Over the years, employees in the Installations Department have had to deal with several major changes. These changes include, but are not limited to, code amendments, schedule adjustments, and disciplinary procedures. All of these changes have been made with little to no input or feedback from the Installations team - the very people these changes affect. Any attempt by an individual to show displeasure or criticism of these changes is swiftly punished by management through several measures such as alienation, unit adjustments and suspicious belated termination.

     In addition to the preceding changes, there are also several other matters at hand that we take issue with. Most importantly we are concerned about our Job Security. We work in an industry that is constantly evolving to keep up with current technologies. For over 20 years the cable industry has been focused strictly on delivering analog cable television signals. With the advent of digital cable, high speed internet, and most recently, digital phone, we find ourselves in an industry that is steadfastly becoming more automated and easily controlled from a central office. We see examples of this beginning with digital cable - soon Shaw won't have to send technicians out to configure filters for different channel packages. We see now that customers are having equipment mailed out to them for self-installs instead of one of us installing it for them. Industry experts are predicting an eventual amalgamation of internet and television services. Shaw is also stepping into the wireless market in late 2011 - that will most likely be used to their advantage by cutting costs by reducing workforce. Some of these ideas may seem far-fetched but they are in fact very real concerns for those of us who desire to have a long-lasting career in the cable industry.

     Recently there have been changes to our code and pay structure that have affected us company-wide. These changes were first rolled out in the form of a "clarification" of our code structure. These "clarifications" were hailed by management as the be-all end-all answer to any grey areas within our previous coding methods. Inexplicably they were also hailed as a pay raise for us. We don't believe there is a single technician out there who can honestly say that they received a pay raise. Common codes for legitimate work functions were removed, payment for several common work functions was cut, and seldom-used codes saw an increase. Yes, the 70% increase for Service Calls (410) is a fantastic step forward...but there are virtually very few scenarios where you can use this code. The corporate implemented "clarification" was nothing short of a slap in the face.

     The second change to our pay structure was rolled out as a redistribution of wealth. There is now a three tiered pay structure in place where new employees can earn as little as 75% of a current employee. When this structure was presented to the Installations team there was a lot of selective language and vague promises made. We were told that all current employees would start off at 100% pay, yet when it was asked if it were possible for some of us to slide back in pay, we weren't given clear and concise answers. The prospect of some of us taking a pay cut (again) at the company's discretion is disrespectful and completely unacceptable. This new structure also puts veteran technicians at risk because it gives the company incentive to terminate us so they can pay new hires at 75% cost. It can be said that the company will shy away from mass terminations due to the complications involved, but it isn't unlikely that they will put the pressure on us and tighten the screws to force us to quit. With all the changes coming down the pipe in recent years, these are quite valid concerns.

     Along with the aforementioned issues, there is also the matter of financial accountability. Being unit-based employees puts us in a unique position of working for free or at a deficit from time to time. This isn't right. Some prime examples of these situations include, but are not limited to, moving cutomer's DCTs without compensation and waiting on hold with the office. Waiting on hold is a major point of contention with us because not only does it drive up our cell phone costs, it puts us behind in our day and we waste our valuable time without pay (which can often equal multiple hours in a day). It's only fair that we get paid for the work we do and it's outrageous that we do not.

     Most of us enjoy our jobs at Shaw Cable. We enjoy working with the public, we enjoy providing a service we can stand behind, and we enjoy working with the evolving technology in the telecommunications industry. The reason we're going forward with this initiative is simple: we have no voice or representation within the company, and even though we enjoy what we do it's only fair that we get treated in a respectable manner. This means proper compensation, sufficient say in any changes that affect us, and the respect that we deserve.

     Organizing a Union can guarantee all of these things and so much more. We have partnered with the IBEW Local 424 to make these changes happen. They have been an invaluable resource in helping us plan this out, alleviate our misconceptions and fears, and offer any support necessary to make this happen. Simply put, they've pulled out all the stops to help us organize, and they will do the same for us when we show our support and vote YES to a Unionized Shaw. United we stand!

     The International Brotherhood of Electrical Workers is the oldest and largest electrical union in the world. Today, the IBEW with 900 local unions represents over 800,000 workers throughout Canada, the United States, Panama and Puerto Rico. Alberta has four local unions with over 10,000 members representing workers from EPCOR, Enmax, Cities of Calgary, Edmonton and Red Deer, and Trans Alta. The IBEW is a diverse, broad-based organization which represents members with many unique skill sets. Some of the industries the IBEW represents are Radio-Television Broadcasting, Manufacturing and Service, Motion Picture studios, Telephone, and Cable Television to name a few.

     Local union 424 is the second largest local in Canada, and the eighth largest in all of the IBEW with over 7300 members. Their membership includes government workers, inside and outside wiremen, manufacturing, alarm companies and more. Local union 424 represents workers with over 200 collective agreements. Based in the province of Alberta and the Northwest Territories, they have offices in Calgary, Fort McMurray, and their head office in Edmonton, as well as state of the art training facilities in Edmonton and Calgary, and a mobile training trailer that can travel across Alberta to provide training to its members at remote sites.

     The IBEW is a democratic organization, where the members have the right to elect their leaders and decide the union’s policies. The IBEW is also committed to mentoring, training, and empowering its members with a strong educational base in their respective fields.
     With your support and participation, the IBEW will protect your rights on the job and provide you the best possible work environment. By choosing to join the IBEW, you give yourself the opportunity to improve the quality of your life.

     A few years back Shaw developed their value system as a result of poor standings on multiple internal employee satisfaction surveys. These values were introduced as a way to direct Shaw employees in how to act and what is expected of them. We are constantly inundated by these values which are being printed on stationary, added to email signatures, and being plastered all over posters throughout our offices. Over the years it has become clear that these values are only applied to us when it is convenient for the company. Let's examine how these values are applied and what significance they actually have to us.

          Accountable

     Accountability is one of the values we are most familiar with. Shaw has the expectation that all employees at every level take responsibility for their actions and be a dependable resource to the company - which couldn't be any further from reality. We in the Installations Department are constantly being the victims of other departments passing the buck onto us. Be it with faulty routing, improper booking of calls, and even waiting on hold for ridiculous amounts of time, the responsibility of getting the job done right, on time, the first time, lies solely with us. In addition to the above examples, we are also responsible for coming into the office on our own time, without pay, to complete and hand in any paperwork, as well as turn in any keys or equipment. It seems as if any and all responsibility within Shaw trickles it's way down to us, where we are held accountable for everything. The failures of Shaw become the failures of the Installations Technicians, and that isn't the least bit fair to us.

          Balance

     The concept of having a sufficient work/life balance is a pipe dream for everyone in the Installations Department. It is quite ironic that Shaw started out as a family company, and extols the virtues of treating employees like family, yet we get to share so little time with our own. For starters, we work most weekends and work well into the evening during the week, so any technicians who have small children rarely get to see them. Add any (unpaid) overtime into the equation and you're lucky to even have a life outside of work. Secondly, it's well known and well documented that many technicians work full shifts without a sufficient break. Not only is it incredibly stressful for us to do so, but there are even health issues some of us may have to deal with because we don't have the time to enjoy a proper meal. The only balance that seems to matter to Shaw is that of their bank account, and we're the ones paying for it.

          Customer Focused

     It can be said that Shaw is an incredibly customer focused company. With the intense focus they have, it is obvious that they care moreso about the sheer numbers of customers they can retain as opposed to the actual customer experience we provide. This becomes apparent when we're constantly having to reschedule appointments in overbooked time slots within our work day, we're forced to rush through calls, do a sub-par job due to time restrictions, and we're forced to complete many of our sales on our days off. It is difficult to provide an adequate customer experience when Shaw fails to provide us with the support necessary to do so. These failures create a negative and stressful work environment for us, and it is ridiculous that we should have to accept it.

          Integrity

     Integrity is a fundamental value for a company when dealing with customer and employee satisfaction. As of late, Shaw has been falling short of the mark in the latter instance. Some examples of this are the pay cuts we've been receiving, work area and work load adjustments for selected individuals, and the lies and doublespeak fed to us from out management. Unfortunately for Shaw, we have entered an era where we can't trust our superiors. This lack of trust has created tensions in the workplace and has led us down the path we're currently following.

          Loyalty

     It doesn't come as much of a surprise when we say that Shaw is an incredibly loyal company...to it's shareholders. Over the years we've seen our pay diminish, more work piled on us to give the illusion of a pay raise, education programs cancelled, and covert disciplinary action taken against anyone who is vocal about these issues. Simply put, loyalty is given to the almighty dollar at the expense of the Installations Technicians. If the company isn't loyal to it's employees, it's up to us to be loyal to each other - which is precisely our intent in regards to our relationship with the IBEW.

          Positive, Can do Attitude

     Sadly, a positive can do attitude is a thing of the past at Shaw Cable. Through all the pay cuts, increased workload, and stresses in our day to day jobs, the office has become permeated with a negative attitude. Constant complaints and resentment are commonplace in the morning when everyone is preparing for the day. Few people want to put in any extra effort because they're overworked and stressed out. It is truly a sad state of affairs in the Installations Department and it only gets worse as time goes by.

          Team Player

     Being a team player is one of the most interesting values Shaw sings the praises of. From corporate's point of view, we should all be on Team Shaw, striving for the betterment of the company through thick and thin. Things have deteriorated away from this vision of theirs, and we find ourselves on our own team competing against the company. As with any good team, each and every member looks out for one another - this hasn't been the case with Team Shaw. Record bonuses and steady profits for upper management have translated into pay cuts and increased workloads for the Installations Team. If we don't stand up and look out for one another, we're going to continue to get trampled by the company. We can't do this on our own, and this is why we've drafted the IBEW to give us the guidance and support necessary to be recognized as a unique, talented, and driven team. Just as we look out for each and every member of our team, the IBEW looks out for and backs up each of it's members too.

     One of the biggest roadblocks with organizing a Union is that people don't really understand what a Union can do for them. A great example of the IBEW working with and for a branch of Shaw cable is in the Lower Mainland in BC. For several years the IBEW has been fighting for their rights and helping them build and maintain a higher standard of living. Any of the technicians you talk to from the region will no doubt praise the hard work and dedication that the IBEW has invested in their well being.

     Some of the things that a Union can guarantee you are proper hours of work, fair compensation for tasks completed, education, exceptional employee assistance programs, clear and fair employee recognition practices, respect, and above all, the piece of mind that comes from knowing you're protected and won't have to deal with changes to your conditions of employment. Every branch that Unionizes has the power to form their own unique collective agreement, meaning that each and every one of you have a say in what goes into the contract. The Union doesn't create your contract for you, it is created by all of us - the people who it affects - the Installation Technicians.

     Without a Union contract we are simply left out in the cold and at the mercy of upper management. If they so choose to change our pay structure again, they can do it. If they decide to cancel our education programs again, they can do it. If they want to change our conditions of employment again, they can do it. The fact of the matter is, we have no say in anything, and it will continue down that path unless we do something about it.

     On one hand we have the option to change how we're treated, how we're paid, and how secure our jobs are. On the other hand we can stay the course we're currently on, be dictated to as we have been over the years, and have no way of knowing what the future holds for us. Which option will you choose?

     Obviously, Shaw is going to have something to say when this webpage goes public. The last thing they want is to let a Union into another branch of the company because it takes away their power to control us. It's no longer a secret that we're organizing, and we've already seen them begin their own campaign against us.

     Legally, Shaw can't speak out against the Union. They need to disguise their tactics as team building exercises and morale boosting events. We've already seen them roll out the first stage of their plan as a team building exercise in which they announced their strategic intent as well as "Our Voice" - a Shaw-based social networking site. It can't be a coincidence that this program rolled out shortly after we started actively recruiting members.

     Another method Shaw has used in the past is bonuses. A few years back, tensions were running high around our offices. Shaw's solution? Give everyone a bonus check to shut them up. It doesn't take a genius to look back and see that anytime our pay structure was altered, or our schedule changed, or some other issue came up in which the Installations Department became restless, Shaw was always standing by with their band-aid bonus checks to keep us quiet.

     As mentioned before, Shaw will stop at nothing to counter our initiative. They will no doubt hire high priced lawyers (called Union-Breakers) to guide them in their mission to keep us down. They will also start a misinformation and propaganda campaign which will vilify Unions, and praise the family and team environment within Shaw. Do not be swayed by their tactics! Shaw will be prepared to give us anything we want - they'll promise us the entire world and then some. However, if we fall for their game, things will only be good for the short term. Eventually they will start picking away at all they've given us, and we'll be back to square one.

     With a Union we can have a voice. We can have our demands met. We can have security and peace of mind knowing that everything we have will stay in place and nobody can take it away. That is something Shaw can't give us. Be prepared for their next step, and remember who can guarantee your well being.

     So you've heard what we have to say and you want to know how you can help us out. First and foremost, get the word out! Talk to your co-workers, spread our ideas, and get as many people as you can to this site. Secondly, become an active member in our message board! Give us your opinions, give us your support - we're all in this together. Third, don't be bought by Shaw's empty promises. We know they'll react to this by buttering us up with whatever their deep pockets can afford, but we've been down this road before. They can offer us the world, but we all know that as soon as the smoke clears they'll slowly start picking away at what they've given us and we'll be back in our current situation.

     We can't do this without your support. The time to go ahead with organizing a Union is now. This isn't a situation where we can sit back and wait for something to happen - we need every one of you to get involved to make this work. Divided we're weak, but united we're strong!

     We understand that you may have questions or concerns about our Union activity. We invite you to take part in our message board so that we can offer clarity, peace of mind, and a clear direction in where we need to go as a team. Feel free to ask any questions you may have and please express your support as well.

     Your privacy is paramount to us. No identifiable information will be shared with any third party if you choose to access and participate in this message board. We also ask that you leave your identity anonymous as to avoid any retribution from Shaw. As previously stated, our privacy policy is available here.

To access the message board, please follow this link: www.organize424.com

Thank you for your support!