Membership vote called to join the Society of United Professionals

Updated October 8: New FAQs added below

Dear SCMMA members, 

On behalf of the board, I am grateful that 245 members attended our special meetings this week, representing 54% of our membership. The main reason we urged members to meet in person was for them to hear a recommendation from the SCMMA Board and a presentation from our IFPTE sister union, the Society of United Professionals, Local 160.

There will be a member vote October 20-21, 2025.

SCMMA growth outpacing volunteer capacity for member services 

Our membership continues to grow at approximately 6 per cent per year, having doubled to nearly 450 since 2011. At that time, a third-party review recommended having staff support to manage the workload that was increasing. Since then, we’ve hired contractors for bargaining support and later affiliated with the International Federation of Professional and Technical Engineers (IFPTE), which has elevated our organization to a professional level. However, there are a lot of administrative and day-to-day functions that are very time consuming for a team of volunteers that is not sustainable.  

Our members deserve consistency in communications, policies and practices that currently rely on the knowledge, skills and capacity of the elected volunteer board.  

Proposal to affiliate with a larger, like-minded union 

The Society of United Professionals is asking SCMMA to merge with them and become a local of their organization, maintaining autonomy, but gaining access to a much larger pool of resources. The SCMMA Board spent several months considering and reviewing this proposal and unanimously voted, in consultation with IFPTE, to bring the offer to the membership because we feel it’s the right move for SCMMA. 

Benefits for SCMMA Members 

While bargaining for the renewed collective agreement is progressing, SCMMA would immediately benefit from bargaining power with access to the Society’s $30 million collective agreement renewal fund and strike averting strategy if we vote to merge.  

As soon as the full transition occurs, our Blue Cross levy of $25 on each paycheck would disappear, we would get a dedicated, full-time local Labour Relations Staff Officer and we’d be able to offer members consistent professional services and communication. The Society has highly developed democratic structures, policies and practices that ensure the organization runs according to the interests and values of the membership. 

Membership dues would increase to 1% of your regular salary (up from .44%), while the other unions representing City employees are paying 1.5 to 2% of their regular salary. The Society has agreed to wait until the collective agreement is ratified before introducing the increase, giving all members a break. 

Society of United Professionals 

SCMMA members and the Society members (10,000+) are similar in our professional representation and alignment on an approach to labour negotiations that focuses on solutions and problem-solving rather than creating conflict. The Society has a well-established reputation for negotiating strong collective agreements and is often recognized for leading industry standards. 

The Society actively pursues opportunities to grow and feels Saskatchewan is a strong fit. This is driven in part by Saskatchewan's recent commitment to expanding its energy sector through investments in nuclear power, and in part by the valuable expertise that the SCMMA’s executive and members would contribute to its organizing strength. 

Your SCMMA Board members are united in believing this merger will create a stronger, more professional organization that is better equipped to serve the needs of our members and negotiate strong collective agreements.  

Next Steps 

Members will have questions and we want you to feel comfortable with the process of considering this merger and be well-informed when you vote.  

1. Review the Frequently Asked Questions below and information at jointhesociety.ca. 

2. Request a personal contact or a meetup for your group with SCMMA board members and representatives from IFPTE and the Society of United Professionals.

3. Reach out to a steward in your area or email questions to dlSCMMA-Board@saskatoon.ca, scmma.saskatoon@gmail.com or organize@thesociety.ca.   

4. If your question isn’t in the prepared questions/response on either website, you may post it in the thread on the MS Teams SCMMA Members | General channel. We will do our best to provide a response on the same day.

Please participate in a membership vote on affiliating with the Society of United Professionals October 20-21. Members will cast their ballots electronically using Simply Voting. If you support joining the Society, please vote yes. 

Thank you for considering this opportunity.

Yours in solidarity,  

Greg Hippe, President 

Joining the Society of United Professionals

Visit jointhesociety.ca for more questions specific to the merger and the Society of United Professionals. We will add more questions here as they come up from members.

Why does SCMMA need a partner?

Since the change in your SCMMA leadership two years ago, the board has been working diligently to help members and the organization move forward, heal and prosper. The membership dues increased in 2019 to cover the cost of the IFPTE membership; however, the funding model has not been sufficient to pay for the added on-the-ground support needed for an organization of 450 members. We’ve doubled in membership in the past 10 years and are growing at about 6% each year. We need to be planning for a Labour Relations staff, more relief time for volunteers, off-site office and meeting space and other professional support.

In addition to the day-to-day support and space, we need a stronger defense fund to support legal expenses to defend our members. The Society’s resources and connections will give us greater clout at the bargaining table to push back against the employer

Are there risks if we wait to affiliate with a larger union?

If we wait to join a larger organization, we will miss this opportunity to increase our bargaining power with the current renewal of the collective bargaining agreement. Joining with the Society gives us access to defense funds that we don't currently have saved if the ongoing court case begins to cost more to defend.

With an election coming at the end of October, we'd like to demonstrate that joining the board is going to offer them professional training and experience and not burn them out.

With so much growth in our membership the board will have to focus on building a fee increase structure and a plan to hire staff and secure office space. We don't currently have this expertise.

What is the current funding model for SCMMA?

SCMMA member dues have been quite low historically, compared to the 1.5-2% other City union members are paying. Below estimates are based on a SCMMA 7 salary.

·       2011 (210 members); 0.2% /month ($11.67)

·       2016 (276 members); flat rate $12.50 /month

·       2019 (348 members); flat rate $12.50 /month

·       2025 (450 members); 0.44% /month ($31.16)

[Updated] If we don’t affiliate with the Society, will member dues increase?

The Board has recognized and communicated to members that a volunteer-led model isn’t sustainable with a growing membership of our size. If the merger does not proceed, the Board will prepare and propose an increase to SCMMA union dues to plan for hiring a staff person, build up our defense fund and other elements of a long-term plan.

Early estimates suggest we would introduce a dues increase to reach 1% or regular salaries in the next 12 to 18 months.

How do the values and objectives of the Society and SCMMA compare?

Like SCMMA, Society members are dedicated professionals who want their workplaces to thrive through strong, effective union representation. While committed to collaboration with the broader labour movement, the Society stands out as a union run by and for professional employees. SCMMA is closely aligned with the Society in our approach to union representation and collective bargaining.  

·       SCMMA’s constitution

·       The Society Constitution and Bylaws

Will member onboarding, updates and communication improve as a Society Local?

If we join the Society, we will adopt their framework, policies and procedures. There’s a formal process for training each position and roles and responsibilities to follow and be accountable for. A dedicated full-time Labour Relations Staff Officer will be located in Saskatoon to support member services and carry out the expectations of the organization. Members will be well-informed and involved when decisions need to be made.

How much will I pay in dues based on my salary?

If SCMMA joins the Society, your dues will increase from 0.44% to 1% of your gross salary up to a cap of $25.55/week. There are no additional fees associated with joining the Society. You will no longer pay the temporary Blue Cross levy of $25/paycheck.

Refer to this file to calculate your new Society member dues, in effect once the collective bargaining agreement is finalized:

Society Fees_2023 Rates.xlsx

Download XLSX • 22KB

Will joining the Society help us with this round of bargaining?

The Society is known for a distinctive bargaining style that emphasizes solutions over conflict. The Society is a well-resourced union with values aligned to ours, a strong record of collective bargaining and proven public advocacy success. We have already seen their commitment to their affiliation with IFPTE through the interest-free loan they extended to us as a sister-union to help with our Blue Cross debt. We can expect more of this as a Local within their union.

Our current negotiations could approach an impasse. We are committed to defending Article 16.2 to ensure our members cannot be fired without cause, and to winning wage increases that reflect the true value of our work. By joining the Society of United Professionals, we will have the resources, experience, and solidarity needed to secure these protections and achieve the gains our members deserve. They regularly undertake lobbying efforts, mobilize public pressure campaigns, and establish strike mandates that hold employers to account.

We will also have a Labour Relations Staff Officer at the bargaining table as part of the SCMMA bargaining team.

Will joining the Society delay bargaining?

Bargaining continues without interruption, and the bargaining team is ready to meet with the employer again. If the membership votes to join the Society, their support for our bargaining team will be immediate. Although, they’ve already been helpful with advice and support, as an affiliate member of IFPTE, which would continue if we didn’t join.

Could joining the Society hurt our negotiations in bargaining?

As a professional employer, we trust the Employer will not allow our union's organizational decisions to affect their conduct at the bargaining table. 

SCMMA’s bargaining team already includes a representative from IFPTE, which hasn't negatively impacted negotiations. The goal of merging with the Society with regards to the bargaining process is to demonstrate that we are now a union of 10,000 plus members and have resources to defend our position.

As a Society Local, will SCMMA have a defense budget?

If we join the Society, they have a legal defense budget of $1 million per year that they are prepared to use to support our legal expenses, including the case currently with the courts. There is an approval process through the Society’s executive for legal cases; however, they’ve already signaled their support to defend our arbitration victory on this file.

What happens to SCMMA's current funds?

These details will be sorted out during the contract agreement process with the Society if we proceed with merging. Members will be updated through the process.

Will the Society merger help my workgroup's complicated issue move forward?

The SCMMA Board is aware of some specific issues where we've been unable to get the employer to take action. These issues will become a priority once we are a Society Local. A permanent Labour Relations Staff Officer working in Saskatoon and the experts employed by the Society will be better suited and experienced in approaching these issues.

Does the Society have a political action committee?

The Society does not officially support or affiliate with any political party. Instead, it focuses on advocating for the interests of its members on labour-related issues such as fair wages, safe working conditions and benefits.

Can an Ontario union represent our members under Saskatchewan Labour Law?

The Society is impressed with SCMMA’s current labour lawyer and intends to keep him on to work on their files in Saskatchewan.

If a Society Local goes on strike, do other Locals strike in solidarity?

There has only been one instance of a Local going on strike in recent history, as the Society prefers collaboration over conflict in bargaining. However, they regularly undertake lobbying efforts, mobilize public pressure campaigns, and establish strike mandates that hold employers to account.

If another Society Local goes on strike, other Locals are not expected to strike in solidarity. However, they may ask other Locals to show solidarity support in other ways, such as solidarity pickets or other actions and it will be up to us to determine if and how we will support them.

Will SCMMA have a new name as a Local of the Society?

SCMMA can keep its name or change it to something else, as long as it's not already taken by another Local.

New! Will the employer offer SCMMA the same wage increases as CUPE 59? This seems to be the trend.

Wage increases have been negotiated at the bargaining table, but we cannot share what those increases are until an agreement has been ratified to bring to the membership.

The bargaining team was in a great position to bargain wage increases, as we don’t have to take cash to pay off our Blue Cross debt. Getting our interest-free loan from the Society was a great move for us, and the other unions didn’t have an option to go that route. The CUPE unions each needed to give up some component of a wage increase in exchange for cash to pay back their debts. 

Each union negotiates their own collective agreement with the employer. In the past, SCMMA hasn’t had much bargaining power and has been pushed to accept what was offered, which sometimes aligned with what other unions negotiated. However, each union has different issues and collective agreements are quite different.  

New! Does the Society have experience negotiating collective agreements with a municipality?

The Society has limited experience representing members at municipalities; however, several of their Labour Relations Staff Officers have extensive experience with municipalities and the public sector in previous roles. We would look for this experience when hiring our new Labour Relations Staff Officer who would be located in Saskatoon.  

The SCMMA bargaining committee would still include elected Saskatoon board members, along with the LR Staff Officer. 

New! Will the 1% dues for Society Local members increase? Who votes on that?

The Society only recently implemented membership dues at 1% of regular salary for new locals, as the previous model was too high for some Locals in the public sector. The are no plans at this time to revisit the dues structure. Dues are democratically decided upon by the membership of the Society, so all 10,000+ members would be invited to vote.

As per the Society Constitution and Bylaws, the maximum dues rate will increase each April 1 by the weighted average of the economic increases the Society negotiated for its members during the fiscal year prior. The maximum dues rate for fiscal year 2025 is $25.55/week. This dues formula was set through and can only be amended by a constitutional referendum supported by two-thirds of members that vote.

New! Why wouldn't SCMMA hire our own staff and lease office space first, rather than jump in and join the Society?

Establishing an independent operation would be costly, time-consuming, and take SCMMA’s focus away from representing members. Leasing a reasonably sized office in downtown Saskatoon would cost approximately $1,000 per month, or $12,000 per year. Hiring one full-time labour relations officer, including salary and benefits, would cost approximately $130,000 per year. On top of that, incidental office costs, such as equipment, insurance, accounting, software, IT support and office supplies, could easily add another $10,000+ per year. 

IFPTE has been alongside the SCMMA Board through the process of evaluating the offer to join the Society. Based on IFPTE’s experience with Locals across North America, knowledge of the Society and where SCMMA is at, they provided a response to share with our members for why joining with the Society is a smart move: 

“By joining the Society of United Professionals, SCMMA avoids major start-up and ongoing expenses while gaining immediate access to the Society’s established bargaining, grievance and legal expertise.  

The Society also provides scalability and sustainability, allowing SCMMA to grow membership support without having to manage HR, IT or governance infrastructure alone. Members benefit from enhanced local support through a wide range of professional union staff: Labour Relations Officers, administrative, communications, government relations, research, education & training and membership engagement staff — resources that would take years to build independently. Otherwise, SCMMA’s volunteer Executive Board would have to act as an employer, managing staff, payroll, and administration instead of focusing on advancing members’ interests.” 

New! Will the SCMMA board and the Society push for seniority-based hiring in the collective agreement?

Seniority-based hiring has never been an interest to SCMMA and it would need to be something the membership wants to pursue before it would be introduced in bargaining. None of the current board members would pursue this and the Society will not introduce issues at the Local level. The Locals, which SCMMA would be, are autonomous and identify the issues that are pursued.

About Article 16.2

Article 16.2 Dismissal and Disciplinary Action in our SCMMA Collective Agreement 2019-2023 essentially says that a member who is terminated without cause may only grieve the severance pay offered, not the dismissal itself.

SCMMA and the employer have disagreed on how it should be applied for many years. SCMMA argues it is intended for special circumstances when a position is eliminated for a legitimate reason (redundancy, technology advances, budget cuts, etc). The employer has terminated dozens of SCMMA members over the years “without cause” seemingly to avoid having to acknowledge or address an issue with the employee.

Was there a change to Article 16.2?

In 2023, a SCMMA member was terminated “without cause” and their grievance over the termination went to arbitration, which is where a third party determines the outcome. In 2024, the Arbitrator, a retired and well-respected judge, ruled in SCMMA’s favour, confirming our interpretation of Article 16.2, which was a big win for our members. An arbitration award is binding unless overturned by the courts.

SCMMA no longer has a concern with Article 16.2 as it is laid out in our collective agreement because a judge has ruled on how it is appropriately applied going forward. Since this ruling, no SCMMA members have been terminated “without cause”.

[Updated] Why did SCMMA go to arbitration over the member’s termination in 2023/2024?

As a labour union, SCMMA has a legal obligation known as Duty of Fair Representation under Section 6-59 of The Saskatchewan Employment Act, that requires unions to represent all employees in the bargaining union fairly, impartially and in good faith, regardless of union membership status. Our bylaws also speak to this in 4.05.

Each member will have a SCMMA representative attend a grievance for a termination, severance package or other action of the employer. However, SCMMA will not pursue re-instatement or wrongful dismissal if the person was culpable of misconduct or they did not meet expectations that were clearly communicated. More in these FAQs at sasklabourrelationsboard.com. The SCMMA Board follows legal advice on whether a case has merit to proceed to arbitration, as legal fees can get expensive.

In the case of the former President of SCMMA and 21-year employee, the employee grieved the severance pay offered, which did not align with the Estoppel signed with the employer that says severance will be 2 months for each year of service. In addition, the employee felt the termination was due to discrimination, which is a Human Rights violation – and which was supported by the evidence. This was the first employee who would challenge the employer’s use of Article 16 for terminating “without cause”.

Had SCMMA not supported this case, the employee could have complained to the Labour Relations Board accusing the union of failing in its duty. We could have been ordered to pursue the grievance properly or possibly pay out compensation.

What was the Arbitrator's ruling in the 2023/2024 grievance?

The Arbitrator overturned the employee’s termination and awarded them full reinstatement with back pay. The findings on the applicable provisions of the collective agreement are best summarized in paragraphs 109-111 of the Arbitrator’s decision, with paragraph 110 stating:

110. I reject the proposition that the purpose and intent of the sentence comprising the third paragraph in Article 16.2 was to confer an unfettered right on the City to terminate any employee at will, for any reason and regardless of how unfair and unjust it might be, simply by declaring that the termination was without cause. Nor do I accept that it was intended to confer an option on one party to the Collective Agreement (the Employer) to alter an unjustly terminated employee’s right to a fair and equitable remedy, including reinstatement, as set out in the second paragraph of Article 16.2, simply by declaring the termination was “without cause.”

The Arbitrator found the City’s actions against the employee to be “disguised discipline,” and if an employer terminates an employee for perceived culpable behaviour, the cause may not be labelled as “without cause.” Whether a termination is for cause or without cause is determined by the facts, not by one party’s characterization.

The City initiated a judicial review to challenge the ruling, which will be heard by a judge on October 8, 2025. A judicial review is not an appeal. It is a written application, where the disappointed party seeks to demonstrate that, based on the materials and evidence, the arbitrator made an unreasonable error of law or fact.

I feel I’m a valuable employee and am not worried about getting fired. Why should I support SCMMA in preserving Article 16.2?

Even if an employee personally feels secure in their job, job security provisions in a collective agreement still matter. No one can predict changes in management, restructuring or economic downturns. Article 16.2 as it’s currently worded, and with the precedent-setting Arbitrator ruling on how it can be applied, is a safety net if circumstances change.

Collective agreements are about protecting everyone, not just individuals. Strong job security language helps ensure fairness and stability across the membership; it can also strengthen a union’s position in future bargaining.

New! Does Article 16 keep bad managers around? If there’s a manager who is not good fit and affecting the culture, shouldn’t they be fired?

SCMMAs obligation is to uphold and defend the benefits previously fought for in the collective bargaining agreement. Article 16 was intended for instances when a position was eliminated, resulting in a termination, in the late 1990s as technology was advancing.

Defending Article 16 has nothing to do with keeping people who are not performing well at their job. The reason to defend Article 16 is so that a member can’t be fired without a legitimate reason. An employee is owed the respect of knowing if they aren’t performing so they can improve. They shouldn’t pass their probationary period if they are not meeting expectations.

If a member is having difficulty with their manager (SCMMA or ESA), they should reach out to a SCMMA steward for advice. There are options for the union to support the member or their work group, as no one deserves to be mistreated in the workplace.

General

I will be out of the country on October 20 and 21. Are there other ways to vote?

Yes, reach out to the board or a steward and we can provide a link to vote early.

What's the latest with the Blue Cross debt?

We're pleased to report that our IFPTE sister union, the Society of United Professionals, signed a contract with SCMMA for an interest-free loan to pay off our debt owing to Blue Cross. This was significant for us during bargaining for the collective agreement, as we didn't need cash in exchange for negotiating salary increases. Read the October 5, 2025 Blue Cross FAQ for an update.

New! How many members need to vote in favour of the motion for it to pass?

SCMMA will join the Society if 50% +1 of members who vote are in support of the motion on October 20-21.