For the people on the other side of that table

A local president, a business agent, an international representative. Fewer people than the employer has, a duty of fair representation, a membership that votes on the contract, and good reason to be wary of a system the employer picked.

The record is held in Canada · Your documents stay in your own systems

The advantage to you

You get the same product they do, in your own storage, with your own costing and your own record. Not a guest seat in the employer’s system.

Your bargaining material stays in storage your local or your international owns. You are never asked to keep your preparation inside employer infrastructure, and there is no arrangement under which they could reach it.

You can cost their offer yourself, against the same published payroll rates they are using, so their number becomes something you can check rather than something you have to accept or reject on instinct.

The thing to be suspicious about, answered first

If the employer brought this to you, the reasonable first thought is that it is their system and you are being invited into it. Here is why that is not the arrangement.

Your caucus is yours: Your caucus is created when you join, owned by you from its first second. The employer cannot see it, cannot see who is in it, and cannot see that anything was said in it. Neither can we, and that is enforced in the database rather than by a setting somebody could change.
Your storage is yours: You connect storage your organization controls, and nothing obliges you to put a document anywhere the employer can reach.
Your record is yours: You hold your own record of the negotiation, separate from theirs, and you can take a copy at any time and check it on your own laptop with a verifier that never contacts us.
What it costs you: Where the employer subscribes, the union joins that negotiation at no charge. You are not asked to fund the employer’s choice of tool in order to be at the table on equal terms.

What it changes for you

Information requests that count: Ask for what you need at the table, with a date it is needed by. Whether it was answered, declined with a reason, or left overdue is on a record both sides see, dated as it happened. If the employer’s handling of your requests is ever in question, you are not arguing from memory.
Their number, checkable: Employers usually have a costing model and unions usually do not. The same costing tools are on your side of the table, so a conversation about money stops being a spreadsheet against a suspicion.
What was presented, and when: Proposals arrive dated and attributed, with what changed between versions set out clause by clause. No more discovering at the table that you were reading last week’s draft.
TAs your members can see: Each tentative agreement is signed off by both sides with a name and a time, on a page that prints on its own. What you report to the membership before the ratification vote comes from the same record the employer holds.
Duty of fair representation: A dated, attributed record of what was exchanged and what the committee decided is the record that protects the committee if a decision is ever questioned.

What the employer can and cannot see

Worth being precise about, because this is what your committee will ask.

They can see: Your name and role at the shared table, what you presented there, and what you said there. That is what the shared table is for.
They cannot see: Your caucus, its membership, its discussion, your risk register, your costing, your assumptions, or anything you have not put on the table. Not by asking us, not by escalating, and not by paying us.
You decide when: An assumption stays private until you publish it. Nothing crosses because time passed or because a setting defaulted.

What it does not do

Named here rather than found later. Anything missing from this list that matters to you is a question worth asking, and we will answer it the same way.

It does not bargain for you, tell you what to accept, or replace your counsel or your international’s advice.
It does not tell you whether the employer’s figures are true. It lets you produce your own and shows where the two sets of assumptions differ.
It does not file a charge for you. The record of your information requests is exportable and checkable; what you do with it is your decision and your counsel’s.
It does not run a ratification vote or a membership ballot.
We do not hold a SOC 2 report yet, and the dates we are working to are published rather than described vaguely.

Where to go next

The trust page · checked live, including what we have not certified
What the employer is told · the same product, from their side
Document integrity · what a fingerprint proves and what it does not

Both sides of a negotiation get the same product. If you want to know what the people across the table are being told, it is on the pages for public employers, state and city labor relations offices, and unions. We would rather you read all three.

A question? Talk to us.

Buying, a security review, a purchase order, or a question about your own situation: write to us and a person on the team will reply.

Contact ussales@termsroom.com