees.
  • Say unionization will do away with vacations, flight privileges or other benefits and privileges presently in effect.
  • Promise employees promotions, raises or other benefits if they get out of the union or refrain from joining the union.
  • Start a petition or circular against the union or encourage or take part in its circulation if started by employees.