Happy New Year! 

As we wrapped up 2024 — with 4 months of slow-moving negotiations — we  began to turn up the temperature.  In December 2024 we began putting up union stickers at our school. While this is a common union tactic protected by law in the province of Quebec, EC English Language School decided to break the rules by removing the stickers. 

They take em down. We put em up. 

Thankfully, the school has taken our Unfair Labour Practice complaint at the Tribunal administratif du travail more seriously than our written requests to stop interfering in union activity. We think a resolution is on the horizon. 

On work hours: the school turns to the Walmart Defence 

When we last bargained over a guarantee for minimum work hours — something that Unifor already negotiated in the agreement with EC Language Centre's Toronto branch — the school refused. When we pointed out that the school risked losing talented teachers of long-standing due to a crippling reduction in hours, they suggested we apply for Employment Insurance (Canada's main welfare system for people who lose their jobs). 

This is exactly the practice Walmart became famous for when studies showed it systematically subsidized its labour force with poverty programs (like food stamps and Medicaid). 

Does EC Language Centre also think the Canadian tax payer will subsidize their multinational business? 

We believe EC Language Centre can do better than turning into the Walmart of ESL.

What's next? 

We'll be back at the negotiating table for the first time this year on 30 January.

Stay tuned for more news! 

We completed round two of the Collective Bargaining Agreement negotiations last Thursday. Missing from the table was Jon Chodarcewicz, head of EC Canadian operations. EC’s lawyer, Ryan Schwartz, was their main spokesperson, with little input heard from management. 

We reopened the discussion on full-time vs part-time staff, making it clear that everyone currently employed would be considered full time for the purpose of job security. Moving forward, the school would be able to hire temporary/part-time staff for high season, while low season would continue to see the permanent full-time staff. While we have asked multiple times for their seasonal projections, they continue to say they will get back to us.

In regards to seniority, we agreed that there would be two seniority lists: one for French and one for English. In the circumstances of one teacher needing to teach the other language, they would be monetarily compensated for that work. 

The Labour Relations Committee is still under dispute. Mr. Schwartz clarified that EC accepts us choosing our LRC representatives so long as there is some consistency in duration of mandates as well as being the same as the union delegates. However, the battle continues between EC and our union on the issue of flexibility and power. From management’s point of view, the LRC would be more of a figurehead, with no power in what happens at EC. From our perspective, we are looking to have a system where management would be obligated to bargain with the LRC over potential issues. 

As a grassroots union, we have an interest in the teachers and staff having more power to make change in the workplace, even during the collective agreement time period. This is an unusual ask, but we believe it is important for us workers, the core of the company, to always have a voice in changes to our work conditions. 

To achieve this, we have included Article 6, which gives us the right to be involved in decisions about how the school operates, including giving input, guiding academic and technological changes, and reviewing relevant documents. EC must share any proposed changes in writing at monthly meetings for the union to discuss. This protects our jobs as workers. We are the backbone of the company, and we have the right to say how our work environment changes. Instead of sudden implementations like Feedback Friday where we had no say on whether it was a useful tool, they would be legally required to share their ideas with us before implementation. 

Currently, EC is adamantly opposed to this; they outright refused to discuss Article 6 during negotiations. By doing this, they have also refused parts of Article 5 and Article 7, which would give us similar rights in our professional duties as well as technological changes that affect the classroom. 

Overall, this negotiation felt more straightforward without too much debate. Continuing forward, there are potentially more contentious articles to discuss, but hopes are high and a feeling of solidarity is truly forming amongst everyone. There is a lot to look forward to in the new year! 

The first official round of negotiations regarding the Collective Bargaining Agreement (CBA) occurred last week. Present at the meeting were Jonathon Chodarcewicz, head of EC Canadian operations, alongside Eliza Gazzola, Ana Arroyo, Renee Lee, and their lawyer, Ryan Schwartz. We managed to discuss the initial five articles of the CBA, though significant disagreements arose.

While the atmosphere was quite amicable and open to discussion, management revealed their true colours when discussing Full Time and Part Time teacher contracts.

We are advocating for guaranteed hours of work per week for Full Time teachers. EC Montreal English Language School management argued that the unpredictability of enrolment could jeopardize business sustainability. But what he’s really concerned with is profit. While negotiating this point Jonathon remarked, “We are capitalists. We don’t want teachers; we want a viable business.” Not exactly the mindset you want to hear in a school… 

“We are capitalists. We don’t want teachers; we want a viable business.”

EC Montreal English Language School Management 

We are also asking for financial compensation when working with minors, as this role demands a different skill set and increased responsibilities. When addressing the additional challenges of having minors in the classroom, management insisted that any behavioural issues should be reported to them immediately. However, it was pointed out that these disruptions have been brought to management and took weeks before action was taken. More often than not, teachers are told to improve their classroom management skills - although training for such situations has never occurred. 

Finally, regarding the Labour Relations Committee, management initially seemed receptive to the idea but reacted immaturely when informed that we wanted to distribute union work among several individuals. Upon realizing EC couldn't dictate who would participate in the LRC, they responded with, “Well, then we don’t have to have a labour relations committee.”

While it appears that negotiations won’t be easy, we are optimistic.

“I felt that we presented a united front” remarks Sean, an ESL teacher. 

Many agree that the team was well prepared for the pushback. French teacher, Fatiha stated, “We know that it will be difficult to reach all the goals, but we can at least make them think a lot when they make decisions. We have a strong team, so let's hope.”

Union Win! : Room 14 closed until further notice 

After much pushback from management, EC has finally closed room 14 due to its broken window and poor temperature regulation. Both teachers and students had expressed grievances about the cold as winter settled in, yet nothing was done and complaints were ignored. Finally, after bringing this issue to EC’s lawyer as well as multiple emails from the union, the school has condemned the room until the window can be properly fixed. A small win for our Union! Teachers and students will be able to work in a space much more conducive to learning.  

The teachers and staff at EC Montreal Language School are done with being taken for granted. We're standing up, joining forces with the General Union, and fighting to win a new deal that will change the game — not just for ourselves, but for every student who walks through our doors. Here’s what we're demanding:

1. Real Work-Life Balance and Fair Schedules

No more overworked and underpaid teachers! We're demanding stable hours and fair workloads, which means teachers can actually prepare for classes instead of scrambling to keep up. When teachers have the time and energy they need, students get way better learning experiences. 

2. A Safe Space for Everyone

Teachers deserve respect and safety, period. We're fighting for real health and safety protections, including solid measures to prevent harassment. No one should have to put up with toxic behavior in their workplace. By making the classroom a safe space, teachers can focus on what they’re here for — teaching their students.

3. Opportunities to Keep Growing

Staying stuck in the same old methods isn’t what education is about. We want access to professional development so we can keep learning and bringing fresh ideas to our students. EC Montreal Language School should be investing in its teachers and staff, not keeping us on the sidelines!

4. A Real Voice in Decisions

Teachers and school staff know what their students need better than anyone. That’s why we're demanding a real say in how things are run at EC Montreal Language School. From policies to daily operations, teachers should be part of the conversation through collegial governance. 

5. Fair Pay and Decent Benefits—No More Bare Minimum

EC Montreal Language School isn't a non profit charity, it's a highly profitable, multinational corporation. We're demanding fair wages, health insurance, and a retirement plan that actually lets us live. When teachers and staff are supported, we can stay and build long-term relationships with students. It’s high time for EC Montreal to stop skimping and start respecting the people who make the school run.

This Fight is About Everyone

This isn’t just about a few paycheques or some better schedules — this is about creating a school that truly values its educators and makes the classroom a place of growth, respect, and real learning. Teachers and staff at EC Montreal Language School are making a stand, and we're not backing down. Here’s to building a better, fairer school for everyone.

Management Doesn’t Take Our Concerns Seriously

We met EC’s bosses for the first time.

We came to ask questions and have an open dialogue about what could be done to make the student experience better.

We asked to talk about:

🚽 Broken toilets and windows;

🧹 Cleanliness shared areas;

🌡️ Sweltering heat in classrooms;

👴 Outdated textbooks;

🤷‍♂️ Lack of student learning materials.

🤝 We also asked to start meeting more regularly as a school so that we can share information and troubleshoot the small day to day challenges that come up.

What did Ana Arroyo & her lawyer Ryan Schwartz say?

“this is out of our control”

“we can fix this problem next year”

“you don’t know what you’re talking about”

“we can’t solve this problem until we verify that you aren’t lying”

“we’ll only meet to talk to you if and when there is a problem”

We really wanted to think outside the box of the usually conflict between workers and management by proposing an open dialogue. In the end, what we got was mostly a brick wall of refusal to acknowledge that anything needed fixing. 

We are deeply disappointed in EC Montreal Language School's management refused to engage with our need seriously, but we aren’t intimidated. Onwards! 

A Historic Milestone

We're thrilled to announce that as of August 9, 2024, the dedicated teachers and staff at EC Montreal Language School are officially unionized! Through months of effort, determination, and solidarity, these educators have won recognition for the General Union as their certified representative, taking a significant step toward a fairer, more democratic workplace.

This victory comes after countless conversations, late nights, and deep commitment from staff who believe that a better work environment isn’t just a dream but a right. With certification, teachers and staff now have the power to negotiate for essential workplace rights, including fair wages, predictable workloads, and health and safety protections. This achievement paves the way for an inclusive collective bargaining process where every voice matters.

What’s Next?

Certification is just the beginning! Over the coming months, the General Union will work closely with EC Montreal staff to shape a collective bargaining agreement that reflects the values of respect, equity, and mutual support. Key issues like minimum guaranteed hours, improved health and safety protocols, and enhanced professional development are high on the agenda. With union representation, teachers and staff are ready to make EC Montreal an even better place for educators and students alike.

Stay tuned as we embark on this journey together, one where EC Montreal teachers and staff have a seat at the table, and their voices are heard. Here’s to a stronger, united workplace!