Better source on strike end
A better source than the management site (which contains one serious factual error on the face of it) is the globe and mail news report on the settlement:http://www.theglobeandmail.com/servl...tory/National/
Normal daily ski visits for Tremblant at that time of year are 12,000, this had dropped to 5,000 during the strike.
For those without the time to wade through the story, the mediated settlement included 17% in increases over five years and the creation of a pension fund, two gains over the previous company offer, but a concession was made on subcontracting issues by the union. (end info from news story--the rest is my comment).
Since the pension would be a registered pension plan under Canadian tax law there are some fairly significant restrictions on its management and investment. I don't know the details of this plan's management, but a usual practice is to have a board of directors elected/appointed by the union and/or management that oversees a professional fund manager. The performance of the fund and the management team should be compared to industry benchmarks and would be part of the annual report which should be distributed to all plan members. It's interesting to note that the two largest pools of investment capital in Canada currently are probably the Ontario Teachers' and Government Employees' pension funds. This may be a great deal different than the way things operate in the U.S. where a number of large defined pension plans are in serious difficulty, not because of union malfeasance, but due to the companies looting the plans during the bull market on the basis of some shakey valuations and then transferring the problem to your federal pension insurance fund through bankruptcy and default.
To answer a couple of other drive-by smearings of unions and unionists: there are ways of ensuring that employees in transient industries do receive pension benefits even if they leave the industry. Again, it is my understanding that this is in fact required for all registered pension plans in Canada (the tax people are pretty strict about attributing the untaxed money and either maintaining its status in a registered retirement plan, locked-in retirement plan, or refunding it to the former union member after deductions of the income tax owed). When my membership in our old actors', writers' and performers' union had lapsed for more than five years, I was able to cash out the ACTRA pension and either transfer it to a personal plan or take it as cash. If you aren't prepared to make a career in the hospitality and tourism industry worthwhile (through livable wages, pensions, and reasonable benefits), then don't complain about the quality of service you receive.
Finally, regarding union leaders: I've been the president of a union local (about 6000 members) and I've led them out on strike. My salary was identical with the highest paid member of the local (tied by policy set at a general meeting of our local). During the strike I donated every bit of take-home pay above our strike pay to charity so I did not benefit anymore than any other member of our local (in fact since I had to pay an additional levy from our provincial association which was not assessed against striking members, I may have actually fared worse by a few hundred dollars). I was president for four years and then returned to the classroom (term limits set by our local's constitution). Currently I sit on our provincial executive on a half-time basis and if my local were to go on strike I would lose my full pay and go on regular strike pay, just like any other member. Such arrangements are more common than you might imagine, but they go against the stereotype of the "union boss" that is quite useful to some folks.
I'm glad to hear the folks at Mt. Tremblant have a new collective agreement. It's just made it more likely that I would actually ski there sometime.