TEAM is deeply disappointed that Bell is once again reducing its workforce, with TEAM members disproportionately affected. We are losing skilled, valuable jobs that matter to Manitoba. Repeated workforce reductions take a real human toll, obviously harming those who are forced to leave, but also those who remain and are expected to absorb increasing workloads. This approach places additional strain on employees, risks service quality, undermines employee well-being, and raises serious concerns about long-term operational sustainability.
Recognizing this ongoing reality, TEAM renegotiated the Collective Agreement this past summer to strengthen protections for members facing workforce reductions. These improvements included enhanced severance amounts and a significant restructuring of Article 27. The revised Article 27 provides greater clarity and certainty around who is targeted for layoff and creates meaningful opportunities for affected members to remain employed. Vacancies that arise shortly before, or as a result of, the VSP must be made available to members identified for layoff. In addition, where a member in a non-targeted position applies for the VSP, the Company is required to accept that application provided the position can be backfilled by a member whose job has been targeted. These protections were hard-won and are intended to reduce uncertainty and mitigate the impact of repeated reductions.
For members whose positions are targeted, TEAM urges caution before applying for the VSP. The payout amount is the same whether you apply for the VSP or are laid off. Moreover, TEAM members who are laid off retain access to recall rights and career transition support, and there is no question that layoff preserves eligibility to apply for Employment Insurance during the recall period and after. By contrast, voluntarily leaving employment through a VSP may affect eligibility for Employment Insurance, depending on individual circumstances.
Every member’s situation is different. Factors such as service, age, financial considerations, recall prospects, and personal circumstances can all affect what course of action is best. That is why TEAM encourages members to contact TEAM if they are uncertain, before making any decisions, to receive accurate, individualized advice and support.
TEAM will continue to advocate forcefully on your behalf and will provide further updates as more information becomes available.
Resources available for our members:
For questions related to pension, savings, and benefits, please call the Benefits Administrator at 1 888 391-0005 and select option 3.
For any questions related to the offer, please submit your question through Ask HR.
For any personal assistance, please utilize the EFAP program.
If you require advice or have questions, please contact TEAM.