Author Archives: Grain and General Services Union

Joint Executive Council (GSU’s board of directors) holds semi-annual meeting

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GSU’s Joint Executive Council met in Saskatoon on October 19.

The meeting agenda included business related to succession planning in GSU’s administration. Among other things, the Council approved a proposal to advertise and fill a staff rep position in the union’s Regina office. A revised and updated job description for the staff rep classification was approved along with a hiring/recruitment committee charged with responsibility to receive applications, conduct interviews and make a hiring recommendation to the Council.

The Council meeting also received a report from general secretary Hugh Wagner on GSU finances and considered his fall 2017 report to union members. Council members were provided updates on current events and issues affecting GSU members. Plans were made for holding  Local and Sub-Local annual membership meetings and holding GSU’s biennial policy convention from March 22 to 24, 2018.

GSU’s administration regularly schedules the semi-annual meeting of the Joint Executive Council (JEC) to coincide with Saskatchewan Federation of Labour conventions in order to reduce expenses and minimize infringement on Council members’ family lives.

The next regular meeting of the JEC will be held in March 2018 in conjunction with GSU’s biennial policy convention.

JOB POSTING: GSU staff representative – deadline for receipt of applications Nov. 14

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Receipt of Applications closed Nov. 14.

The Joint Executive Council of Grain and General Services Union (ILWU Canada) has approved advertising a staff representative vacancy in the union’s Regina office. The objective is to fill the position by early January 2018. A copy of the job description for the GSU Staff Rep classification can be viewed and downloaded here or by using the link at the bottom of this posting.

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 $6,119 to $7,605 per month. Competitive benefits and working conditions are provided via the GSU/IUSU collective agreement which is currently subject to agreement renewal collective bargaining.

Interested candidates are asked to submit their applications and resumes to GSU general secretary Hugh Wagner at gsu.wagner@sasktel.net.

The deadline for submitting applications is Tuesday, November 14, 2017.

Following the close of the applications period, a hiring/recruitment committee approved by GSU’s Joint Executive Council (JEC) will conduct interviews with selected candidates. The hiring/recruitment committee is charged with the responsibility of making a hiring recommendation to the JEC.

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ANOTHER PROBLEM SOLVED: GSU follows-up on instruction given to members; miscommunication resolved

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Several Local 1 (Viterra) members scheduled to work 13.3 hour shifts from Thursday, October 12 to Saturday, October 14 inclusive were told they had to reduce their work time by eight hours since Thanksgiving Day fell on the Monday of that week, putting them in an overtime situation.  The affected employees didn’t think the instruction was fair and contacted GSU general secretary Hugh Wagner.

In turn, Wagner contacted Viterra HR to follow up on the members’ complaint. The issue was investigated and it turned out to be a miscommunication on management’s part. The problem was fixed by the next day.

If you have questions about a workplace issue or you are experiencing problems in the workplace, contact your GSU staff rep.
Their services are provided to you as part of your union dues and there is no additional charge for assisting you.

Wicihitowin Aboriginal Engagement Conference was much more than a conference for GSU staff rep

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GSU is committed to supporting, promoting and facilitating truth and reconciliation. Education and awareness are important parts of the process, so on Oct. 11 and 12 GSU staff representatives Dale Markling and Steve Torgerson attended the Wîcihitowin Aboriginal Engagement Conference in Saskatoon to learn more. 

The conference focused on Aboriginal engagement and human service delivery topics relevant to Aboriginal and non-Aboriginal participants as they work toward respectful Aboriginal engagement and inclusion in community settings within the context of the Truth and Reconciliation Commission’s (TRC) Calls to Action.

The goal of the conference was three-fold:

  • provide organizations with resources to authentically engage Aboriginal people as employees and volunteers;
  • support organizations working to incorporate Aboriginal values within program and service delivery settings, with the goal of creating culturally respectful organizations; and,
  • highlight Reconciliation efforts in Saskatoon.

In Steve Torgerson’s mind, calling Wicihitowin a conference diminished its full value and potential. According to Torgerson, it was more than a conference. It filled-in the story and history he knew and pushed him further than he realized he needed to go.

“Prior to attending the Wicihitowin Aboriginal Engagement Conference I thought I knew about what had happened during the 60’s scoop, what had happened at our Indian Residential schools, and what had happened to the Metis nation following the 1885 Rebellion,” Torgerson said. “Listening to the speakers at the conference and my fellow conference attendees made me realize how little I knew.”

“For me, reconciliation is listening and taking in the stories and truth that are out there, and sharing and engaging the people around me in difficult and honest discussions about what has happened to our Indigenous people and what we need to build a better relationship,” said Torgerson. “I’m looking forward to incorporating what I have learned into our educational opportunities for GSU members.”

Contact Dale Markling or Steve Torgerson for more information on the Wicihitowin conference.

Remembrance Day 2017: Would you prefer to take Friday, Nov. 10 or Monday, Nov. 13 in lieu? Tell us by Oct. 23

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Remembrance Day falls on a Saturday this year. The Canada Labour Code and the Saskatchewan Employment Act mandate that the Monday following Remembrance Day is to be taken as a day in lieu. However, unionized employees have more choice.

Would you prefer to take Friday, Nov. 10 in lieu or Monday, Nov. 13 in lieu?

Send your preference to gsu.regina@sasktel.net by Monday, Oct 23, and indicate your employer in the comments. 

WE’RE WORKING ON IT: Stable, reliable shift schedules. Bring your suggestions to your annual meeting

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One thing that makes shift work bearable is having a set schedule worked out far in advance. Shift workers plan their lives around days off. Working nights and weekends puts a great strain on daily living, and especially family life. Having and following a clear, well-defined, consistent plan lets shift workers set appointments, reserve family time, and make the best of their difficult changes from days to nights and inconsistent days off.

Last minute changes to employees’ schedules leaves employees scrambling to reorganize their responsibilities for months. Day care, vacations, appointments – all the things workers on shift must coordinate far in advance have to be rescheduled, and that can be difficult or even impossible when you only have a few hours’ notice.  

“With GSU’s annual meetings coming up, and a number of collective agreements set to open, members should make a real effort to bargain notice provisions that respect their right to have a stable, reliable shift schedule,” says GSU staff representatives Lawrence Maier.

Do you have concerns about shift work? Bring them to your annual meeting or contact your GSU staff rep with your questions, observations, and concerns.

Contact information for our staff reps is available here. 

ANOTHER PROBLEM SOLVED: moving a pension deposit to another financial institution

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A pensioner contacted GSU staff rep Dale Markling  to find out how to change his pension deposit to different financial institution. Dale directed him to the pension plan administrator and provided a contact number to request the necessary forms.

Do you need assistance? No problem is too small. Contact your GSU staff rep with your questions and concerns.

Your inquiry will be treated with strict confidentiality. Contact information for our staff reps is available here. 

What is wrong with the government selling 49% of a crown corporation? Wouldn’t the people of Saskatchewan still be able to control the crown corporation?

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There are major problems with partial privatization. 

If 10% or more of a Crown corporation is privatized, the corporation will have to pay federal taxes. 

Crown corporations that are fully publicly-owned are exempt from federal taxation.

Paying taxes forever should be discounted from the selling price – which means much less money to pay down debt or use for other public purposes. The current federal tax exemption means that more money stays in the province to serve the public interest.

Retaining 51% ownership of the Crown corporation does not mean that the public interest would prevail over the private interests of the minority shareholders. 

As a matter of corporate law, the majority cannot oppress the minority shareholders by ignoring their interests, and there is a legal duty on the members of the board of directors to manage the company in order to maximize the return to investors, that is, profits.

The public interest is to provide services to everyone in Saskatchewan, regardless of where they live. For example, selling part of SaskTel would likely mean that rural and northern people would have to pay more than they do now for phone service, internet, etc.

SOURCE: OwnIt! Plebiscite on The Future Of Our Crown Corporations, “Frequently Asked Questions” 

ANOTHER PROBLEM SOLVED: Notice of job elimination sorted out

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A member of GSU Local 15 (CPS) was notified that her job was being eliminated. Since the member was on maternity leave, the effective date of the position elimination was delayed until her maternity leave ceases. However, Article 24 – Position Elimination of GSU’s collective agreements with CPS Canada stipulates that employees whose jobs are being eliminated are entitled to 120 calendar days’ notice or pay in lieu.

In the particular circumstances of this case, paid notice or pay in lieu of notice could not be made until after the member’s maternity leave ends. The problem was that the notice of position elimination made no mention of paid notice or pay in lieu of notice. Upon being alerted to the anomaly in the notice of position elimination, GSU general secretary Hugh Wagner raised the issue with CPS management on several occasions but did not receive any response. As a result, he commenced grievance action on August 24 and the matter was resolved the next day. The member in question will receive her paid notice of position elimination or pay in lieu when her maternity leave ends.

“This matter was probably more about miscommunication on the employer’s part as opposed to a disagreement over the application of the members’ rights under the collective agreement,” Wagner said. “The grievance procedure was used effectively to make sure the matter was clearly resolved in a timely manner. A formal grievance is not a declaration of hostilities. As the outcome of this case demonstrates, it can be an effective means to assist in resolving workplace issues.”

Contact your GSU staff rep for assistance with questions or concerns.

WE’RE WORKING ON IT: clarification on temporary performance of higher duties

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A GSU member has requested clarification on the “Temporary Performance of Higher Duties” provision of their collective agreement.  The employee feels they are performing duties that are above the job description set out for their position.

When employees are assigned to do duties that are above their job description, they are entitled to be paid the proper rate of pay for the period they are assigned to the increased responsibility. GSU staff rep Lawrence Maier is looking into the matter and will be communicating with the member before any further action is taken.

Contact your GSU staff rep for assistance with questions or concerns.

Your inquiry will be treated with strict confidentiality. Contact information for our staff reps is available here.

GSU Defense Fund assets top $4 million

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According to the second quarter portfolio report, the GSU Defense Fund had assets of $3.8 million invested with RBC Dominion Securities in addition to $317,000 in cash on deposit at Affinity Credit Union. Total assets currently stand at $4.117 million.

“This is a new high in terms of the market value of the Defense Fund investments,” said GSU general secretary Hugh Wagner. “The main purposes of the Fund is to provide members with income support in the event they are on strike or locked out in a collective bargaining dispute and to defend the collective bargaining and union representation rights of GSU members.”

Each year since 1996 GSU members attending annual union meetings have voted to continue to pay additional dues of $10 per member per month into the GSU Defense Fund. Continuation will be voted on again at the fall 2017 annual meetings of GSU Locals and Sub-Locals.

WE’RE WORKING ON IT: Attending a day-long customer service event – should it be a paid day or a vacation day?

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An employee was told to take a client on a day-long customer service event. When the employee subsequently found out they weren’t being paid for the day and brought it to the attention of the company, it was suggested to the employee that a vacation day be used.  

The employee contacted the union office for clarification and GSU staff rep Steve Torgerson is working to resolve the issue.

Contact your GSU staff rep for assistance with questions or concerns. 

Your inquiry will be treated with strict confidentiality. Contact information for our staff reps is available here. 

GSU legal counsel article: “Do I still have to hire her if she’s pregnant?”

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Editor: The following article from GSU legal counsel Ronni Nordal provides valuable information for GSU members

“Do I still have to hire her if she’s pregnant?”

Do employees still need assistance protecting their rights in 2017? You bet they do.

Recently I received a cold call (an inquiry from someone who is not a client). The person calling was a small business owner and before I could explain that I represent employees – not employers – he blurted out his question:

“Last Week I offered someone a job and sent them the formal job offer. Yesterday she told me she was pregnant. Do I still have to hire her?”

My response: “YES. To revoke the employment offer would be discrimination.”

This employer was adamant that he had been lied to, as during the interview he asked whether “there were any health conditions he should know about” and the potential employee replied “no”. The employer felt he had been lied to and should not have to hire the person.

Response from me: “If the potential employee had told you she was pregnant, would you have hired her?”

Employer response: “No.”

It may be 2017, but employees still need assistance in having their rights protected – particularly employees with disabilities.

Ronni Nordal, LL.B. 
NORDAL LeBlanc Law Office 
nordalleblanc.ca

WE’RE WORKING ON IT: Viterra’s payroll system and the Canada Day stat holiday

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When a stat or general holiday falls on a Saturday or Sunday employees are entitled to a day off in lieu, such as the Friday before the holiday or the Monday following.

When a stat or general holiday falls on a Saturday or Sunday employees who are required to work on the day as part of their regular shift are entitled to time-and-a-half for all hours worked – even though they get a day off work in lieu as was the case this year when Canada Day fell on a Saturday.

A number of GSU members working at the Viterra terminal elevator in Saskatoon (GSU Local 1) were assigned and did work on Saturday, July 1. They received Monday, July 3 as a day off in lieu. However, it appears the payroll system might not have appropriately compensated them for working on the actual stat holiday.

The affected union members contacted GSU and general secretary Hugh Wagner raised the issue with Viterra HR. After some initial communication back and forth, Viterra HR advised that it was going to review how the payroll system had handled the situation and any employees who were not paid in accordance with Article 22 of the collective agreement will have their pay adjusted. As this article is being written the situation is still being reviewed and a resolution is expected in the near future.

“It is always important for union members to assert their rights whenever they believe they are being short changed. The initial contact and conversation are essential to making sure employees receive the full benefit of the collective agreement bargained with their employer,” said GSU general secretary Hugh Wagner. “One of the basic tenets of working in a unionized workplace is the right to union representation in dealings with the employer.”

Contact your GSU staff rep for assistance with questions or concerns.

Your inquiry will be treated with strict confidentiality. Contact information for our staff reps is available here.