In the May 26 Tuesday Members’ Memo general secretary Hugh Wagner reported on discussions between Viterra and GSU about the allocation of time to GSU members who use the personal family leave provision (Article 13.9 of the collective agreements ). Specifically, if a member claiming the leave works a modified shift (e.g. 13.3 hours per shift), are they to be paid equivalent time for each day of paid personal family leave (maximum three paid days)? 

After receiving comments from Local 1 and 2 members, Wagner followed up with Viterra HR and advises that members claiming paid personal family leave, as provided in GSU’s collective agreements with the employer, will be paid for the number of hours they would have worked if not absent on leave. 

“It is important to bear in mind that this provision of the collective agreements with Viterra draws on employees’ accumulated sick leave and it covers the wages lost by the employee just as if they were absent from work on sick leave,” Wagner said. “I appreciate the input received from members on this subject. It helped clarify and resolve the discussion with management.”

Personal Family Leave in GSU Local 1 (Viterra Ops/Maintenance) and Local 2 (Viterra Office) – what are your thoughts?

By Hugh Wagner – May 27, 2020

A new addition to the current collective agreements between GSU and Viterra was personal family leave as provided in section 13.9 of Article 13 – Leaves of Absence.

The new section provides that employees are allowed to take up to five days of personal family leave and provided they have at least three months of continuous service the first three days of leave will be with pay and will be applied against the employee’s accrued sick leave credits. Section 13.9 of the collective agreement goes on to describe circumstances in which personal family leave applies as well as control measures.

This new feature of the collective agreements with Viterra was an important step forward in the struggle to balance work with family responsibilities. However, as with many new things, there are some wrinkles to sort out.

For example, an employee who works a modified work week of 13.3 hours per shift and takes three days to attend a matter covered by personal family leave. Should they be paid for 39.9 hours which are charged to their sick leave bank? Or should the employee receive 24 hours’ pay for the three days and have to make up the rest of the time from some other pool?

I think the employee should be paid as if they were at work, which would mean three days at 13.3 hours per day in this example. We’re in discussions with Viterra HR to make sure the system works fairly for union members. We’ll report on the results of our discussions once we’ve worked things out, but in the meantime we’d like Local 1 and 2 members to let us know what they think on the subject. Drop us a note by email to gsu@gsu.ca.

Hugh Wagner is GSU’s general secretary and spokesperson for the Local 1 and 2 bargaining committees who negotiated the current collective agreements in these two locals. You can reach Hugh at Hugh@gsu.ca or 306.536.3414.

In early May, the Broadbent Institute commissioned Abacus Data to conduct a national public opinion survey to explore the kind of recovery Canadians want after the COVID-19 pandemic.

The survey found that the COVID-19 pandemic has caused widespread anxiety and concern for Canadians across the country. As they look ahead to the economic recovery, most are looking for a bold and ambitious recovery.

• Canadians, by a 2 to 1 margin, want governments to spend whatever is necessary rather than control the deficit.

• Canadians think the long-term, health system, and employment structure needs a lot of improvement.
   
• Canadians want an economic recovery that is fair, makes the country more self-sufficient, and invests in the public health care system.
   
• 3 in 4 Canadians support a wealth tax on Canada’s wealthiest people to help pay for the recovery.
   
• 77% Support governments providing financial assistance and debt relief to municipalities to help with budget shortfalls.
   
• 8 in 10 Canadians want government to ensure public funds to assist corporations are not used to enrich executives or existing shareholders.

The survey was conducted online with 2,280 Canadians aged 18 and over from May 1 to 6, 2020.

View the survey and complete results here: Abacus Data: What Kind of Recovery?

The Union and Company are trying to set up some dates to resume negotiations and work out the logistics of how the negotiations are conducted in our new COVID-19 reality. 

Members will be advised when dates are set.

Bargaining committee members representing GSU Local 5 are Sharlene Tetrault, Michelle Houlden, and GSU staff rep/bargaining spokesperson Dale Markling.

Thank you to everyone who sent us an email and shared how COVID-19 changed their workplace.

Last week we asked GSU members which measures and restrictions they thought should become temporary and permanent parts of the workplace routines as governments and employers re-open and navigate our new normal.

As promised, we conducted a draw from the replies we received, and the following five GSU members have each won a $100 gift card of their choice:

• Raelee Kearns (Local 2 – Viterra)
• Kaylee Kruger (Local 2 – Viterra)
• Mark Pankratz   (Local 1 – Viterra)
• Tasha Seitz  (Local 2 – Viterra)
• Jill Topham (Local 1 – Viterra).

We received a lot of valuable feedback and insight from GSU members. That helps us understand the issues you are facing so we can tailor our representation services. If you have any questions, comments, or concerns as your workplace adjusts to COVID-19 regulations and restrictions, please feel welcome to reach back out to your GSU staff representative and they will be happy to assist you.

The overwhelming majority of GSU members have continued to work throughout the COVID-19 pandemic and related public health measures. A number of members were able to work from home, but the predominant majority continued to report for duty at their usual workplace, albeit under dramatically different circumstances. 

Restricted access to work locations, physical distancing within workplaces, enhanced sanitation and hygiene as well as heightened awareness about personal wellness were hallmarks of the changed approach to work. Along with these measure came additional anxiety and stress as GSU members (like so many others on the front lines) worried about the health of their families, their own health, and juggled additional family responsibilities. 

Happily we can report that no GSU-represented workplaces experienced any cases of COVID-19 infection. And we once again acknowledge and thank all who were able to and continued to do their jobs. 

As governments and employers begin the “re-opening” process, which of the various workplace measures and restrictions do you think should become part of the so-called new normal? 

What do you think should become a new permanent part of workplace routines?

Send your email reply to us at  gsu@gsu.ca by 5:00 p.m. on June 1.

On June 2 we will conduct a random draw from the replies received for and five GSU members will win a $100 gift card of their choice.

Winners will be announced here on June 2.

On May 20 GSU Local 15 bargaining spokesperson Dale Markling sent an email update to Local 15 members. If you did not receive the update we don’t have your current email address in our database.

If you would like to be added to GSU’s database and receive updates like this one, send us an email at gsu@gsu.ca and let us know.

May 20, 2020

Greetings,

The Company and GSU are still in negotiations. The last time we met was on February 18 and 19 when Nutrien made an offer that GSU’s bargaining committee took away to consider. Since then normal planning for in person bargaining meetings and other union/management business has been overtaken by the COVID-19 pandemic. We are in the process of rescheduling bargaining with Nutrien, albeit in dramatically changed circumstances. 

The Company is trying to take some of the benefits you currently enjoy out of the Collective Agreement. Your bargaining unit has fought for and had these benefits incorporated as part of the Collective Agreement for many years. While from time to time they may have changed, however, the members had an opportunity to negotiate around those changes.

On wage increases GSU’s committee is pushing for guaranteed increases for employees in recognition of rises in the cost of living as opposed to solely aggregate or average wage increases that reward some, but don’t do much for so many employees.

The Company and the Union are in discussions to commence scheduling a resumption of bargaining in order to negotiate a settlement worthy of the commitment and hard work of GSU members. The Company is going to respond with dates and once something is scheduled I will advise you of this.

I understand this is a busy time for everyone, we are hopeful the upcoming bargaining meetings will produce an acceptable settlement, In the meantime during this busy time, stay safe and stay well.

Please contact me if you have any questions or concerns regarding the bargaining or other workplace issues.

Sincerely,

Dale Markling
GSU Local 15 bargaining spokesperson / GSU Staff Representative
Grain and General Services Union
Dale@gsu.ca
306. 384.7314 office / 306.229.9299 cell

The departure of director Sharlene Tetrault to join GSU’s Joint Executive Council this spring left a vacancy on the union’s Defense Fund Board of Directors. This elected five-person board is responsible for overseeing the administration and investment of the fund assets (currently $4.5 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 vacancy was advertised within the GSU membership in April, and on May 15 the union’s Joint Executive Council elected GSU Local 14 (Richardson) member Barb Healey to the Defense Fund Board. Healey works for Richardson at their Edenwold facility. She joins current Defense Fund directors and fellow GSU members Wilfred Harris (Local 1 – Viterra), Darryl Knelsen (Local 1 – Viterra), Ron Gerlock (Local 8 – Advance), and Dennis Piasta (Local 14 – Richardson) to round out the board.

“We are grateful to Sharlene for her service and excited to welcome Barb to the Defense Fund board,” said GSU general secretary Hugh Wagner. “When members step forward to represent their fellow GSU members, it gives workers a collective voice and it strengthens the union.” Directors of the GSU Defense Fund are elected at the union’s biennial conventions.

Vacancies occurring between conventions are filled by candidates elected by the Joint Executive Council (JEC). Defense Fund directors must be members of GSU who are not also serving on the JEC.

On May 15 Local 7 members working for Heartland Livestock/Northern Livestock Sales voted 57 percent in favour of accepting the proposed memorandum of settlement. 

The three-year agreement includes a guaranteed wage increase for every unionized employee. 

Thank you to the GSU negotiating committee of Tyler Sherwood, Heather Mackay, and Donna Driediger for their work.

Members of AEA/GSU Local 8 working for Advance Tank Production Ltd. in Regina began participating in a work sharing program on May 11. The program affects 58 members and was precipitated by the turmoil in the energy industry as well as the COVID-19 pandemic. 

Work sharing programs operate in conjunction with EI and must be approved by a majority vote of the workers affected. Under the particular program affecting the 58 AEA/GSU Local 8 members, employees will work rotating shifts of two days per week and collect EI benefits for three days per week. 

A big thank you goes to Mark Crawford of the Unemployed Workers Help Centre in Regina who was especially helpful in providing sound advice and answers to questions about navigating the EI system in this difficult situation.

After several in-person bargaining sessions, GSU’s bargaining committee of Heather McKay, Tyler Sherwood and Donna Driediger negotiated a settlement with Heartland Livestock representative Stewart Stone.  Members of GSU Local 7 (Heartland) will be voting on the tentative settlement on May 15.  

“With a few changes to current language and a wage increase equal to 2% of payroll in each year of a three-year contract, the committee agreed it was best for members to vote,” said GSU bargaining spokesperson and GSU staff representative Donna Driediger. 

Results of the vote will be released on May 19.

Tuesday Members’ Memo – May 5, 2020

GSU and Nutrien last met for collective agreement renewal bargaining on Feb. 19. While the parties are close to agreement in many respects, there are significant differences in a few key areas. 

The Covid-19 pandemic and related restrictions have delayed the bargaining, but GSU bargaining spokesperson Dale Markling has contacted the company about returning to the bargaining table via a video format or in person. 

GSU is waiting for Nutrien’s reply.

GSU has been urging employers to show appreciation for the additional risk being experienced and the added effort of employees who are continuing to work in essential sectors of the economy. As part of GSU’s effort, general secretary Hugh Wagner wrote to Nutrien and Viterra on April 13. (Wagner’s correspondence is reprinted, below.)

Nutrien replied in writing on April 21 (read that reply below) and Viterra replied verbally on April 28. Both companies declined the employee recognition measures proposed by GSU or any additional recognition.

“I am disappointed with the response by these two employers,” said Hugh Wagner. “These are extraordinary times that call for a much better and more generous employer acknowledgement of the hard work and dedication of their employees.”

Trouw Nutrition and Grain Millers Canada Corp. step up

Click here to learn more about two employers of GSU members who have gone out of their way to acknowledge their employees’ commitment and dedication with more than just words. 

Correspondence with Viterra

from: Hugh Wagner
to: Angela Zborosky
cc: Josh Fink; Bill Roszell
date: Apr 13, 2020
subject: Employee Recognition During the COVID-19 Pandemic

April 13, 2020

Ms. Angela Zborosky
Director of Employee and Labour Relations
Human Resources
Viterra Inc.
Regina, SK

Re: Employee Recognition During the COVID-19 Pandemic

During the COVID-19 Pandemic Canadians have recognized that there are sectors of the economy/society beyond the frontlines of health care that are also essential to our collective well-being. In response to the situation various employers have chosen to recognize the efforts of workers many of whom are going the extra mile to keep the system functioning.

In recognition of employees’ commitment and dedication during this difficult time I am writing to propose that Viterra award all employees a two (2) percent across the board performance increase to their rates of pay effective April 1, 2020 in addition to paying out incentive bonuses for the past year.

Furthermore, since access to dental and other healthcare services are unavailable or restricted at this time and bearing in mind that employees pay their share of benefit plan premiums until their last day of work I propose that the employee benefits plans be amended to continue coverage for employees who retire for an extended period of time.

I also propose that Viterra temporarily amend the employee benefits plan to provide coverage to seasonal and temporary employees commencing on their date of hire.

I would appreciate it if Viterra’s senior management team would consider the above proposals. I look forward to a reply.

Sincerely,

Hugh

Hugh Wagner  General Secretary
Grain and General Services Union (ILWU • Canada)

Correspondence With Nutrien

From: Hugh Wagner
Sent:  April 13, 2020
To: ‘Cheryl Skiba’
Cc: ‘Roger Bortis’; ‘Kelsey Schaeffer’ >; ‘Dale Markling’
Subject:  Employee Recognition During the COVID-19 Pandemic – Nutrien

Without Prejudice

April 13, 2020

Ms. Cheryl Skiba
Senior Human Resource Manager (Canada)
Nutrien Ag Solutions (Canada) Ltd.
Regina, SK

Cheryl,

Re: Employee Recognition During the COVID-19 Pandemic

During the COVID-19 Pandemic Canadians have recognized that there are sectors of the economy/society beyond the frontlines of health care that are also essential to our collective well-being. In response to the situation various employers have chosen to recognize the efforts of workers many of whom are going the extra mile to keep the system functioning.

Notwithstanding the fact that GSU and Nutrien are currently engaged in agreement renewal collective bargaining, I am writing to propose that Nutrien, in recognition of employees’ efforts during this difficult time, award all employees a two (2) percent performance increase to their rates of pay in addition to paying out existing incentive bonuses  for the past year.

I also propose that Nutrien temporarily amend the dental care, prescription drug, vision care and healthcare portions of the employee benefits plan to provide coverage to seasonal and temporary employees commencing on their date of hire and to grandfather coverage (for an extended period of time) to employees who retire.

I would appreciate it if you and your colleagues would consider and reply to the above proposals.

Sincerely,

Hugh

Hugh Wagner  General Secretary
Grain and General Services Union (ILWU • Canada)

From: Cheryl Skiba
Sent: Tuesday, April 21, 2020
To: Hugh Wagner
Cc: Roger Bortis; Kelsey Schaeffer; Dale Markling
Subject:  Employee Recognition During the COVID-19 Pandemic – Nutrien

Without Prejudice

April 21, 20120

Good Afternoon Hugh,

Thank you for your email of April 13, 2020, and of earlier today.

I hope you and your colleagues and all families continue to be safe and healthy during this time.  We are happy to report that the Canada Region has remained COVID-19 positive free to date.  We believe our aggressive approach to this matter has served us well.  We are hopeful this pattern continues.

In response to your proposal, we offer the following:

• As Dale will confirm, at the bargaining table we were not in agreement to providing any standardized across the board increase.  Our position has not changed.
• As you know, the Incentive Program is not a term of the Collective Agreement and therefore Nutrien paid out all incentives, based on 2019 business results, on March 13, 2020.
• As you will see from our employee reports, we continue to hire, and do business as usual.  You will have probably heard in our local news that other industries are laying off a large majority of their workforce.  Even in the current environment, we see no need to make any changes to any of our benefit plans.  We continue to do business in the same fashion as pre-COVID-19 and can employ a full complement of temporary staff. We certainly hope this continues.
• With regard to any retirees, we are always open to having discussions with retirees about a potential in change their retirement date (as we have already experienced) or keep their retirement date as originally planned (which we have also experienced). 

We would like to suggest that we return to the negotiating table, so that we can continue down the path to finalizing an agreement. In light of our current environment, it will have to be in a digital manner such that we can maintain the social distancing.  I attach instructions for the platform that we use internally, as it can be used externally as well.  I ask that you and your team review and determine if this is doable for your group.  A lot of our external meetings (ie Nutrien’s AGM) are being held digitally, and believe where we are at in negotiations that this would be appropriate. If you have any alternative options, we are of course open to assessing those as well.

Finally Hugh, while I have indicated that Nutrien Ag Solutions has so far not been directly impacted by COVID-19, this may change. Given this, we think it is in both the employee’s interest, as well as the Company’s, to conclude negotiations sooner as opposed to later.

I look forward to hearing from you regarding our proposal to return to the table.

I did receive your voice mail on Friday, but just haven’t had a chance to return your call.  If you would prefer, once you have had a chance to review this email, let’s set up some time to discuss.

Thanks,

Cheryl Skiba, CPHR, CPM
Sr. Manager, Human Resources – Canada

Thank you to everyone who expressed interest in becoming a GSU Defense Fund director.

Applications are being considered and we will announce our newest director soon.

Archives:

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 $4.5 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.

Deadline for receipt of application is April 30, 2020.