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While doing some housekeeping recently your executive stumbled across an old membership survey done in April 1992. At that time we belonged to the Energy Chemical Workers’ Union as local 594 (ECWU).
I thought it would be an interesting exercise to see how our local has changed, or stayed consistent, since 1992 and have compared this survey to our 2019 Unifor Local 594 Community Economic Impact Study as well as our 2023 Membership survey. Although I couldn’t always directly compare equivalent data due to variations in survey questions, I hope the following provides a sufficiently accurate representation.
Some general background on each of the surveys looked at: The 1992 survey was hand delivered by shop stewards to the members and returned the same way in a sealed envelope to protect member anonymity. The 2019 Study was distributed
electronically by the University of Regina and letters were mailed to members’ homes reminding everyone to complete the survey. The 2023 membership survey was distributed electronically and reminders were sent via surveymonkey.com. Both electronic surveys were also done anonymously.
In 1992 our local had 329 members and 253 filled out the survey for a response rate of 77%. The 2019 study saw 339 members fill out the survey with a response rate of 39%. And the 2023 survey saw 236 of 619 members fill out the survey for a response rate of 38%.
In 1992 our local consisted of 94% men and 6% women with 2 non-responses. 2019 saw a change with 84% of respondents identifying as male, 14% identifying as female and the remaining 2% choosing not to identify. And finally, the 2023 survey showed a membership of 87% men and 11% women with 2% choosing not to disclose.
The 1992 survey showed that 78% of our local was between the ages of 20-39 while the 2019 study showed 56% of our local was in a reasonably comparable age group of 26-45. 74% and 80% of members were married respectively. Additionally, 60% and 70% of members respectively had at least one child.
In 1992 our highest percentage of years worked at the refinery was less than 5 years at 39%. The 2019 study was between 5 and 10 years at 38% and the 2023 membership survey showed the highest percentage of years worked at the refinery in a permanent position was 11 to 15 years at 34%. In 1992 only 7% of members had been at the refinery for 20 or more years. In 2023 that number was 18%.
From the completed surveys/studies the Process department accounted for the highest level of respondents in all three. In 1992 that number was 50%. By 2019 it slightly reduced to 41%. As of 2023 42% of respondents were from the Process department.
In 1992 the highest percentage of respondents made between $50,000 and $59,999 (inflated to 2019 numbers using inflationcalculator.ca that is approx. $80,060 and $96,070 respectively). In 2019 the highest percentage of respondents
made between $100,000 and $125,000.
The number of respondents who attended most or all of the monthly union meetings a year in 1992 was 12%. In 2023 that number was approximately 14%.
68% of the membership in 1992 rated the union executive’s performance as generally good or excellent (top two choices). In 2019 79% either agreed or strongly agreed (top two choices) that “Local 594 effectively represents the interests of its members”. And in 2023 72% rated their satisfaction with representation/support from the union as satisfied or very satisfied (top two choices).
In going through the 1992 survey report appendices it reported all of the comments/concerns the membership were worried about then and a good majority are problems we are still worried about now. Some examples I pulled out include
hazardous or unhealthy working conditions, the risk of a major problem (ie. danger of working with dangerous gases and fluids, the potential for disaster), shift work, job security (ie. uncertainty about the future), management attitude toward health and safety (ie. slow action on safety concerns), general management attitude (ie. the attitude Federated takes towards its employees at the refinery) and management in general (ie. confusion from management about most topics, management attitude).
They also shared many of the same positives about working at the refinery as we do now. Some examples include co-workers (ie. camaraderie amongst workers, generally a pretty good group of people to work with), hours of work, time off (ie. RDO’s and vacation), money, paycheques and benefits and wages.
Here are some things to consider when assessing the above numbers. In 1992 there was “...a high number of grievances filed from Maintenance, the Boiler House and the Lab. A job freeze for maintenance positions not filled before June and a June shutdown were (sic) imminent... There were announcements of other layoffs and refinery closures in Canada and the economics of refinery operations were under question ...” In 2019 (data collected in late 2018) the lockout was looming. In 2023 we also had a record number of grievances being filed in 2022 mostly from the maintenance and process departments. Also, we were right in the middle of our 7-year contract.
Reflecting on the comparisons drawn from the surveys spanning over three decades, it becomes evident that while our union's membership has evolved in composition and demographics, certain core concerns and satisfactions have remained remarkably consistent. The journey from 1992 to the present challenges and achievements of 2023, reveals a resilient local bound by shared values and aspirations. Despite shifts in economic climates, technological advancements, and organizational dynamics, the unwavering commitment to representing member interests and addressing persistent challenges underscores the enduring strength and unity within our local. As we navigate future endeavors, these insights serve as a testament to our collective resilience and capacity to adapt while staying true to our core values.
Tasha Lang – Administration VP
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