GLOBE UNIT 
BULLETIN 
 
 

Members’ rights in the case of layoffs at the Globe 

May 8, 2019 

Today is a sad day at The Globe and Mail. Less than a week after proudly 
celebrating its award-winning journalism at the National Newspaper Awards – 
quality journalism that is only made possible because of the talent and dedication of 
its reporters, editors, visual journalists, ad revenue staff and others – the employer 
has decided to drastically cut staff. 

Members who are considering their options during the voluntary severance offer 
period should know what to expect. If after voluntary buyouts the employer has not 
reduced labour costs to its target level, we can expect a round of layoffs. Most of 
the language in the collective agreement that applies in case of layoffs can be found 
in Article 21 (find the CA at unifor87m.org). Key points include: 

● Layoffs are done first by classification, then by reverse order of seniority 

within classifications. A members given a layoff notice who is in a higher 
classification has the right to retain employment by replacing someone in a 
lower classification (also known as “bumping”). This is subject to various 
conditions written in the contract. 
● Laid off members can either go on a recall list for two years and be eligible to 
return to fill any new vacancies in the same classification they were in or 

 
 

lower, or accept a severance package and forfeit recall rights. (Severance still 
applies if the recall period passes and no jobs are made available.) 
● Severance pay would be a lump sum, and its terms are outlined in the 
contract. Unlike the VSP, layoff severance does not include the option for 
salary continuation with pension accrual and benefits. 
● Severance pay varies depending upon the reason for the layoff. For example, 
if it is established that new processes, equipment or methods led to the 
layoff, the dismissed employee is entitled to a higher maximum pay plus a 
15% lump sum. The union will be watching for this and is prepared to file any 
necessary grievances to ensure that this language is respected. Layoffs due 
to contracting out have their own language. 
● Members hired to work on a new venture that is less than two years old, for 
example Cannabis Pro, fall under different rules per Article 19.10 of the 
contract. Bumping rights, for instance, do not apply here. 

Unlike in September 2016, the employer did approach the union (which is by law 
your exclusive bargaining agent) before offering this VSP. We asked for more 
generous voluntary separation terms in an effort to minimize the impact on the 
workforce, but that suggestion was rejected. Still, given the option for salary 
continuance, pension accrual and benefits, your Globe unit executive approved the 
VSP. 

If you have any questions about the options before you, please contact myself or 
our local Unifor rep, Eva Dominelli (​eva@unifor87m.org​). 

In solidarity, 
Mason Wright, Unit Chair 
thismason@gmail.com