Whether you've already signed a confidential Unifor membership card, or you're planning to sign today, thank you for taking the time to learn more about your options.

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👉 CLICK HERE TO SIGN YOUR CONFIDENTIAL UNION MEMBERSHIP CARD

Over the past several weeks, we've had the opportunity to speak with many Dyna-Mig employees. While every conversation has been different, we've heard many of the same concerns.

For some, it's about wages and making sure they continue to grow.

For others, it's about job security, opportunities for advancement, fairness, scheduling, benefits, respect in the workplace, and having a greater voice in decisions that affect them every day.

These are exactly the kinds of issues that collective bargaining is designed to address.

Looking Beyond Today's Wage

Today, Dyna-Mig wages are competitive in many classifications. In some comparable jobs, however, workers at F&P, a unionized workplace in the same industry, are already earning more.

💡 Did You Know?

F&P workers already know what they'll be earning on January 12, 2027.

Those wage increases have already been:

✔ Negotiated by their elected bargaining committee.

✔ Approved by the members through a democratic ratification vote.

✔ Written into a legally binding collective agreement.

Every F&P employee already knows what they'll be earning in just a few months.

And the process doesn't stop there.

Next year, F&P workers will begin preparing to negotiate their next collective agreement. They'll identify the priorities that matter most to them, elect or support their bargaining committee, and negotiate the wages, benefits and workplace improvements that will shape their workplace for years to come.

Instead of waiting each year to hear what management has decided, unionized workers have an opportunity to help shape the future of their workplace.

That's the power of collective bargaining.

It's not just about today's wages.

It's about having a voice in tomorrow's wages too.

What Does This Mean for Dyna-Mig?

If Dyna-Mig workers choose union representation, your current wages, benefits and working conditions become the starting point for bargaining. Nothing is automatically replaced by another company's collective agreement.

Instead, you and your co-workers decide your priorities.

Your bargaining committee, elected from among your co-workers, develops bargaining proposals based on the priorities identified by the membership. When a tentative agreement is reached, every member has the opportunity to review it and vote on whether to accept it.

No one can honestly promise what a first collective agreement will look like because every workplace is different.

What we can promise is this:

You'll have a voice.

You'll have a seat at the bargaining table through the representatives you elect.

And you'll have the final vote on your collective agreement.

This Is Just the Beginning

Over the coming weeks, we'll be sending a series of short emails about what collective bargaining really means and how a collective agreement works in practice.

Each email will focus on one topic that workers have asked us about and explain it in plain language using real examples from manufacturing workplaces.

We'll be talking about:

✔ Why negotiated wage increases provide certainty for the future.

✔ The difference between company policies and rights protected in a collective agreement.

✔ How seniority affects promotions, layoffs and recalls.

✔ What a grievance procedure is and why it matters.

✔ How workers decide what goes into a collective agreement.

✔ How collective agreements continue to improve over time through each round of bargaining.

✔ Common questions about union dues, bargaining, strikes and ratification.

Our goal isn't to pressure anyone or tell you what to think.

Our goal is to make sure every Dyna-Mig employee has the information needed to make an informed decision.

If you have a question, or if there's a topic you'd like us to cover in a future email, please let us know. Chances are someone else has the same question.

Thank you again for taking the time to learn more and for being part of this conversation.

Coming Next Week

Company Policies or Collective Agreement... What's the Difference?

Most workplaces have policies.

Unionized workplaces have policies too.

The difference is who has a voice in creating them, changing them and enforcing them.

Next week we'll explore why that distinction matters and how it can affect everything from wages and benefits to promotions, discipline and job security.