what are the skills, knowledge and chnge behaviour of the
ARTIFACT 1
Case 1: Metrobus Strike
The amalgamated Transit Union (ATU) represents about 100 workers(e.g., drivers, mechanics, administrative staff) employed withMetrobus, a city-wide transit authority. On November 3, after theparties failed to negotiate a settlement, the union conducted avote. In an overwhelming majority, 97 percent voted to reject thecontract offer and go on strike. On November 4, picket lines wereassembled at the worksite and all bus services were suspended.
The main reason for the strike appears to centre on the cost ofbenefits. While the employer has offered to increase wages by 15.5percent over four years, management Is asking that all newly hiredworkers pay for 50 percent of their benefit plan costs. Theemployer feels that this 50/50 cost sharing of benefits isreasonable and consistent with other collective agreements. Forexample, numerous public-sector employees such as city employees,firefighters, and regional water employees all pay 50 percent oftheir benefit costs. The union, on the other hand, feels that thisbenefit sharing is unacceptable and unfair.
As a result of the strike, many potentially vulnerable citizens,such as students, seniors, and lower-income earners who cannotafford their own vehicles, are left with few transportation optionsduring the winter. They now have to rely on getting rides withothers, paying the high cost of cabs, or even not showing up towork or school. Students of the university even set up aride-sharing website where they could attempt to coordinate ridesduring the strike.
Six weeks into the strike, the level of frustration has mounted.The mayor of the city, Dennis O’Keefe, has publicly urged bothsides to settle the dispute and other councillors seem hopeful thethat the government-appointed mediator will help resolve the issue.There have even been public protests and petitions asking theprovincial government to legislate an end to the strike. Despitethe frustration, the strike remains in full force with noforeseeable end.
ARTIFACT 1
Case 1: Metrobus Strike
The amalgamated Transit Union (ATU) represents about 100 workers(e.g., drivers, mechanics, administrative staff) employed withMetrobus, a city-wide transit authority. On November 3, after theparties failed to negotiate a settlement, the union conducted avote. In an overwhelming majority, 97 percent voted to reject thecontract offer and go on strike. On November 4, picket lines wereassembled at the worksite and all bus services were suspended.
The main reason for the strike appears to centre on the cost ofbenefits. While the employer has offered to increase wages by 15.5percent over four years, management Is asking that all newly hiredworkers pay for 50 percent of their benefit plan costs. Theemployer feels that this 50/50 cost sharing of benefits isreasonable and consistent with other collective agreements. Forexample, numerous public-sector employees such as city employees,firefighters, and regional water employees all pay 50 percent oftheir benefit costs. The union, on the other hand, feels that thisbenefit sharing is unacceptable and unfair.
As a result of the strike, many potentially vulnerable citizens,such as students, seniors, and lower-income earners who cannotafford their own vehicles, are left with few transportation optionsduring the winter. They now have to rely on getting rides withothers, paying the high cost of cabs, or even not showing up towork or school. Students of the university even set up aride-sharing website where they could attempt to coordinate ridesduring the strike.
Six weeks into the strike, the level of frustration has mounted.The mayor of the city, Dennis O’Keefe, has publicly urged bothsides to settle the dispute and other councillors seem hopeful thethat the government-appointed mediator will help resolve the issue.There have even been public protests and petitions asking theprovincial government to legislate an end to the strike. Despitethe frustration, the strike remains in full force with noforeseeable end.
