Canadian Labour Reporter

lifestyle and they themselves have no sick days. They have no in- come protection if they're hurt on the job." According to the council, GoodLife instructors and train- ers do not have injury insurance through the Workplace Safety and Insurance Board (WSIB) be- cause the fitness industry is ex- empt from mandatory contribu- tions under WSIB. Additionally, because many of the employees in question are part-time, they are not eligible for employment insurance. GoodLife, however, responded to the union campaign by empha- sizing the strength of its current programs and policies. "The health and safety of our employees is a top priority for us," said Alana Free, GoodLife's vice- president of people and culture. "We have a health and safety division and a benefits program that we feel are the most impor- tant ways we can support our em- ployees." Free touted the company's free first aid and CPR training, exten- sive elearning opportunities and recognition programming. Concerning issues of injuries on the job, Free said GoodLife's benefits plan provides medical coverage as well as coverage for paramedical practitioners and long-term disability coverage. Ultimately, Free said, employ- ees are encouraged to care for their own personal health and wellness. But repetitive motion injuries represent a significant risk for these employees, said Workers United Canada Council research- er Navjeet Sidhu. "It's a very physical job," Sidhu said, adding that because coaches and instructors are often required to pay out-of-pocket for certifica- tion, uniforms and equipment, the loss of income as a result of injury can be all the more devastating. Combined with GoodLife's re- quirement employees not work at other fitness clubs or competi- tors, Sidhu said, an injury can be financially crippling. The union is calling on Good- Life to abandon its "corporate jargon" and put its considerable muscle behind a better benefits package. "One of the things that encour- ages a safe work environment is when the employer actually shares the responsibility of acci- dents and injuries," Ferguson said. As far as a non-compete clause is concerned, Free said GoodLife employees are welcome to do any work outside of the chain that does not interfere with their position or their ability to do their job. Stipulating that employees do not perform work at other fitness clubs or competitors is appropri- ate because of the highly competi- tive nature of the fitness industry, Free said, and not unusual. "We are committed to provid- ing a safe, secure and positive workplace for our employees. We welcome and encourage employ- ee feedback and input and have made many positive changes as a result of this feedback," she said. "We believe that our employ- ees are able to speak for them- selves, and do not need a third party to communicate with us on their behalf." Step forward for industry But Sidhu believes a union at GoodLife would be a huge step forward not just for those work- ers directly represented, but for fitness employees across Canada. "Our campaign has been Toronto-based but since it was launched, we have received sup- port from other GoodLife work- ers across the country," Sidhu said. "We definitely see this as a national issue. GoodLife is the largest fitness chain in Canada and one of the top chains in the world. The concept of a fitness professionals' union is one we re- ally want to realize in Canada. It would definitely be a first in the industry." More firsts can be expected as unions continue to expand their perspectives, according to Rox- anne Dubois, a representative of Unifor's organizing department. As an example, Dubois name- checked Unifor's Community Chapters program, which allows employees who in the past would have been unable to unionize — including freelancers and con- tractors — to become members. "There are more and more peo- ple in Canada who cannot orga- nize in traditional ways," Dubois said. "Even in situations where there is no conventional work- place, workers still face all the same issues." "Whether it's health and safety, whether it's job security, whether it's respect and dignity, those things don't only apply to the tra- ditional workplace, as we've seen in Canada for many decades. Those issues also apply to em- ployees working contracts, work- ing part-time, working split-shifts and working in difficult employ- ment situations." As workplaces — and work overall — continue to evolve, Du- bois said, the way employees, em- ployers and unions interact and understand each other must also evolve. 7 Canadian HR Reporter, a Thomson Reuters business 2016 CANADIAN LABOUR REPORTER NEWS < GoodLife pg. 1 GoodLife argues third party not necessary for workers Photo: Ricardo Moraes (Reuters) A union is calling for improvements to injury insurance, but GoodLife has emphasized it provides employees with medical coverage, paramedical practitioners coverage and long-term disability coverage. "A fitness professionals' union... would definitely be a first in the industry."

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