Author Archives: Grain and General Services Union

GSU members vote to continue Defense Fund dues

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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:

  • Wilfred Harris (Local 1 Carnduff),
  • Doug Kampman (Local 8 Regina),
  • Sharlene Lark (Local 5 Saskatoon),
  • Lynn Shaw (Local 15 Craik), and
  • Bruce Thompson (Local 15 Fielding).

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.

WE’RE WORKING ON IT: Verifying pay stubs

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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.

Car loading continues to cause problems for terminal elevator employees

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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.

WE’RE WORKING ON IT: If it’s important, get it in writing

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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:

  • Work relationships and understandings vary between workplaces, and what you have done at one location may not necessarily be the practice at another. If you find yourself being directed to do something that makes your spidey-sense tingle, it’s best to get those instructions in writing.
  • Verbal or handshake agreements may eventually extend beyond the employment of current out-of-scope managers or supervisors. Without having details and assurances set out in writing, you can only rely on them as far as they take you.
  • If you are instructed to take actions that may go against company policy, you need to protect yourself by receiving direction in written form.

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.

GSU members donate to BC flood and extreme weather relief appeal

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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.

How to deal with off-colour comments and jokes at your holiday gathering (and everywhere else)

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The holiday season is just around the corner. Assuming we aren’t sent to our respective corners by another wave of COVID, there will be holiday gatherings and inevitably we will encounter off-colour and outdated jokes and comments that have no place in society.

Whether it’s racist, homophobic, use of the r-word, body-shaming or any other variety of insult, there is no place at work, family gatherings, or anywhere else for comments that put others down or passively-aggressively imply putting them in their place.

Chances are that if you make it clear that you don’t find this type of joke-teller’s sense of humour funny, others may find it easier to speak up and say that they agree with you. Worst case scenario, by voicing your displeasure you will reduce the likelihood of those individuals feeling comfortable enough to make inappropriate remarks or jokes in your presence in the future.

Here are a few hints and responses to let others know that you are not a receptive audience to their outdated slang or attempts at humour:

  • Don’t laugh.
  • Say “I love you, but that type of comment is not okay,” or “I’m not sure why you think I would find that funny,” or “So, what would your [employer, sister, neighbour, etc.] think about you telling that joke?”
  • Say nothing and wait for the speaker to reply next.
  • Ask them to step to the side with you and, when they do, you can explain why what they said was offensive.

Learn more here about jokes that aren’t funny and how to respond:

Employer replies to GSU on 2022 wage increases

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Tuesday Members’ Memo – Nov. 23, 2021

A senior manager with Nutrien Ltd. has replied to GSU’s proposal of employee wage increases in 2022 that reflect the rising cost of living in Canada.

On Nov. 26, Mr. Michael Webb, executive vice president and chief human resources officer with Nutrien, replied to GSU general secretary Hugh Wagner. In his response, Mr. Webb said that 2022 wage increases would be based on a robust market analysis combined with the pay for performance system.

“I appreciate that Mr. Webb took the time to reply, but at the same time I am concerned that when an employer relies on a market analysis it is a trailing exercise rather than a leading approach and will fall short of an inflation-reflective wage increase for every employee,” said GSU general secretary Hugh Wagner. “This is just the beginning of the process of advocating for better wages and GSU will continue to press for more.”

Wagner reports that he hasn’t yet received a reply from Viterra.

GSU promotes 2022 wage increases

Tuesday Members’ Memo – Nov. 23, 2021

GSU is urging employers to step up to the plate by granting significant wage increases to employees in 2022.

On Nov. 18, GSU general secretary Hugh Wagner wrote to corporate management at Nutrien and Viterra to lobby for 2022 wage increases that at least match increases in the rate of inflation as measured by the All Items Consumer Price Index (CPI).

The CPI has recently recorded increases higher than 4 percent and the Bank of Canada has indicated upward pressure on the CPI will continue at a rate of 3.5 percent or higher for all of 2022.

Wagner advised both employers that collective agreements don’t present any barriers to awarding each and every employee a higher wage/salary increases.

“It is my respectful submission that the principles of equity, fairness, recognition and retention all support this kind of action,” Wagner said. ““When we meet employers such as Advance Manufacturing and Richardson International at the bargaining table in the latter part of 2021 and the beginning of 2022, we will be arguing for significant wage increases for all employers.”

“Other companies are being encouraged to do the right thing without waiting for the collective agreements to open for bargaining,” he continued. “As the economy continues to recover from the effects of the COVID-19 pandemic and price inflation appears to be on the rise, the time to recognize and reward workers for the value of their contributions to economic growth and corporate prosperity is long overdue.”

The Path to Reconciliation: Treaties

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From the Tuesday Members’ Memo – Nov. 30, 2021

Our path to reconciliation includes listening, learning, and creating opportunities for education and participation within GSU. On the last Tuesday of each month we will be sharing a short piece of information in our Tuesday Members’ Memo that we hope will inspire you to learn more about the topic, and ultimately contribute to a shared future of reconciliation.

Treaties

Before Canada existed as a country, what is now Eastern Canada had a two-fold attraction to the land to the west. Like their neighbours to the south, Eastern Canada was keen to expand into the resource and land-rich Prairie Region, and they risked losing it to a rapidly expanding and aggressive United States. Opting for a different path, Central Canada chose a more diplomatic approach, and began the process of signing Treaties. 

Between 1871 and 1921, Treaties one through eleven were signed in rapid succession, forming formal contracts between two sovereign nations.

Before these Treaties were signed, several First Nations lived in what is now modern-day Saskatchewan, Manitoba, Montana, North Dakota, and Alberta. Each of which had a rich history of using Treaties for inter-tribal affairs that were used for trade, safe passage, alliances, and access to resources and shared ancestral land. These relationships were based on reciprocity, respect, and coexistence, and were reaffirmed with ceremonies and protocol. They were to be renewed with regular dialogue, and the original spirit and intent of the agreement were to persist generation after generation. When French, American, and English interests began to collide, potential hostility began to grow. To secure tactical alliances, and to protect their inherited claim to their land, First Nation people used their expertise with Treaties and invited the then English Government to begin a fruitful relationship. 

Stretching from Eastern Ontario to the North-West Territories, the Treaties are often mistaken as symbolic, when they are in fact contracts between two sovereign nations. In return for access to the land (intended for agricultural settlements), the government was to respect their traditions of hunting, fishing, trapping, and to supply medicine, clothing, agricultural supplies, and education. This also kept the United States from encroaching on now newly acquired Canadian-First Nation territory without unnecessary war and violence. 

Learn more here:

There is so much more to learn!

GSU is building a truth and reconciliation lending library. If you have resources you would recommend for our library or are interested in borrowing a book, contact staff rep Mason Van Luven at Mason@gsu.ca.

Have you used your Health Flex Spending Account or other health benefits? It’s time to check your account.

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The point of using your health benefits isn’t just to use up the money – it’s to make sure that you are getting the medications, treatments and help you need to feel and be your best mentally and physically. Self-care is particularly important as we all cope with the stresses of living and working through a global pandemic.

Check your collective agreement for details on your account, and – as always – don’t hesitate to contact your GSU staff rep if you need help sorting things out. The services we provide to you are included in your union dues, and there is no additional charge for assisting you.

WE’RE WORKING ON IT: Helping members sort through snow-day paystub issues

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GSU staff reps are fielding calls from members who reviewed their pay stubs and are questioning how their time was calculated.

Employees throughout Saskatchewan were sent home early or told not to come in when last week’s winter storm created treacherous conditions, led to road closures, and caused power outages. GSU members may have access to options like pressing necessity, family leave or personal leave clauses in their collective agreements that might offer a leave of absence to deal with emergent situations.

“Collective agreements vary between employers. It’s a good idea to check your collective agreement to see what it says about access to leave for situations like we experienced with last week’s storm, or when a family member needs urgent care or your water heater floods your basement,” said GSU staff rep Donna Driediger. “When you know what leave is available to you and when it can be accessed, you can make informed decisions. That will also help ensure your time is recorded as you intend it on your pay stub, and it will help you identify when it’s not paid out properly, too.”

If you have questions about how your work time was paid out during the blizzard, or what you may be entitled to for pressing necessity or personal leave in your collective agreement, don’t hesitate to reach out to your GSU staff rep. Our services are provided to you as part of your union dues and your inquiry will remain confidential.

 

WE’RE WORKING ON IT: How sick is too sick to be at work?

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Cold and flu season has arrived, and GSU staff reps are fielding inquiries about sickness, sick leave, and what makes you too sick to be at your workplace.

Three years ago you could haul your sniffling, coughing self into work and people would give you the side-eye and avoid you. COVID changed the way we view being sick at work, and lots of us have become hyperaware of our own health and the symptoms of illness displayed by others. In 2021, there appears to be a surging but sometimes unspoken preference that those who are obviously ill should stay away from the workplace as a precaution.

So how do you know when you are too sick to be at your workplace?

“There are a lot of factors to consider and it’s often a judgment call depending on the individual, their sick leave history, and the current situation,” said GSU staff rep Steve Torgerson. “There can also be slightly different advice based on the member’s collective agreement and their employer.”

“Generally speaking, it’s a good idea to check your collective agreement and to be aware of your accrued sick leave and what it can be used for,” Torgerson advises. “And, as always, no question is too small, so don’t hesitate to contact me or another GSU staff rep if you need clarification, have any questions, or concerns.”

Our services are provided to you and paid for by your union dues. There is never an additional charge for assisting you.

WE’RE WORKING ON IT: Helping to straighten-out sick benefits

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An employee was off work as a result of a medical procedure. When they realized they weren’t fully aware of the employer’s process for claiming sick benefits before beginning their leave from work, they called general secretary Hugh Wagner at the GSU office.

Wagner contacted the employer and rectified the situation with a couple of phone calls.

“The experience is a reminder that greater emphasis should be given by employers to making administrative processes simple, transparent and seamless,” Wagner said. “Transparency in benefit plans is something employers generally don’t devote enough time or resources to as they tend to shuffle things off to third-party providers.”

GSU works to eliminate bureaucratic frustration and the stresses it can cause.

If you are experiencing difficulty with processes or paperwork regarding sick leave benefits or other issues, don’t hesitate to contact your GSU staff representative. No question is too small to ask, and our services are provided to you as part of your union dues.

 

Understanding land acknowledgements, their history, and their importance

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Our path to reconciliation includes listening, learning, and creating opportunities for education and participation within GSU. On the last Tuesday of each month we will be sharing information that we hope will contribute to a shared future of reconciliation.

Understanding land acknowledgements, their history, and their importance

TMM – Oct. 26, 2021

To kickstart the Saskatchewan Federation of Labour’s 65th Annual Convention, the Saskatchewan vice-president of the Canadian Union of Postal Workers, Dodie Ferguson, hosted a workshop called “Making Land Acknowledgements Matter”. It was an impressive workshop that helped all participants better understand land acknowledgements, their history, and their importance.

If you have never participated in a land acknowledgement, they are formal statements made at the beginning of events taking place on land originally inhabited by or belonging to indigenous peoples. For example, a common one-breath land acknowledgement could be something like:

“As we gather here today, we acknowledge we are on Treaty 6 Territory and the Homeland of the Métis. We pay our respect to the First Nations and Métis ancestors of this place and reaffirm our relationship with one another.”

Land acknowledgements are meant to recognize and respect indigenous peoples as the original stewards of the lands on which we now live. These acknowledgements are not meant to place blame or make anyone feel guilty.

Though the statement is short, it serves an important purpose: it is a recognition of an intimate relationship between the place and people, and demonstrates an awareness of Canada’s history with and treatment towards Indigenous people. What we learned growing up or in school might contradict what is being taught today. As we uncover new information and learn more about an issue, the issue evolves. The challenging part is evolving with it.

Learn more about land acknowledgements here:

GSU is building a truth and reconciliation lending library. If you have resources you would recommend for our library or are interested in borrowing a book, contact staff rep Mason Van Luven at Mason@gsu.ca.