Your Contract at Hilton Garden Inn

Where we are and where we’re going

Hilton Bargaining

Come here for regular updates on our campaign to secure a first collective agreement for employees at the Hilton Garden Inn and Homewood Suites in Downtown Calgary.







Wednesday, September 11th, 2019

Fresh news for our Hilton members! We have just received from the Labour Relations Board confirmation that:

  • We have withdrawn our request for a supervised strike vote;
  • that both Local 401 and Widewaters have agreed to arbitration to finish the remaining bargaining issues; and
  • that both Local 401 and Widewaters have agreed to Deborah Howes as the arbitrator to conduct the first contract arbitration. 

If you’d like to see the official facsimile for the Alberta Labour Relations Board, the notice is here.

We are pleased that we can now get on with systematic improvements to your workplace conditions via the collective bargaining process.

If you have any questions, then please contact your Union Labour Relations Officer Stephen Reed. 

You can reach Stephen at: 

403-291-1047 (Ext. 1111) or email him at





Wednesday, September 4th, 2019

As mentioned last week, we have moved into “First Contract Arbitration.” 

So what is “First Contract Arbitration?” During their last term, the Albertan NDP government brought in legislation that allows for binding arbitration in situations where a first collective agreement can’t be reached. 

First contracts are particularly challenging and regularly leave unions exposed since the employer previously had little motivation to bargain in good faith and sign a contract. 

Neither side may apply for assistance until a minimum of 90 days of bargaining has passed with no agreement. 

Once applied for an arbitrator appointed by the Labour Board will produce orders to help the sides move ahead, and make final decisions on items that continue to conflict. 

Though uncommon, strikes and lockouts are most typical during first agreements.

Binding arbitration is not a perfect answer. However, it does reduce work stoppages and help to move negotiations. Second agreements are invariably easier to negotiate once employers have a chance to see for themselves that unionization isn’t the end of the world and generally helpful for stabilizing a workplace.





Friday, August 30th, 2019

A union contract also called a Collective Bargaining Agreement (CBA) is a set of rules and procedures (called “contract language”) that are agreed to by the union members and the Company. The CBA is essentially a rulebook that clearly defines the terms and working conditions.

A contract includes things like:

  • wages and benefits;
  • seniority;
  • scheduling;
  • vacation time;
  • bidding on job postings;
  • a grievance and dispute resolution system.

As well as several other items to make sure that you get paid and are treated fairly at work.

Sometime later this fall, your union bargaining committee will be meeting with the Company and a special independent arbitrator to begin First Contract Arbitration.  

The focus of the arbitration is wages and benefits – what’s called the “monetary” or money items in the Collective Bargaining Agreement.

The non-monetary items we have completed because the contract language your bargaining committee negotiated in earlier mediation is excellent!  

These non-monetary items are particularly useful in regards to recognizing your seniority rights, your scheduling, respect from your supervisors, better vacation language and more.

Over the next few weeks, we’ll be taking a look at some of these contract language achievements. 




In Solidarity,

Your Union Bargaining Committee

Yes, we want better!

Oui nous pouvons!

Sama sama kayang kaya!

Sí se puede!