That’s another great question. Unionization applies only to the defined bargaining unit, not automatically to the entire company. Managers, supervisors, and HR/confidential staff are generally excluded. The labour board makes the final call on who is “in” and who is “out.”

Unionization does not automatically mean every single employee in your company is covered. It depends on how the bargaining unit is defined and on exclusions set out in law.

Bargaining Unit Definition

When a union applies for certification, it specifies the group of employees it seeks to represent — for example:

“All full-time and part-time program staff at the Vancouver location, excluding supervisors and managers.”

The labour board reviews this definition and decides whether it is appropriate.

The bargaining unit can be location-specific, job-class-specific, or broader — but it will not automatically cover the whole company unless the board certifies it that way (which is rare).

Typical Exclusions

Across provinces, labour relations boards generally exclude certain roles from union membership because of potential conflicts of interest. Common exclusions include:

Managers & Supervisors: Anyone who hires, fires, disciplines, or has significant authority over others.

Confidential HR & Payroll Staff: Employees with access to sensitive labour relations information (e.g., HR professionals like you).

Senior Executives: Directors, officers, or other high-level decision-makers.

Sometimes “Professional” Staff: In some sectors, professionals (like lawyers or certain healthcare roles) may have separate bargaining rights or exclusions.

Practical Example

Let’s say your BC location has:

Program coordinators, outreach workers, and admin assistants → likely included in the bargaining unit.

HR staff, office managers, site directors → likely excluded.

The labour board decides this after reviewing evidence from both the union and the employer. Sometimes there are disputes (e.g., whether a “team lead” counts as a supervisor), and the board rules on it.

Company-Wide vs. Location-Based

Not company-wide automatically: Certification usually applies to the specific group/location listed in the application.

If you have multiple sites, the union would need to apply to cover each one (unless the board finds a “community of interest” across sites and certifies a larger unit).

Over time, unions sometimes organize site by site and then amalgamate into one larger bargaining unit, but that requires separate certifications.