The 105 family has had a number of homes.  Our current home at 685 Nebo Road is the first one that we have owned.  In the late 1980’s Local 105’s membership established a Building Fund for the express purpose of purchasing a building to house Local 105’s operations.  This was funded through check-off contributions pursuant to the collective agreement.  Once the fund had reached an appropriate level our officers began the search for a new home for the Local Union.  We purchased our current property in 1992 and we began construction and renovations shortly thereafter.  In addition, the Local Union established the IBEW Local Union 105 Home Association Inc. to administer the properties we then held and now currently hold.  July of 1993 saw us move into our existing home.  The latest stage of development and construction to our property was the completion of the Training Centre in 1999.

Prior to owning our own facilities, the Local Union had always rented.  The most recent home we rented was the Plumbers’ Hall on 300 Fennell Avenue East on the Hamilton Mountain.  We had moved to Fennell Avenue from offices at Parkdale and Melvin to which we moved from Barton Street, just east of the Legion Hall and across the street from the Center Mall.  That home was only minutes away from the previous location at Barton and Ottawa Streets.  The Labour Temple on Catharine Street and, prior to that, the Orange Hall on James Street takes us back to 1950.  Records are unavailable with respect to our homes before these.

Even though our family calls Hamilton home, Local 105’s jurisdiction covers more that just the City of Hamilton.  It also covers members and work in Burlington, Oakville, Cayuga, Tillsonburg, Milton and Brantford among other areas.  I raise the issue of geographic jurisdiction to illustrate a significant stage of growth in Local 105’s family.  Most members are well aware of the Brantford area being part of Local 105’s jurisdiction.  But, that was not always the case.  Brantford had its own Local Union, Local 805.  Negotiations began between Local 805 and Local 105 with respect to a merger in the early part of 1962.  In April of 1963, the negotiations proved fruitful and a proposed merger was approved by the International Union.  Thus, in 1963, the Brantford Local became Unit 2 of Local 105.  At the time of the merger Local 105 had over 500 members and Local 805 had roughly 60 members.  While the membership in our family increased by a mere twelve per cent, the merger almost doubled the geographic jurisdiction of Local 105.  The final step in the process of bringing the two Local Unions together occurred in December of 1971 when the two individual Units ceased to exist and all members belonged to Local 105.  Our family has continued to represent all of these members under the name of Local 105 since that time.
Representation, in the sense of a Trade Union, is traditionally thought of in areas such as wages, terms or conditions of employment and the number of members.

And, in these important areas we have come a long way since our humble beginnings early in the twentieth century.  Ninety-five cents per hour and roughly 100 members!  That was the state of Local 105 of the IBEW in 1929, shortly after the “revival” of our Charter in 1928.  It was four times the 25 members that were our family at the time of Local 105’s original Charter in January of 1900.  Yes, there is much more to our history than remuneration and membership numbers.  However, this presents an interesting departure point.  After all, as of May 1, 2006,  licensed electricians now receive a total wage package of $46.78 per hour.  Further, our family now numbers approximately 1300.

Very few early collective agreements were discovered during research for this piece.  The earliest uncovered took effect on September 1, 1929.  It was a one-year agreement, expiring on August 31, 1930, the year in which Local 105 had its first full time Business Manager/Financial Secretary-Brother James MacNamara.  Ninety-five cents per hour was paid to journeymen, who worked from 8:00 a.m. until 12:00 p.m. and then from 1:00 p.m. until 5:00 p.m. Monday through Friday.  Regular hours of work also included 8:00 a.m. until 12:00 p.m. on Saturday.  In other words, the regular work-week was five and on-half days and 44 hours.  Overtime was paid at a rate of one and one-half times the regular rate of pay until 10:00 p.m. Monday through Friday and until 5:00 p.m. on Saturday.  All hours above those were paid at two times the regular rate of pay.

Interestingly, the apprentice to journeyman ratio in 1929 and 1930 was 1 to 4.  However, the apprenticeship period was only four years, one year shorter than it is now.  Remuneration for apprentices under the terms of that collective agreement was six dollars per week for apprentices in the fist six months and rose to seventy cents per hour for an apprentice in the final six months of apprenticeship.  Other items of interest from this agreement included out of town expenses and the creation of a Joint Apprenticeship Examining Board.  The Joint Apprenticeship Examining Board was created to classify those apprentices “currently in the trade”.  This is the first record of a joint labour-management committee comprised of Local 105 and its signatory contractors.  But, it is certainly not the last.

Available records illustrate that many forms of labour-management cooperation between Local 105 and the contractors’ association (now the Electrical Contractors’ Association of Hamilton) have clearly served us well throughout our history.  In our fiftieth year of existence (then) Business Manager and Financial Secretary, Brother Harold Patton observed that we had engaged on only three strikes for collective agreements.  In our second fifty years we were on strike with respect to collective agreements only four more times.  That is a mere seven strikes in one hundred years!

Many firsts with respect to the terms and conditions of work can be attributed to Local 105.  We have truly lit the way in this regard.  One of the gains won by Local 105 members, generally considered to be one of the most important accomplishments, is the 36-hour work-week.  As seen from the 1929-1930 collective agreement, our history began with the 44-hour work-week.  The first record of a shorter work-week is found in the 1932-1933 collective agreement, which provided for 40 hours per week.
In 1965 Local 105 “targets” the 35-hour week as its main goal for that round of negotiations.  At that point the Toronto IBEW Local had a 37.5 hour work-week and the Sarnia Local had a 36-hour work-week.  We “settled” for a 37.5 hour work-week without any loss in pay.  This began July 1 1968- the final year of this four year agreement.  Yet, the membership and leadership of Local 105 would not give up easily on the shorter work- week.  The 1971-1973 collective agreement is the first with Local 105 at a 36-hour work week.  This is where we remain today.

Another important advance by Local 105 was achieved in 1962.  Prior to this point in time Local 105 members were not permitted to eat during their coffee breaks.  Some contractors saw this as turning a coffee break into a luncheon.  An expansion project at the Steel Company of Canada Ltd. proved to be the culminating incident in this regard.  Newspaper articles reported that supervisors for Canada Comstock Ltd. had repeatedly warned the electricians on site about eating sandwiches during the morning coffee break.  On Thursday, June 7, 1962, 68 members of Local 105 were fired for doing so.  The Local 105 members had, for the most part, eaten something to go with their coffee that morning.  Notwithstanding the fact that even the morning coffee break was not guaranteed in the collective agreement, (then) Business Manager Alex Duncan met with officials of the company.  Roughly three hours after the 68 Local 105 members had been fired, the employer agreed to re-hire all of the electricians and apprentices.  In this instance, Local 105 members again lit the way for all Building Trades Unions in Hamilton and surrounding areas.  And, they didn’t need a strike to do so.

Regardless, or as a result, of the lack of strikes, we continue to enjoy our superior rates of pay, benefits, and terms of conditions with respect to our employment.  Our collective agreements have always been held up as models for the industry.  Ask any of Local 105’s dedicated representatives and members who have negotiated collective agreements over the years and they will tell you how difficult, highly charged, and exhausting they are.  They will also, no doubt, quickly tell you of the great sense of accomplishment and satisfaction resulting from working with contractors to get the deals done.  As written is the January/February 1998, IBEW Journal by (then) Press Secretary Brother Dana R Tweddle:

We are in the business with our union employers; what is good for their business is good for our union.  Let’s show the world union workers are the best and most successful workers.

It is the clear recognition of the adherence to such a principle that has aided Local 105 in attaining the terms and conditions we currently enjoy.  Further, it is obvious that our contractors have also recognized this.  Although the contractors may be viewed on occasion as being on the opposite side of the table, Local 105 has enjoyed a business relationship with our counterparts that are not seen in all areas.  In fact, it is not seen in many other areas or trades.  There is little doubt, given the first one hundred years of our existence that this will continue to the benefit of all in the future.  This is so notwithstanding the current Provincial Bargaining scheme in the Province of Ontario, a scheme that has existed since 1977.

Additional factors, which have heavily contributed to our success in negotiations, are the skills and abilities of our members.  It is a factor that continues to be a great source of pride for our Local Union.  From the early years of our history, (as can be seen from the 1929-1930 collective agreement) we have been involved in apprenticeship programs.  That first labour-management committee on apprenticeship has evolved over the years.  We now have both a Local apprenticeship Committee (comprised of Local 105 members only) and a Joint Apprenticeship Committee (comprised of Local 105 and contractor members with a government representative participating).  Thus, an apprentice’s training is monitored and insured throughout the terms of his or her apprenticeship.  These committees insure that our apprentices receive the proper pre-job, in school and on job training to virtually guarantee that Local 105 and its contractors will have the best trained people in our jurisdiction.  “We train”, the saying goes, “from cradle to the grave”.  We have recognized that training must go beyond apprenticeship.  Thus, Local 105 has continuously taken training to a much greater level, particularly in the last twenty years.

The Local Union has provided training on its own or in partnership with various levels of government and our signatory contractors in areas such as instrumentation, fire alarms, PLC, motor control, communications, fiber optics, welding, blue print reading, estimating and electronics.  We have also been involved in a great deal of skills upgrading, both in the trade and in general areas such as math, English, computers and other “basics”.  The levels and types of training have steadily increased as our members recognize that our changing world requires us to keep pace or lead the way with respect to skills that Local 105 can offer its signatory contactors and clients.  The completion of our Training center in 1999 goes a long way towards Local 105 controlling the vast majority of training in electrical and related fields in the future.  Clearly, our members have, once again, shown that we will be lighting the way in this regard.

Yet, training our members in trade-related fields tells but a small portion of this Local Union’s record in educating its members.  We have also seen a considerable number of courses in areas such as steward training, Construction  Organizing Membership Education Training (COMET), membership assistance programs, Workplace Hazardous Materials Information System (WHMIS), trade union history, IBEW history, Train the Trainer programs, union counselor education, political action/membership mobilization and leadership training.  Such training builds on the social consciousness of Local 105.  It also serves to assist its officers, committees and members to continue to contribute to our health and standard of living.  In addition, the raising of our collective social consciousness through these types of courses and the continued activities of our Local and it’s members we have positively influenced our members and their families.  We can also boast of having substantially benefited other workers and their families, decision-makers and our communities in general.  Yes, Unions continue to be extremely useful institutions and Local 105 continues to light the way for other unions and their families.

Taking the knowledge gained from these training courses and our sense of fairness, Local 105 and its members have “taken to the streets”, so to speak.  While we have not been on the line very often with respect to negotiations of collective agreements, we have been there often on other issues.  Local 105 members have been involved in picket lines to protest the use of non-union workers, the use of non-Canadian workers and the North American Free Trade Agreement (NAFTA).  We have walked informational picket lines to inform the public about unfair employers, regressive legislation and other issues of the day.  Our members have participated in actions to support fair wage legislation, other Unions, other workers and social institutions, such as recent activities that helped save the Henderson Hospital in Hamilton.  And the Local has sent delegations to protests in Toronto, Ottawa and other areas across the province in aid of workers and working families in Ontario.  In fact, going through the available records reveals that we have truly attempted to light the way with respect to lobbying for equitable treatment of workers throughout Canada and, in some cases, the World.

One example of our public appearances deserves special attention.  Each years since 1964 our local union has been well represented at the Hamilton Labour Day Parade.  This is an event that usually draws a large number of members and perhaps more importantly, their families and friends. It is an opportunity for organized Labour to walk proud in large numbers, to discuss with fellow Union members, tradespersons and workers the important issues of the day and to demonstrate to our community that we continue to make a difference in their lives.  In fact, my first memories of the Union movement come from the days when my father would take me to march in the parade.  In talking to others, I am not the only member who shares these fond memories.  Many members may not realize that participation in this annual event truly inspires generations of workers and Union members in the greater Hamilton area.

It is clear that family is important to Local 105 in more than one sense.  We see through our history that family in the sense of the brothers and sisters who make up the Local Union is important.  But, so is family in the sense of one’s spouses, children, grandchildren and other members of our extended families.  The Annual Picnic is, no doubt, the best example of this sense of family.  While the records show that Local 105 held a picnic from time to time during the earlier years, the event as it is known today began in 1969.  300 attended that first picnic.  However, 900 members, family and friends enjoyed the races, park, sunshine and camaraderie at the second annual picnic.  That is an impressive number, considering that there were approximately 900 members in the Local.  It was, though, merely a precursor of what an event this was to become.  The numbers have climbed significantly, with the record being 2700 in 1971.  The event is currently being held at Martin’s Fantasy Island Amusement Park but ask many second and third generation Local 105ers and they will fondly reminisce about those great days at Crystal Beach.

The annual picnic is an event that many members look forward to.  If gives us an opportunity to catch up with old friends, to discuss the state of our trades and to simply enjoy the company of brothers and sisters, our family.  It is a reunion of sorts.  But, it also serves another purpose.  The picnic allows us to recognize and thank our other families:  our spouses, partners, children, grandchildren and others.  These are, after all, the “unknown” groups that help Local 105 to survive, to flourish and to progress.  Without the support groups that we call family and friends, it would be difficult for our members and officers to dedicate the time and effort required to light the way.  The annual picnic offers an opportunity for our families to meet each other and to become a part of the greater Local 105 family.  Many a social commentator has observed that the strength of a unit, such as a Trade Union, can be determined by the strength of its support group(s).  In our case, our families deserve so much credit and on behalf of all Local 105 members, past, present and future, thank you.

We have also attempted, over the years, to care for our immediate families.  Our current Health and Welfare Plan, a prime example of this.  Today’s Plan offers life insurance of $125,000.00, accidental death and dismemberment of $125,000.00, long-term disability payment of 2,000.00 per month, eye-care of $200.00, out of Country coverage, dental coverage and prescription drugs.  The first record of a Health and Welfare Plan prior to our current on is from 1961.  At that time coverage included: $1,000.00 group insurance; $1,000.00 accidental death and dismemberment; weekly indemnity of $50.00 per week for 13 weeks; surgical coverage up to $500.00; doctors calls, specialist care and other medical items up to $250.00 annually; polio coverage of $1,500.00; $30.00 coverage for ambulance; and coverage up to $25.00 for laboratory tests.

It is also important to note that Local 105 currently offers both a Pension Plan and a RRSP savings option.  These two Plans were implemented in 1982.  The Pension Plan was implemented in order to recover Pension contributions for members working out of town.  Prior to the establishment of this Plan there was no vehicle by which to recover these contributions made by our members.  Thus, the Local continues to seek improvements for its members and their families.

The importance of our individual families can also be seen through Local 105’s history in another manner.  The trades we represent and the members we boast are a testament to the pride of our tradespeople and in our Union.  They also clearly demonstrate the pride we have in our individual families.  The are far too many father and son, father and daughter, grandfather, father and son, etc. “teams” in Local 105 to mention.  Two of the more interesting family teams, however, involve “firsts” for the Local Union.   Alison Moffatt (now Alison Williams), whose father was and continues to be a member, was the first female apprentice in our history (1980) and the first female licensed electrician in our history (1987).  And, Kerry Laking, whose uncle, Keith Laking, was and continues to be a member, was our first female certified in Communications Cabling (1999).  Local 105 has begun to increase its number of female members and is sure to continue to help these women light the way for others who, previously, may not have considered such possible career options.

Local 105 has always promoted a quality of life for its members and their families.  In fact, we have done so for all working people.  It is important that in addition to insuring lower weekly hours of work (how many recall that overtime rates of pay were negotiated to discourage working overtime?) and proper rates of pay, that we assist our members in their non-working hours.  And the Local has done this at various levels.  At different time throughout our one hundred years Local 105 has organized hockey leagues, baseball leagues, curling, bowling and other such activities for its members.  In addition, we have been competitive in IBEW/CCO hockey and slowpitch tournaments, bringing home our share of trophies and even hosting some of these tournaments.

Local 105 continues to be well represented at these two “Provincial” events.  In addition, Local 105 has contributed time and money to community organizations that provide activities and other services for all those in our jurisdictions.  Such contributions range from sponsoring teams and events to distributing food baskets to the less fortunate at Christmas time.  We can also boast of an extremely high level of contributions to local charities such as the United Way.

It is, I believe, important to mention another “family” with whom our Local Union shares and for whom we all care deeply- our senior members.  The Local 105- IBEW Senior Members Club was founded on May 19, 1982.  It has grown to over 200 members.  This club has provided several important opportunities for its members and the “active” members of our Local Union.  Having spent their working lives with their brothers and sisters in the Union, our seniors are able to continue these relationships, share stories and further assist the Local Union through the activities of the Seniors’ Club.  The Seniors’ Club also supplements and bolsters the Local’s community activities, protests and political activities.  A recent example of their important work in this area is the success with respect to convincing the government not to close Henderson Hospital.

But, what may not be as obvious is the importance of the continued relationships between the members of the Seniors’ Club and our active members.  Their counsel, advice and experience are always welcome.  And, it is crucial to our continued success that we learn form one another.  To plan where we are going, we must first know where we have been.  Our Seniors’ Club provides this bridge for the Local’s journey.  They have lit the way for us and continue to gladly assist us in doing so for those who follow.

There is so much more to our history than numbers.  Local 105 has made a significant impact on the lives of all its members and their families.  But, it is, itself, truly a family.  Our family has made a very important difference beyond its members.  The Local has contributed in a positive manner to the trade union movement, working people and our communities.  We have truly lit the way.  I hope to have presented a quick look behind the numbers at how we have managed to do so and provide the basis upon which to continue to light the way for the future.