Author Archives: Grain and General Services Union

Local 10 (Trouw Westlock) members vote, accept first collective agreement

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GSU Local 10 members at Trouw Nutrition in Westlock, Alberta, voted on September 29 and 30 to accept their newly negotiated— and first—collective agreement.

Work is now underway to finalize the terms of the settlement into the formal document, which will be signed by union and company representatives. Once completed, GSU will prepare collective agreement booklets for members.

Thank you to Local 10’s bargaining committee members Andrew Kipling, Steve Lantz, and Michelle Monk for their hard work and dedication throughout the process. Congratulations to all Local 10 members on reaching this important milestone in their journey as a new local.

Local 15 (Nutrien) members: Get ready for a ratification vote—town halls coming soon

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On September 26, Local 15’s bargaining committee reached a tentative agreement with the Company. The agreement now requires a membership ratification vote, which will be completed by Friday, November 7, 2025.

We emailed an update, including the tentative agreement, to Local 15 members on October 3, 2025. In addition to in-person ratification meetings, virtual town halls will be available for members who cannot attend in-person meetings, and e-ballots can be requested after attending a town hall or speaking with union staff.

If you are a Local 15 member, watch your email for updates. You can also learn more about the agreement and the ratification process here.

For questions, contact your Staff Rep or email Mason@gsu.ca.

Tentative settlement for members of Local 15 (Nutrien)

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Negotiations last Friday between GSU’s Local 15 bargaining committee and company representatives has resulted in a tentative tentative agreement.

When a tentative agreement is reached, it must be voted on by the Local’s members to determine acceptance or rejection. In this instance, the Local 15 Board of Delegates will meet on Oct. 2 to review the agreement and determine the voting process. After that meeting, the voting procedures will be shared with members, and arrangements will be made to schedule Sub-Local ratification meetings.

Local 15 members should monitor their email for an official meeting notice, and contact their elected representative or GSU staff representative with any questions or concerns.

Background information is available here.

Sept. 30 is a day to Reflect, Learn and Honour

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September 30 is a time to reflect on the legacy of residential schools and honour Survivors, their families, and communities. We encourage everyone to pause in the spirit of truth and reconciliation—seek out events in your community, attend a gathering, or take part in learning opportunities. Wearing an orange shirt is a simple way to show support and solidarity.

Every action helps us move toward understanding and healing.
Check out these events

  • SaskTel Centre, Saskatoon – Sept. 28-30 
    The Saskatoon Tribal Council is hosting the annual Every Child Matters Powwow at SaskTel Centre in Saskatoon Sept. 28-30. Free admission.
    👉 Event details

  • Wanuskewin Heritage Park (near Saskatoon) – Sept. 30
    A full day of gathering and learning, including ceremonies, storytelling, beading, bannock baking, teachings, and performances. 9:30AM to 5:00 PM.
    👉 Event details

  • MacKenzie Art Gallery, Regina – Sept. 30
    Special programming, including tours of Indian Theater: Native Performance, Art, and Self-Determination since 1969 and hands-on art activities. 11:00 AM to 5:30 PM.  Free admission.
    👉 Event details

  • P.A Historical Museum, Prince Albert – Sept. 30
    Wear orange to show support. 9:00 AM – 4:00 PM, Prince Albert Historical Museum, 10 River Street East. Free admission.
    👉 Event Details

  • Temple Gardens Centre, Moose Jaw –  Sept. 30
    Moose Jaw Co-op National Day for Truth & Reconciliation — Indigenous presenters, teachings, community vendors.9:00 AM – 12:00 PM at Temple Gardens Centre.
    👉 Event Details

 

BARGAINING: Looking beyond the hourly wage

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Monetary considerations are a priority when GSU locals are entering or actively involved in bargaining, but our bargaining committee members are focused on more than just wage increases. They’re working to protect the full value of collective agreements—including benefits, pensions, and shift differentials—that also make a real difference in your wallet and your workplace.

“We have to look at the full picture. Focusing only on your hourly rate or comparing your pay to casual workers or competitors can make you miss other parts of your contract that have real monetary value,” says staff representative Mason Van Luven. “Those workers often don’t have sick leave, overtime, or health and dental coverage, so their pay cheques don’t go as far when they have to cover those costs themselves.”

Local 10 (Trouw – Westlock) members reviewing first draft of their first collective agreement, ratification meetings scheduled

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The bargaining committee for Local 10 has reviewed the first draft of the proposed new collective agreement. Following their review, the draft was sent to Local 10 members for their review and feedback.

GSU staff rep Mason Van Luven notes, “A careful review is important because we are agreeing to an entirely new contract, not just updating an existing collective agreement.”

Ratification meetings have been scheduled for Sept. 29 and 30, where members can ask questions and vote to accept or reject the proposed agreement.

Background information is available here.

Local 4 (Grain Millers) conciliation dates set for Oct. 23 & 24

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A federal conciliator has been appointed to assist with the bargaining impasse between Local 4 and Grain Millers. Conciliation dates have been set for October 23 and 24 in Yorkton.

Local 4’s executive committee has scheduled an information meeting on October 7, followed by a strike vote on October 7 and 8. All members are encouraged to stay informed and attend the meeting to learn the details and ask any questions before casting their vote.

Background information is available here.

Executive Committee meets, maps out course for Fall, Winter

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On September 11, GSU’s Executive Committee met to identify priorities for the months ahead, including:

  • preparations for the Joint Executive Council meeting on October 17,
  • a review of the union’s finances,
  • updates to the GSU scholarship program, and
  • progress reports on bargaining across all GSU locals.

The committee members also reviewed the General Secretary’s Annual Report and approved it for presentation to the Joint Executive Council for final approval and distribution to members at annual membership meetings this fall.

Congratulations to our 2025 GSU scholarship recipients

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We’re proud to introduce the five students who have each been awarded a $2,000 GSU Scholarship this year:


Tyler Buenneke
Dependant Scholarship

Tyler, the son of Local 1 (Bunge) member Mark Buenneke, is studying at the University of Saskatchewan and working toward a Doctor of Pharmacy degree.


Cole Marcinkoski-Gould
Dependent Scholarship

Cole (GSU Local 4 (Grain Millers) member Clint Hamilton) is attending Lakeland College’s Vermilion Campus, where he’s enrolled in the two-year Animal Science Technology diploma program with a Beef Major.


Darby McCormack
Dependent Scholarship

Darby, the son of GSU Local 1 (Bunge) member Carolyn McCormack, is attending Butler Community College in El Dorado, Kansas, where he is enrolled in a two-year Animal Science program.


Sebastian Pacleb
Dependent Scholarship

Sebastian, the son of GSU Local 1 (Bunge) member Jazel Pacleb, is enrolled in the University of Saskatchewan’s three-year Biomedical Sciences program.


Matthew Rapin
Member Scholarship

Matthew, a GSU member who worked as a summer student with Local 16 (Lake Country Co-op), is pursuing a four-year Kinesiology program at Camosun College in Victoria, BC.

We’re excited to support these students as they continue their studies and wish them every success.

Details and application forms for our 2026 scholarship program will be launched in March 2026. Watch for updates then.

Career Opportunity: We’re hiring! GSU Staff Representative

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The Executive Committee of Grain and General Services Union (ILWU Canada) has approved advertising a staff representative vacancy in Saskatchewan (Regina/Saskatoon). The objective is to fill the position by early autumn 2025. A copy of the job description for the GSU staff representative classification is attached to this posting and it can also be viewed and downloaded here: 

GSU staff reps are unionized and are covered by the terms of the collective agreement between GSU and the Independent Union Services Union (IUSU). The salary range for staff reps is $8,108.03 to $9,908.85 per month. Competitive benefits and working conditions are provided via the GSU/IUSU collective agreement.

Interested candidates are asked to submit their applications and resumes to GSU general secretary Steve Torgerson at Steve@gsu.ca.

The deadline for receipt of applications is Monday, September 22, 2025.

Following the close of the applications period, a recruitment committee approved by GSU’s Joint Executive Council (JEC) will conduct interviews with selected candidates. 

The recruitment committee is charged with the responsibility of making a hiring recommendation to the JEC.

Download a printable version of this posting as a PDF here.

Leaving your union job for an out-of-scope position may mean leaving key protections behind.

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For many workers, the line between in-scope and out-of-scope work isn’t always clear on the shop floor. You spend long hours collaborating on projects and sharing lunches, so when a new opportunity comes along that takes you out of the bargaining unit, it’s easy to accept it without fully realizing how it could affect your role and protections.

“A common issue arises when former members move to work just outside the scope of the collective agreement,” explains GSU staff representative Mason Van Luven. “Someone might leave the unit, realize the new role isn’t what they expected, and find that the rights and protections they had under the collective agreement no longer apply. Employers often don’t extend the same protections to out-of-scope workers as they do to members.”

It’s important to think carefully about what you could lose by leaving the bargaining unit—things like transparent pay, representation, and other protections that matter in both good times and bad.

This reflects a long-standing challenge between unions and employers. We advocate for rules that reduce arbitrariness and ensure workers have basic protections, while employers often resist extending them. A new position may come with higher pay, but it can also mean giving up important protections such as notice, severance, and representation—protections that make a real difference when things don’t go as planned.

The Hidden Workers behind Everything We Buy

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Who’s Looking Out for Seafarers?

Every day, goods from around the world arrive in Canadian ports. But behind every shipment of grain, oil, or consumer products are the crews who sail those massive ships — seafarers. They spend months away from home, working long hours in tough conditions, often with little chance to step on shore.

A recent article in The Tyee (read it here) shines a light on these workers and the challenges they face. It reminds us that global trade isn’t just about containers and cargo — it’s about people.

Who’s helping them?

Seafarers don’t always have the protection of a union, and enforcing international labour laws on the open sea is difficult. That’s where groups like the International Transport Workers’ Federation (ITF) step in. The ITF, along with Canadian unions like the ILWU and charities such as the Mission to Seafarers, carry out ship inspections, support crews, and make sure basic rights aren’t ignored.

Why does this matter?

Seafarers sometimes accept these jobs because the pay is better than what they could earn at home. But higher wages often come with big trade-offs: isolation, long contracts, and fear of speaking up about unsafe or unfair treatment. It’s a reminder that decent pay doesn’t always mean decent work.

Questions for us to think about

  • How can unions, like GSU, show solidarity with workers who don’t have a union to protect them?

  • What more could be done to hold global shipping companies accountable?

  • Are there struggles seafarers face that feel familiar to us in our own workplaces?

This story highlights an important truth: no matter where we work — at sea, in factories, in offices, or in fields — the challenges of fairness, dignity, and respect at work connect us all.

Worker-led action by Flight Attendants brings company back to bargain, tentative settlement reached

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In a major development, Air Canada and the Canadian Union of Public Employees (CUPE), representing over 10,000 flight attendants, have reached a tentative agreement—bringing an end to the multi-day strike.

As always, specific terms of the settlement will stay under wraps until flight attendants have the chance to thoroughly review the proposal and cast their votes on acceptance or rejection. What’s clear is that this deal was hammered out directly between Air Canada management and its flight attendants through their union, underscoring the power of collective bargaining when it happens at the bargaining table.

It’s worth remembering how this came about: despite two back-to-work orders issued by the Canada Industrial Relations Board—after the federal government invoked Section 107—flight attendants persisted in withholding their labour. Within 24 hours, that worker-led action brought the company back to bargain and produced a tentative settlement. Had the strike been cut short by enforced legislation, this dispute could have dragged on much longer.

The lesson is clear: when workers stand firm together, they can achieve meaningful change—even in the face of legal and political pressure. Sometimes the fastest path to resolution isn’t government interference, but letting workers use their greatest strength: the right to strike.

Air Canada flight attendants have voted 99.7% in favour of going on strike. That’s not a first step. It’s a last resort.

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When you hear about a union going on strike, it can seem like the story starts there. But the reality is, a strike is almost never the first move—it’s the last resort.

Long before a picket line appears, workers have spent months—sometimes years—trying to resolve issues at the bargaining table. They’ve made proposals, had difficult conversations, and exhausted every reasonable option. Taking a strike vote or hitting the streets isn’t something workers want to do. It’s something they’re sometimes forced to do when employers refuse to listen or negotiate fairly.

A strike isn’t about greed or getting ahead—it’s about fairness, dignity, and refusing to accept less than what’s deserved.

You may have heard—or soon will hear—about the ongoing negotiations between CUPE’s Air Canada Component and the airline. Over 10,000 flight attendants recently voted 99.7% in favour of strike action. That near-unanimous result reflects deep frustration after months of stalled negotiations over critical issues like unpaid work, poor scheduling practices, and poverty-level wages.

These are workers who spend hours in the air and on the ground ensuring passenger safety, often without being paid for all the time they’re on duty. They aren’t just looking for better pay—they’re fighting for the recognition and respect they’ve earned.

So next time you hear the word “strike,” don’t stop at the headline. Look deeper. Behind every strike is a story worth hearing—and workers worth supporting.

Leaves of Absence and the Duty to Participate in the Return-to-Work Process

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By GSU staff rep Brian Lark

Leaves of Absence and the Duty to Participate in the Return-to-Work Process
Understanding Rights, Responsibilities, and the Path Back to Work

Personal time away from work has become an increasingly important factor for employees in all sectors. The increased talks and understanding, surrounding mental health and the impact it has on our lives and in the workplace have led to more awareness the importance of taking the time away from work to heal. The understanding that if an incident occurs it is important to take the time to heal both physically and mentally, and to be fit for duty before returning to work full time.

When an employee is away from the workplace due to illness, injury, or any other approved reason, the leave of absence can be a vital support tool. However, both employers and employees share responsibilities in ensuring a successful and safe return to work. One of the most critical responsibilities during this period is the duty to participate in the return-to-work process.

What is a Leave of Absence?

A leave of absence is time taken off work with the employer’s approval, either paid or unpaid, due to various reasons such as:

  • Medical or mental health issues
  • Workplace injuries (covered by Workers’ Compensation)
  • Maternity or parental leave
  • Family emergencies or caregiving responsibilities
  • Personal or religious reasons

Each type of leave is subject to specific laws and collective agreement approvals. The laws and approvals in the collective agreements determine the length of approved leave, documentation requirements, and benefits protections while on leave.

The Return-to-Work Process

Returning to work after a leave isn’t as simple as walking through the door again. It often involves a structured process aimed at assessing the employee’s readiness and ability, accommodating any medical restrictions, and ensuring a smooth reintegration into the workplace.

Key components of this process typically include:

  • Medical Clearance: The employee may be required to provide medical documentation outlining their fitness to return and any necessary accommodations that may be required.
  • Functional Abilities Forms (FAF): These forms help identify what tasks the employee can and cannot perform.
  • Transitional Work Plans: Temporary modified duties or hours can ease the employee back into regular work.
  • Ongoing Monitoring: Regular check-ins may be necessary to assess how the return-to-work plan is progressing.

The Duty to Participate

Both employers and employees have a legal duty to cooperate in the return-to-work process, especially when the leave involves a disability or workplace injury. This duty is reinforced by:

  • Occupational Health and Safety regulations and legislation
  • Human Rights Codes
  • Workers’ Compensation laws
  • Collective agreements

Employee Responsibilities

  • Communicate regularly with the employer and provide updates on their condition.
  • Participate in return-to-work planning meetings.
  • Provide necessary medical documentation, when requested and appropriate.
  • Cooperate in exploring accommodation options or modified duties.
  • Follow the agreed-upon plan and notify the employer of any challenges that are present or as they arise.

Employer Responsibilities

  • Maintain contact during the leave in a respectful and non-invasive manner.
  • Request only relevant medical documentation to facilitate a safe return.
  • Explore all reasonable accommodations to support a safe and productive reintegration.
  • Engage in a fair and open dialogue with the union and the employee.
  • Respect privacy and confidentiality throughout the process.

When Things Break Down

If either party fails to meet their obligations, it can create conflict or delay. For example:

  • An employee who refuses to cooperate or provide necessary documentation in a timely manner, may be seen as abandoning the process. If the employee is seen to have abandoned the process they may be terminated.
  • An employer who fails to offer reasonable accommodation may be in violation of the collective agreement and/or human rights legislation.

In such cases, unions play a vital role in advocating for fair treatment and ensuring the rights of the employee are upheld.

Conclusion

A successful return to work depends on open communication, mutual respect, and a shared commitment to the process. The duty to participate isn’t just a formality—it’s a legal and practical necessity that benefits everyone. With cooperation and planning, employees can return to their roles with confidence, and employers can retain valuable talent while supporting wellness in the workplace.

No matter the cause for a leave of absence, your union staff representative is a good resource to help with the return-to-work process.