A lot of you are looking at the form the company handed out and feeling uneasy—and that’s understandable. Any time a workplace goes into reduced production or restructuring, the process should be fair, transparent, and predictable. Right now, many of you are being asked to make decisions that could affect your income, your EI eligibility, and even your vacation time—without having a clear framework in place.

Here are a few things to consider:

The employer currently has full control.

Right now, the company decides:

• How long the reduction lasts
• Who gets reassigned
• Who sits unpaid
• Whether vacation must be used
• Whether an ROE is issued for EI

Once you hand in that form, the final decisions are still in the employer’s hands—not yours.

Vacation time shouldn’t be used to cover gaps because of lack of work.

Vacation exists for:

• Rest
• Family time
• Mental health
• Personal needs

Not as a tool to plug wage losses during slowdowns—unless you choose it freely without pressure. No one should feel obligated to sacrifice their earned vacation because production slowed down.

“Choosing” unpaid weeks may affect your EI.

If a worker is forced into unpaid time because the company isn’t providing work, that’s typically considered a layoff.

But if the employer frames it as a “voluntary” unpaid absence, they may avoid issuing an ROE, which could delay or block access to Employment Insurance.

That’s a serious financial risk.

A union brings a negotiated process—not guesswork.

With a union and a collective agreement, situations like this don’t rely on last-minute forms or hope.

A negotiated agreement could include:

• A clear, fair order of reassignment based on seniority and qualifications
• Protection of pay rates if reassigned
• EI and ROE procedures that are automatic and not optional
• Supplemental unemployment benefits (SUB top-ups) if negotiated
• Limits on when and how employers can require the use of vacation
• Ability for workers—not just management—to shape the process

Instead of decisions being handed down from the employer, workers would have a voice and structure.

You deserve stability—not uncertainty.

If the company knows work will be reduced for 12 weeks, workers deserve:

• a clear plan
• transparency
• protection
• and a seat at the table

No one should have to sign forms under pressure without knowing the full impact.

Final Thought

You’re seeing firsthand why so many workplaces unionize—not because things are terrible, but because workers want predictability, respect, and clear rules everyone must follow—not rules that change depending on what the employer needs.

You deserve that clarity.
You deserve a say.
And you deserve protections—not paperwork that shifts risk onto you.

If you haven’t updated your Unifor membership card in the past few months, now is the time. We’re continuing to assess support across the workplace and we need to know who is still ready to move forward and build something better at DYNA-MIG.

Update your confidential card now:
https://join.unifor.org/dynamig_membership

In solidarity,
Billy O’Neill
[email protected] |  416-605-1443

Lucy Alessio
[email protected] |  416-998-3189