Job loss brings loss of livelihood, separation from the work and union family, anger and fear, a possible move from the community to a job that too often pays lower wages and benefits. This is not an individual problem. Job loss is a collective problem determined by economic and political forces beyond an individual’s control. Job loss therefore requires collective responses and actions. Employers and governments have an obligation to provide a range of resources and supports for effective adjustment services.

Where layoffs cannot be prevented, unions try to help workers in ways that are accessible, sensitive and labour-centred. Workers need assistance in the difficult task of finding new employment or accessing training. This is especially true for immigrant workers, older workers, women workers, workers of colour, disabled workers and workers in remote areas.

Early intervention – acting before the layoff actually occurs – is of proven benefit. Access to services and information right away means better choices. The sooner the adjustment process can get under way, the better the chance of success.

• A union approach to adjustment seeks to find jobs with comparable wages and working conditions to the job that was lost. Unionized employment – or the opportunity to unionize – is critical.
• A union approach to adjustment is sensitive enough to recognize the diverse needs of the membership, and flexible enough to meet the diversity of needs.
• A union approach to adjustment is relevant to all the members, regardless of their age, gender, seniority, and skill level.
• A union approach to adjustment recognizes members speak different languages and have different cultural backgrounds.

No matter how small or large the layoff, every member’s individual needs should be identified and addressed.

Our goal is to help workers make the transition toward “what’s next.” This varies from one worker to another. For most, a new job is an urgent priority. Union supports and efforts for government and employer support include:
within the sector or in another sector, preferably unionized

• Funding or assistance for job relocation
• Measures to help workers make a successful transition to a new job
• Retirement with no loss of benefits
• Access to relevant and high quality training that leads to suitable new employment
• Negotiated severance packages above the legal minimum and other special allowances for training, health and welfare, etc.