Because 72 countries won’t allow women to open bank accounts.
Because more than 250 million women alive today were married before their 15th birthday (many against their will).
Because there are fewer women in leadership positions in the USA than there are men named John.
Celebrate women’s achievement.
Raise awareness against bias.
Take action for equality.
#breakthebias
Our survey is now closed. Watch for the announcement of our survey prize winner in our March 8 Tuesday Members’ Memo.
GSU just sent a survey to every member. Now we need your input.
We have come through a tumultuous couple of years which have shone light directly on what works well and what hasn’t worked at all. The value of personal interactions and connections has been confirmed, and we have learned that there are a number of different ways to accomplish the same thing.
As we squeeze out of COVID’s grip, we don’t want to slip back into doing what we have always done simply because it’s familiar. Instead, we are throwing the door wide open, listening closely to what members say is best for them, and preparing to act on it.
This is where you come in.
We have sent a general survey to every GSU member in our database contact list. (If you didn’t receive it, or if you have misplaced it, you can access it here.)
This survey is the beginning of a post-COVID refresh aimed to reflect, review, and improve how we serve you and your fellow GSU members post-COVID. We’re asking you about a wide range of topics including education, member engagement, and communication, and your reply is strictly confidential – meaning none of your information will be shared with your employer.
Your input is important. Tell us what you are thinking, and don’t hold back.
Good or bad, we want to hear from you.
The survey will be open until noon on March 4, so make sure you respond at your convenience and urge your fellow GSU members to respond, too.
As a thank you for taking the time to share your thoughts, you have the option of entering our draw to win one of three prizes.
To enter the draw, we will need you to provide the necessary contact information at the end of the survey after selecting which of the prizes you would like to enter to win. The lucky winner of our random draw will be contacted after the survey closes. If you don’t want to enter the draw – or you would prefer your thoughts remain completely anonymous – simply leave the contact information section blank.
Any questions or complications with completing the survey can be directed to staff rep Mason Van Luven by phone or by email (306.552.7987 or Mason@gsu.ca).
Access the survey here: GSU Spring 2022 Survey
As a result of a market review and a letter of understanding between the company and GSU, the minimums and maximums of most Viterra in-scope salary ranges will rise effective Jan. 1, 2022.
According to GSU general secretary Hugh Wagner, generally speaking, the increases to the pay ranges will be a very modest 1.5 percent and will not have a dramatic impact on the wages of most union members.
“The changes to salary range minimums and maximums should not be confused with the 2.5 percent aggregate salary increase that will also be applied retroactively to January 1 and is linked to employees’ annual performance evaluations,” Wagner said. “These increases are potentially more meaningful, but are also too low when compared to the rising cost of living.”
On Feb. 23, Wagner wrote to Viterra on the subject of wages and said,
“GSU does not object to raising the minimums and maximums of the salary ranges as proposed. However, we do argue that the salary ranges and employee’s individual rates of pay should be adjusted upwards significantly in light of the changing labour market and price inflation.”
He went on to say,
“We also continue to express the dissatisfaction of the union’s members in relation to the design and administration of the pay system, including unfairness in the application of annual salary increases.”
GSU members in Locals 1 (Viterra – Ops/Maintenance) and 2 (Viterra Head Office) will have an opportunity to tackle the subject of wage increases later this year when bargaining commences to amend and renew their collective agreements with Viterra. The current collective agreements expire on Oct. 31, 2022.
“Bargaining this coming fall will provide union members with an excellent opportunity to change the whole system of pay and wage increases into something that is much fairer, transparent and equitable,” Wagner said.
As workers, we trade our skill and time for money.
When your scheduled shift is over, your obligation to continue working for the company stops, and the obligation of the company to pay you stops as well. However, in the grain industry the car spot dates fluctuate, and companies expect their employees to be flexible on those hours.
In 2019, the federal government implemented changes that stated employers needed to give 24-hours notice of a shift change. Grain companies lobbied that they are not able to abide by these rules, and they received an exemption from the shift change rules (and others). This means they do not have to give you 24-hours notice of a change in your shift.
Standby Pay is part of your collective agreement, and receiving it when you are on standby is your right.
Since the Feb. 2022 implementation above, GSU staff representatives have been fielding calls from members who are tryin to understand their right to receive standby pay during the times they are expected by the employer to be available and willing to come to work.
Simply put, when you are on stand-by, you are in a state of constant readiness to go into the office or be prepared to answer phone or emails as they come in. And when you have been directed to be ready and available for work, you deserve to be paid.
If you are struggling with standby pay at your location, or if you have questions or want to know more, reach out to your GSU staff representative. We would be glad to help.
The unseasonably cold weather seems to have everyone wishing they could stay home. That may explain why GSU staff rep Steve Torgerson has had a rush of pension and retirement inquiries cross his desk.
Torgerson can answer your questions, such as who needs to contacted when a member is considering retirement, what options are available to retiring members, and where to begin when everything seems so overwhelming. If you are considering retirement or simply planning for the future, don’t hesitate to contact Steve and ask for our retirement guidebook. It’s free, and it will lead you through the process and help you keep everything straight.
Need an answer? No question is too big or small. GSU staff reps are here to assist you, and their services are provided to you and paid for by your union dues. There is never an additional charge for assisting you.
Contact information for GSU staff is available here.
We are accepting expressions of interest from GSU members who are interested in becoming a director on the GSU Defense Fund.
The board of directors of the GSU Defense Fund is responsible for overseeing the administration and investment of the Fund assets (currently $5+ million). The primary purpose of the Fund is to provide income protection and assistance to GSU members who are engaged in a strike or lockout.
The board of directors meets three times a year by conference call and at least once per year in person. Time off work for directors to attend to Defense Fund business is paid for by GSU along with directors’ travel, meal and hotel expenses.
Members who are elected to the Joint Executive Council of GSU are not eligible for election to the Defense Fund Board of Directors. Of the five Defense Fund Directors, three are required to be from Local 1 (Viterra Ops/Maintenance) and/or Local 2 (Viterra Head Office) and/or Local 14 (Richardson) and/or Local 15 (Nutrien).
The current vacancy on the board is open to be filled by a GSU member in good standing who is employed in any certified GSU bargaining unit.
If you are interested in becoming a GSU Defense Fund director or learning more about the responsibilities of a director, contact GSU general secretary Hugh Wagner at Hugh@gsu.ca or 306.536.3414.
GSU offices will be closed on Jan. 3.
A majority of 72.81 percent of members voting at GSU annual meetings have voted to approve a motion to continue the additional dues being paid into the GSU Defense Fund for another year. Votes on the additional dues were conducted in conjunction with annual union Local and Sub-local meetings held this fall.
Each employee working in a GSU bargaining unit pays additional dues of one percent of regular pay to a maximum of $10 per month into the GSU Defense Fund. The additional union dues are accumulated in the GSU Defense Fund where they are invested and held in reserve to pay strike/lockout pay, benefits continuation and strike/lockout administrative expenses in the event GSU members are engaged in a strike or lockout stemming from a collective bargaining dispute.
Strike or lockout pay from the GSU Defense Fund is currently set at 75 percent of a member’s regular pay provided they are active participants in strike or lockout actions sanctioned by GSU.
The Defense Fund currently has assets of $5.4 million (market value) and is administered by a board of directors elected by delegates to GSU biennial policy conventions. The current directors of the GSU Defenses Fund are:
The membership vote conducted this fall marks the 25th consecutive year that a majority of GSU members attending annual union meetings have voted to approve the additional dues being paid into the Defense Fund.
If you have questions or concerns about the GSU Defense Fund, contact your staff representative.
Staff representative Steve Torgerson is assisting a GSU member who is struggling to receive the correct pay for hours they worked this autumn.
“Payroll systems are complex,” said Torgerson. “By attempting to reduce human error and maximize efficiency using automated programs, the factors of human assessment and reasoning have been eliminated. For this particular GSU member, the reduction of human interaction in the payroll process is creating problems when the payroll program’s strict automated triggers are applied.”
Fortunately, the member had maintained thorough records of their time at work.
“Members should independently track their hours and compare them to the company’s recorded hours and then again when they get their pay stubs,” Torgerson advises. “Pay close attention and be aware of your hours, overtime and double overtime, any shift premiums, sick leave and vacations. Write it all down.”
If you have any questions or require clarification, don’t hesitate to reach out to a GSU staff rep.
Our services are provided to you as part of your union dues and there is never an additional charge for assisting you. Contact information for GSU staff representatives is available on our web page at gsu.ca.
Being constantly expected by your employer to adapt and adjust schedules at the last moment is all too common for GSU members working for Viterra and Richardson. Fortunately, there are tools that can help push back against unreasonable expectations, create a better work/family balance, and ensure that GSU members and their coworkers are safe at work.
If you are a member of Local 1 (Viterra Operations) or Local 14 (Richardson), check out these lists of car loading options, plans, and tools:
If you have questions or concerns, don’t hesitate to contact your GSU staff representative.
One piece of advice frequently offered by GSU staff reps is “get it in writing.”
“There are many different situations where members may receive verbal assurances, instructions or directives,” said GSU staff rep Steve Torgerson. “Conversations can be interpreted differently, and often having it put to you in writing clears things up. That benefits both parties.”
The collective agreement is a great example of having important understandings and commitments in writing, but it doesn’t cover every workplace scenario. For example:
If you aren’t comfortable physically asking for something in writing, don’t be shy to send an email or your own written letter. It’s as simple as saying,
“Things were hectic when we spoke/There was a lot to take in during our conversation/I’m about to get started, so I’d like to make sure I have our conversation straight. As I understand it, [state your understanding of what was asked/agreed upon/directed]. Would you take a moment to reply and confirm whether that’s correct? And, of course, if there’s anything you need to clarify, I would appreciate it.”
If you have any questions or require clarification, don’t hesitate to reach out to a GSU staff rep.
Our services are provided to you as part of your union dues. There is no limit to the times you can request help and there is never an additional charge for assisting you.
If someone asks if you have donated to help the people affected by flooding in British Columbia, you can tell them yes, you have – through your union.
In response to the widespread hardship resulting from the recent flooding, GSU’s executive committee has approved a $5,000 donation from the union’s solidarity account* to the Red Cross appeal covering the BC floods and extreme weather catastrophe.
“At times like this it is crucial for our society to pull together to help those in need,” said GSU president Jim Brown. “The sheer scale and extent of the devastation caused by the flooding and extreme weather in so much of BC is mind boggling. Hopefully GSU’s donation, along with those of many others, will provide direct help and hope for the people who must do the hard work of recovering.”
*GSU maintains a solidarity account to help those in need by allocating 50 cents per member per month out of the regular monthly dues paid by union members. While primarily dedicated to providing assistance to members of unions who are on strike or locked out, GSU’s solidarity account is also available to respond to humanitarian causes.