Author Archives: Grain and General Services Union

2024 Annual Day of Mourning, April 28

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The day of mourning is a memorial ceremony across Canada, where members of the labour movement come together to remember and mourn the victims of workplace injuries and who have died because of workplace incidents, accidents or exposure to harmful substances. We come together to remember their sacrifice, and to renew our pledge to urge governments and employers to improve the health and safety standards in the workplace, and workers compensation benefits in the workplace.

By remembering those that have paid the ultimate sacrifice in the name of work, we remember that it could have been us. It could have been our loved ones that we lost because of inadequate health and safety standards in the workplace. We come together to show our support for the ones left behind. We come together to show our solidarity. To stand next to our fellow workers, to stand up for ourselves and mostly we stand up to ensure that the future is safer for all.

A list of Saskatchewan services is available here.

An injury to one is an injury to all.

Do you know your collective agreement rights?

Aside

Spring brings temporary, casual, term employees and Co-op students into GSU. Our staff reps are helping them learn more about their rights and benefits as union members.

For first-time union members, having employment information set out in a collective agreement is a new experience. To better understand your collective agreement benefits and rights available while working for a unionized employer, speak to a GSU staff representative.

GSU staff rep Brian Lark has been helping new GSU members understand their rights as union members.

“All GSU members have the right to fair representation no matter what their employment status is. We are here to provide that,” Lark said. “Most of our collective agreements contain language that pertains to temporary, casual or term employees. These employees are dues-paying members and they deserve the coverage and compensation that all GSU members are entitled to.”

Lark cautions that not all collective agreements or all employers are equal, and available benefits may fluctuate from employer to employer and agreement to agreement.

If you are a new or seasoned member of GSU with questions about your collective agreement or the benefits and rights you are entitled to, contact a GSU staff representative.

Our assistance is paid for by your union dues. There is never an additional charge for assisting you and no limit on the number of times you can seek assistance and advice. Reach out to us any time you have questions or a problem that needs to be addressed. We offer the support you need and we will never contact your employer or take action on your behalf without your approval or consent.

Call us toll-free at 1.866.522.6686 (Regina) or 1.855.384.7314 (Saskatoon)

Our Joint Executive Council Annual Report has been shared with members

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Check your email for a copy of GSU’s Joint Executive Council Annual Report to members. If you didn’t receive a copy by email you are not on our email list, and you can review the copy below:

The report includes GSU’s audited financial statements for 2023 and an update on our work throughout the past year demonstrating what we can achieve when we work collectively. Member engagement and involvement are paramount to our continued success.

Please make time to review this report thoroughly. Your understanding and insight into our financial health and operational activities are essential for informed decision-making and strategic planning, so don’t hesitate to contact any member of your Joint Executive Council or general secretary Steve Torgerson if you have any questions or concerns. 

 

 

Local 1 & 2 (Viterra) new collective agreements are signed and in effect

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Clockwise, left to right: General Secretary and bargaining spokesperson Steve Torgerson; Jim Brown, Local 1; Dave Barrett, Local 1; Mason Van Luven, GSU staff; Kaylee Kruger, Local 2; and Howard Wilson, Local 2 signed the agreements on March 22.

On March 22, members of the Local 1 Board of Delegates and the Local 2 Executive Committee met at GSU’s Regina office to sign their respective collective agreements. The signed agreements were then delivered to Viterra for signature by company officials and the new agreements and all the entitlements they contain are fully effective.

You can view the agreements using the COLLECTIVE AGREEMENTS tab above and clicking on Viterra.

We will be printing booklets for members. As soon as they are available we will work with our elected delegates to get copies into members’ hands.

WE’RE WORKING ON IT: In-vehicle surveillance cameras: Concerns have been raised, and we’re on it

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We're working on it!

GSU staff reps are examining the use of in-vehicle cameras in company fleets and the potential privacy violations for our affected members.

“While it’s permissible for companies to install these cameras, we need to know they doing it the right way,” said staff rep Mason Van Luven. “We’re looking into case law to find out the implications for members and to make sure their rights are protected.”

Consulting with a GSU representative is a service provided to you and paid for by your union dues. There is never an additional charge for assisting you and there is no limit on the number of times you can seek help. We are committed to offering the support you need, and we will never contact your employer to take action on your behalf without your approval or consent.

GSU’s 2024 new-officer training held online

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On March 6, 2024, 13 newly-elected GSU officers and stewards gathered online for training. This round of training was similar to last year’s new-officer training with one addition: emphasis on where unions receive their greatest strength and power.

“Sometimes we equate power with wealth and how that wealth exerts influence on people and society, and money does have that effect,” said GSU general secretary Steve Torgerson. “But unions have always received their power and strength not from money, but from the influence and work of their members.”

Everyone recognizes that a group of people can work together to achieve more than they could separately. It’s a good to keep reminding ourselves to see the union in that light.

Members are the union, and members are the fuel that drives their union’s collective purposes forward. This concept becomes clear by replacing the word “union” with “us” or “we” when discussing the work GSU is doing.

This is our third year of focused new-officer training. We’re already excited about next year’s training as we keep improving the content and delivery to better help our elected officers to assist GSU members.

It’s March 8 ~ Happy International Women’s Day!

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Happy International Women’s Day!

This is an event observed across the world every year on March 8. It is a day to acknowledge and celebrate the social, economic, cultural and political achievements of women and girls, and to raise awareness on issues such as gender equality, reproductive rights and violence against women.

The labour movement has always fought for stronger wages, better working conditions and pay equity for its members. Many unions have developed strategies to combat racism, sexual violence and harassment in the workplace. But there’s still work to be done.

Women are still more likely to be the victims of violence and harassment, especially if they are young, persons with disabilities, a visible minority or a member of the LGBTQ2+ community. One in three women worldwide will be subjected to physical or sexual violence during her lifetime.

The theme of this year’s IWD is Invest In Women: Accelerate Progress, Show your support for women’s rights. Use the hashtags #IWD2024 and #InvestInWomen in your social media posts and use this day to celebrate the achievement of women in our workplaces, in our communities and in our friendships.

Graphic and Story Credit to Maverick Studios, the graphic and design business owned by former GSU member and officer Michelle H.

LOCALS 1 & 2 (Viterra) update: Executive grievances filed on unpaid 4.5% pay increase, retro pay

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Grievance v. Executive Grievance

The biggest difference between an executive grievance and an individual grievance is who ‘owns’ it.

  • An individual grievance is filed by a member (or a few members) over a specific issue that has impacted them.
  • An executive grievance is filed by the Local or union and covers all members who are impacted by the specific issue.

Executive grievances filed over unpaid 4.5% retro, pay increases 

Feb. 29, 2024

GSU Local 1 (Viterra Operations & Maintenance) and Local 2 (Viterra Head Office) have filed executive grievances with Viterra, as follows:

Each Local is responsible for their own grievance and the elected officers of each Local will manage the process.

We expect a response from the company within a few days. At that point, we will arrange meetings with Viterra to work through the various steps in the grievance process.

Local 1 and 2 members who are on our email list dedicated to these grievances will be kept up-to-date on progress. Elected officers from the Locals will also be updated on the progress of the grievances. Members who want to join the email update list – or those who have questions about these specific grievances or grievances in general – are encouraged to contact GSU’s general secretary Steve Torgerson.

Archives

Enforcing the 4.5% increase, 4.5% retroactive payments

Feb. 2024

It’s become apparent that Viterra isn’t budging on their stance regarding the final offer wording. They have told the media that they’re sticking to a process consistent with past collective agreements to apply the 4.5% increase. The question Local 1 and 2 members are asking is why they aren’t using the process outlined in the new final offer, which states it’s to be paid to all employees effective January 1, 2023, and to active members as of December 31, 2023.

GSU is committed to taking every available step to enforce the 4.5% increase. We are currently gathering information from affected members regarding what they received (or didn’t receive) and the specific details of each case. Members who haven’t received the full 4.5% increase or full 4.5% retroactive payments are asked to complete an information form to help determine the scope of the issue as we fight for the increase and retro pay for all members. Background information is available in Update #44/Feb. 7 available here. 

GSU Local 1 and 2 officers reviewing all available options to fight for entitlements of the Final Offer

Source: GSU bargaining committee update #43 – Feb. 2, 2024

Some members of Local 1 and 2 have been examining their pay stubs and noticing that there are problems with the 4.5% increase they were expecting to receive.

This is happening in various ways.

  • Some members get no increase or retro pay.
  • Some members getting an increase and retro pay on only some of their pay last year.
  • As well as questions about retro pay on overtime and the STIP from last year.
  • And other questions and concerns.

In the union’s Feb. 2, 2024 update to Local 1 and 2 members, GSU general secretary Steve Torgerson says, “I can confirm that the company has advised that they are taking the 4.5% increase, which they say is not based on performance, and using their pay for performance eligibility to decide who gets it. Even though the language in the final offer states, everyone is to get the 4.5% increase if they were an active employee as of December 31, 2023.”

GSU is committed to fighting for its members to receive the entitlements contained in this final offer. In the coming days, GSU and Local 1 and 2 officers will be reviewing all available options.

GSU will be sending Local 1 and 2 members a to complete if they have issues with the 4.5% increase for 2023. 

“Even though some will say this only affects 25% of members in Local 1 and 2, I would disagree. When a company thinks, it can try to withhold a negotiated wage increase it makes me wonder what is the next thing they will try to get away with?” Torgerson says. “This is why this attack on your collective agreement has to be challenged and fought, and I know all members of Local 1 and 2 will stand together through this.”

Members are experiencing problems getting their Retroactive Pay

Tuesday Members’ Memo – Jan. 30, 2024

With the recent vote accepting the company’s final offer at Local 1 and 2, all eyes turned towards finalizing the new collective agreement and when retro pay will be processed and paid to members. With negotiations taking 15 months, the increase of 4.5% effective January 1, 2023 means that a lot of members are looking at substantial retro payments.

All too quickly, Viterra has changed their tune and is now saying that not all employees in the bargaining units will get the 4.5% increase or retro pay for 2023. Members have begun to look at their pay stubs and are not seeing any increase or retroactive payments for the hours of work they put in for 2023.

“I have reached out to Viterra HR to inquire why some members – potentially as many at 80 – did not receive the negotiated increase or any retro for 2023,” said GSU general secretary Steve Torgerson, “I thought it was a simple mistake, but now it appears that Viterra is backing down from their own final offer that members voted on and accepted.”

“It’s a shameful and dirty move if they decide not to follow their own Final Offer.”

GSU and Locals 1 and 2 are waiting for a response from Viterra. If this is not resolved in the manner to which it was negotiated, we will be looking at all options.

 

Local 19 (Prairie Co-op) bargaining: Second bargaining session underway Feb. 28 & 29

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February 29, 2024

Second bargaining session with employer held Feb. 28 and 28

Our Local 19 (Prairie Co-op) bargaining committee is currently convened in GSU’s Regina office boardroom, engaging in virtual collective agreement renewal negotiations with their employer counterparts. The two sides also convened for a session yesterday, marking their second encounter since their initial bargaining session on Feb. 14.

Local 19 members are asking for improved benefits, better pay and a compensation structure that factors in performance, annual increases, and movement through a range.

The current collective agreement expired Oct. 31, 2023.

Local 19 (Prairie Co-op) bargaining gets underway

Tuesday Members’ Memo – Feb. 20, 2024

The Local 19 bargaining committee, comprised of Colter Spence, Lindsay Hill, and Mason Van Luven, were scheduled to meet with the Prairie Cooperative bargaining committee on Feb. 14 and Feb 15. The Company cancelled the second day of bargaining to review and cost the union’s bargaining package. Feb 28 and 29 have been tentatively set as dates to resume bargaining.

“On first impressions, there is a frustrating contrast between what our members need and what the company wants,” explained union bargaining spokesperson Mason Van Luven. “We came in asking to improve the contract, to make it more fair and consistent, so that members could plan a life around their career with their employer.”

The pandemic economy benefited ag-retail suppliers with high prices, which they used to record improved or record-breaking profit. “Rather than invest those gains into their workers, they used that capital to improve efficiency, which has resulted in position eliminations across this industry and almost all others,” Van Luven continued.

Local 19 members are asking for improved benefits, better pay, and a compensation structure that factors in performance, annual increases, and movement through a range. The Company has asked for concessions and have yet to reveal their compensation offer.

Local 19 (Prairie Co-op) – Bargaining set to begin in February

Tuesday Members’ Memo – Feb. 6, 2024

GSU staff rep Mason Van Luven has been engaging with Local 19 members who have elected Devin Lipinski, Colter Spence, Lindsay Hill, and Jennifer Schmidt to comprise their bargaining committee. Members reconnected on Dec. 14 during an annual meeting to assess their priorities before meeting with the company February 14 and 15, and again on February 28 and 29.

The current collective agreement expired Oct. 31, 2023.

WE’RE WORKING ON IT: Employees teaching/demonstrating safety in the workplace must be properly trained, accredited to do so

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In any workplace, safety should always be a top priority. Yet, one of the most common reasons for workplace injuries and fatalities is the lack of proper safety training. Companies have a significant responsibility to ensure that their workers are adequately trained to carry out their tasks safely. Failure to provide this training can have severe consequences.

Under The Saskatchewan Employment Act and Canada Labour Code, employers are mandated to provide comprehensive training to their employees. These regulations are in place to protect the well-being of all individuals in the workplace. Proper training involves more than just providing information; it requires practical demonstrations to ensure that workers have acquired the necessary knowledge and skills. Employers must retain copies of training certificates, which serve as crucial documentation in the event of an incident.

It is important that employees who are teaching or showing safety in the workplace know what they are doing. This not only includes knowing the safety procedures but also how to protect themselves. When accidents occur, occupational health officers investigate, and one of their primary inquiries is whether the involved worker received adequate training. Lack of training, or proper training, not only jeopardizes the safety of workers but may also exposes other to risks.

As a worker who is also providing safety training to another worker you need to ensure you are properly trained, you are providing the proper material and information to the trainee and that you are supposed to provide this training. Your ability and skills provide safety training has to be effective, so you can ensure the trainee is receiving the proper training. It can mean the difference between their safety and the safety of everyone in the workplace.

Proper safety training is indispensable in ensuring a safe and healthy work environment. Employers bear the primary responsibility for providing comprehensive training to their workers, as mandated by legislation. If you are going to provide any safety training to any new employee you must ensure you are properly trained and accredited, you are up to date on all safety processes and procedures you are responsible for and that the employer is aware that you are providing the training. 

Workers need to actively engage in all workplace safety by exercising their right to know and seeking the information and training they need to work safely, but it should never be forgotten that the employers responsibility to provide a safe workplace is theirs.

LINKS:

https://www.worksafesask.ca/know-your-rights-at-work/#know

https://www.saskatchewan.ca/business/safety-in-the-workplace/rights-and-responsibilities-in-the-workplace/training-of-workers

Labour’s role in The Big Game 58 (including the football)

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While NFL fans are aware of Brock Purdy and the San Francisco 49ers’ Super Bowl 58 loss to Patrick Mahomes and the Kansas City Chiefs, many may not realize the significant role union labour played in making the event spectacular.

Two unionized million-dollar quarterbacks played in Super Bowl 58 thanks to 31 separate unions and their members in one of the highest-grossing venues in North America working to make the event possible.

The two QBs in question, though competitors, are members of the National Football League Players Association (NFLPA) which joined America’s national house of labour – the American Federation of Labor and Congress of Industrial Organizations (AFL-CIO) – in 2019. (The AFL-CIO is equivalent to Canada’s Canadian Labour Congress (CLC) of which GSU is a member.) In fact, players on the Kansas City Chiefs, the San Francisco 49ers and most NFL teams are typically members of the NFLPA, allowing them to have representation in negotiations regarding their contracts, working conditions, and other matters concerning their careers in the NFL.

Super Bowl 58 took place in the midst of an organizing drive on Allegiant Stadium grounds. Last week, the NFLPA teamed up with a few other unions to assist the Culinary Workers Union Local 226 in an organizing drive to get the almost 1500 non-union workers of Allegiant Stadium signed up.

From the referees, security personnel, hospitality workers, logistics and transportation staff to the camera operators responsible for recording Usher and the OT winning play, union workers contributed to ensuring the success of Super Bowl 58. Let’s continue to support fair labour practices and acknowledge the teamwork of the union members who make such events possible.

FUN FACT

The leather used for every single NFL football, including those used in Sunday’s Super Bowl, is crafted by skilled members of United Food and Commercial Workers (UFCW) Local 1546.

LABOUR NEWS: SGEU faces contract impasse with Saskatchewan government

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Negotiations between the Saskatchewan Government and General Employees’ Union (SGEU) and the Public Service/Government Employment (PS/GE) bargaining unit have hit a roadblock. Despite over a year of talks, the parties have failed to reach an agreement since the previous contract expired on September 30, 2022.

Representing over 11,000 members, including firefighters, correctional officers, and conservation officers, the PS/GE unit seeks fair enhancements in the new contract. Priorities include catch-up wage increases, improved mental health support, and better provisions for essential workers during crises like the pandemic.

Lori Bossaer, Chair of SGEU’s PS/GE Negotiating Committee, voiced disappointment over the government’s stance, citing challenges faced by frontline workers, such as the COVID-19 pandemic and wildfires. These workers, providing crucial services to Saskatchewan residents, deserve recognition and support.

SGEU emphasizes the need for a contract addressing member retention and recruitment concerns to sustain public services. To move forward, they’ve requested mediation assistance from the Minister of Labour Relations and Workplace Safety, underscoring their commitment to finding a resolution beneficial to both parties.

Learn more here.

Local 1 & 2 (Viterra): Feb. 2 update on 4.5% Increase and Retro Pay

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Source: GSU bargaining committee update #43 – Feb. 2, 2024

Some members of Local 1 and 2 have been examining their pay stubs and noticing that there are problems with the 4.5% increase they were expecting to receive.

This is happening in various ways.

  • Some members get no increase or retro pay.
  • Some members getting an increase and retro pay on only some of their pay last year.
  • As well as questions about retro pay on overtime and the STIP from last year.
  • And other questions and concerns.

In the union’s Feb. 2, 2024 update to Local 1 and 2 members, GSU general secretary Steve Torgerson says, “I can confirm that the company has advised that they are taking the 4.5% increase, which they say is not based on performance, and using their pay for performance eligibility to decide who gets it. Even though the language in the final offer states, everyone is to get the 4.5% increase if they were an active employee as of December 31, 2023.”

GSU is committed to fighting for its members to receive the entitlements contained in this final offer. In the coming days, GSU and Local 1 and 2 officers will be reviewing all available options.

GSU will be sending Local 1 and 2 members a to complete if they have issues with the 4.5% increase for 2023. 

“Even though some will say this only affects 25% of members in Local 1 and 2, I would disagree. When a company thinks, it can try to withhold a negotiated wage increase it makes me wonder what is the next thing they will try to get away with?” Torgerson says. “This is why this attack on your collective agreement has to be challenged and fought, and I know all members of Local 1 and 2 will stand together through this.”

Members are experiencing problems getting their Retroactive Pay

Tuesday Members’ Memo – Jan. 30, 2024

With the recent vote accepting the company’s final offer at Local 1 and 2, all eyes turned towards finalizing the new collective agreement and when retro pay will be processed and paid to members. With negotiations taking 15 months, the increase of 4.5% effective January 1, 2023 means that a lot of members are looking at substantial retro payments.

All too quickly, Viterra has changed their tune and is now saying that not all employees in the bargaining units will get the 4.5% increase or retro pay for 2023. Members have begun to look at their pay stubs and are not seeing any increase or retroactive payments for the hours of work they put in for 2023.

“I have reached out to Viterra HR to inquire why some members – potentially as many at 80 – did not receive the negotiated increase or any retro for 2023,” said GSU general secretary Steve Torgerson, “I thought it was a simple mistake, but now it appears that Viterra is backing down from their own final offer that members voted on and accepted.”

“It’s a shameful and dirty move if they decide not to follow their own Final Offer.”

GSU and Locals 1 and 2 are waiting for a response from Viterra. If this is not resolved in the manner to which it was negotiated, we will be looking at all options.

 

We’ve confirmed that retro pay will be processed, paid Jan. 31

GSU has confirmed that Viterra will be processing and paying all retroactive payments for 2023 on January 31, 2024. Based on the Company’s Final Offer, all eligible members will receive their 4.5% increases for 2023, retroactive to January 1, 2023. The Final Offer states that eligible members will receive it, and your hire date and what is in your Letter of Offer should determine your eligibility.

Members are asked to do the math and double-check the information and the amount of their pay, and notify their elected delegate or GSU staff representative if there are any questions or problems. Likewise, If you don’t receive any retro pay on January 31, 2024, please reach out to your delegate or staff representative.

GSU is working with Viterra to write the new collective agreements. We expect this should be done within the next few weeks and, when that process is complete, union and company representatives will sign the agreement and that is the date a number of the changes in the agreement will take effect.

Local 1 & 2 (Viterra) members vote to accept Company’s Jan. 4, 2024 offer

Jan. 19, 2024 — On Jan. 19, ballots cast by GSU Local 1 (Operations & Maintenance) and 2 (Viterra Head Office) members over the past two weeks were counted by their elected officers. It was determined that Local 1 and Local 2 members independently voted to accept the company’s January 4, 2024, Final Offer.

Following signatures by union and company officials on the appropriate documentation in the upcoming weeks, this round of bargaining will be concluded. 

Background information is available here. 

Vote complete, ballots to be counted Jan. 19

Jan. 18, 2024 – 4:00PM — The GSU Local 1 and Local 2 membership vote on the company’s Jan. 4, 2024 *Final Offer* is complete. Throughout the ratification process, members have adhered to work-to-rule guidelines.

Ballots will be counted by elected GSU officers on Jan. 19, 2024 and results will be released to members.

During their Jan. 5 meeting, elected officers from Local 1 and 2 concluded that there was enough difference between the company’s January 4 Final Offer and the company’s previous November 2023 Final Offer that members should have the opportunity to vote on this most recent offer.

Members of Local 1 and 2, if they have not already, are strongly encouraged to subscribe to the bargaining update newsletters using their personal email addresses. This precaution is advised as company addresses may not be accessible in the event of a labour disruption.

 

Local 1 & 2 (Viterra) members to vote on company’s Jan. 4, 2024 Final Offer

JAN. 5, 2024 – 12:45 P.M. – GSU Local 1 and Local 2 will be voting on the company’s Jan. 4, 2024 Final Offer. They will be working to rule during the ratification process.

At their meeting this morning, Local 1 and 2 elected officers decided that the company’s January Final Offer was different enough from the November Final Offer that members should decide on it for themselves. Accordingly, they have decided to take the January Final Offer to members for a vote.

Additional information will be made available to members shortly, so check your email for updates.

 

 

Viterra presents another Final Offer to GSU’s bargaining committees

JAN. 4, 11:00 P.M. – The GSU bargaining committees of Local 1 & 2 (Viterra) met with Viterra representatives on Jan. 3 and 4 with the assistance of the federally-appointed mediator. Late into the evening of Jan. 4, Viterra presented another Final Offer to the bargaining committee.

The company is currently preparing the Final Offer document and it will be presented to the Local 1 Board of Delegates and Local 2 Executive Committee Jan. 5 at 9:30 a.m. Your elected officers will review the offer and decide on next steps regarding ratification and strike action.

Please stay in touch with your elected delegate in the hours to come. They will notify everyone of decisions made at the meeting, and GSU general secretary/bargaining spokesperson Steve Torgerson will send a follow-up email to all members as quickly as possible.

Members of Local 1 and 2, if they have not already, are strongly encouraged to subscribe to the bargaining update newsletters using their personal email addresses. This precaution is advised as company addresses may not be accessible in the event of a labour disruption.

 

 

Local 1 & 2 (Viterra): Notice of strike action served

On Jan. 2, GSU general secretary and chief bargaining spokesperson Steve Torgerson provided Viterra’s Director of Employee and Labour Relations with 72-hours’ notice of intention to initiate strike action as early as Jan. 5 at 2:00 p.m. local time.

“This strike notice underscores the urgency and gravity of the situation,” said Torgerson. “If significant progress is not made during the upcoming negotiations on January 3 and 4, GSU members are prepared to initiate strike action to secure a fair collective agreement.”

Copies of Torgerson’s letters of strike notice are available here:

The bargaining committees of Local 1 & 2 (Viterra) are scheduled to meet Viterra representatives on Jan. 3 and 4 with the assistance of the federally-appointed mediator. While your bargaining committees express cautious optimism and remain committed to securing the best possible collective agreement, it is prudent to stay prepared for any circumstance.

ANOTHER PROBLEM SOLVED: Questions about the aggregate pay system

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When a Local 14 (Richardson) employee had questions about how the aggregate pay system worked for the New Year, staff rep Donna Driediger assisted.

Driediger advised that when an employer has an aggregate pay system, the percentage increase that is listed in the contract does not necessarily mean that is what the individual employee will receive.

“Aggregate pay systems mean the total company payroll will be increased by a defined percentage. Employees are only able to concretely rely on the guaranteed minimum if they meet the goals set out for them in the performance review. These guaranteed minimums are NOT the aggregate salary increase,” Driediger said. “This means that some employees who are solid performers who meet their goals will only receive the minimum while others may get a five percent wage increase. Essentially, the company is able to pay a minimum to some and then take the extra and disperse it however they choose.”

Aggregate pay systems are designed to keep employer control and to divide employees by having them compete with their fellow co-workers for their wages.

GSU believes all solid performers who meet their goals should be treated equally.

GSU staff representatives work with you to find answers to your questions, recommend what course of action is best to follow, and find the solutions that work for you. Contacting GSU does not mean you are obligated to file a grievance. We are here to assist you in any way that we can, but we will not contact your employer, file a grievance or act on your behalf without consultation, direction and approval from you.

MEDIA RELEASE – GSU Local 1, 2 (Viterra) members vote, accept Company’s Jan. 4 offer

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Members Approve Company’s Final Offer, Paving the Way for Collective Agreement Changes with Viterra

JANUARY 19, 2024, REGINA, SK–This morning, elected officers tallied the results of the recent ratification vote on the Jan. 4, 2024 final offer of Viterra Canada. The members of Grain and General Services Union (GSU) Local 1 (Viterra Country Operations and Maintenance) and Local 2 (Viterra Regina Head Office) have given their thumbs up, voting in favour of accepting the final offer from their employer.

The result does not show overwhelming support for the final offer.

“Members of Local 1 and 2 have been living under the company’s so-called pay-for-performance system for 15 years now,” said Steve Torgerson, bargaining spokesperson and GSU general secretary. “While the changes in the final offer achieve part of what members were looking to gain, it doesn’t go far enough. Members will continue to press the company during the term of the new agreement to address their concerns.”

As a result of this approval, the bargaining process will now move into the next phase, where GSU and Viterra will work together to incorporate the agreed-upon changes into the new collective agreement.

“This offer was accepted by the majority of members of both Locals, but members still have their sights set on more improvements next time,” said Torgerson. “It is important to point out that there are improvements gained in this deal. Improvements we have been working on for years. Improvements that will benefit members today and in years to come.”

“As a democratic organization driven by members, I am proud of the members of Local 1 and 2 for their dedication to the process, by holding each other to account and striving for better working conditions for everyone,” Torgerson said. “While the members of these Locals don’t all believe in the same things, they have committed to stick together and continue to do the hard work it takes to build a strong and representative union.”

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For information, contact:

Steve Torgerson, General Secretary
Grain and General Services Union (ILWU · Canada)
Work phone 306.522.6686, ext. 226
Cell phone 306-529-5925

GSU Local 1, 2 (Viterra) officers suspend Strike Action pending ratification vote

JANUARY 5, 2024, REGINA, SK – Grain and General Services Union Local 1 (Country Operations and Maintenance) and Local 2 (Regina Head Office) representing Viterra Canada Inc. employees have decided to suspend the previously-announced strike action scheduled for this afternoon at 2:00 p.m., pending the results of a ratification vote by its members.

After careful consideration, union officers have determined that it is in the best interest of the members to allow them the opportunity to vote on the company’s Jan. 4, 2024 final offer.

Union officials acknowledge the frustration among members and have decided that, during the period leading up to the ratification vote, employees will not be on legal strike but will engage in a “work to rule” approach. This means members will strictly adhere to work-related rules and procedures without undertaking any additional work beyond their contractual and legal obligations.

“Our officers understand the concerns and frustrations of our members. The decision to suspend the strike action is a strategic move to give our members the chance to participate in the democratic process and have their voices heard through a ratification vote,” said GSU general secretary Steve Torgerson.

The ratification votes will begin in the coming days and the ballots will be counted on January 19, 2024. The union remains committed to advocating for the best interests of its members and achieving a fair and satisfactory resolution through the negotiation process.

Information will be released as it becomes available.

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MEDIA RELEASE – Viterra presents another Final Offer to GSU Locals 1 and 2

JANUARY 4, 2024, REGINA, SK – Following extensive negotiations that continued into the evening, Viterra presented a new Final Offer to the GSU bargaining committee. The first Final Offer in these negotiations was rejected by our members in November 2023.

The elected officers of Locals 1 and 2 will meet January 5, 2024, starting at 9:30 a.m. to review the offer.

 

 

MEDIA RELEASE – GSU Locals 1 & 2 Serve 72-Hour Strike Notice Amidst Vital Negotiations with Viterra

JANUARY 2, 2024, REGINA, SK – After more than a year of tireless negotiations seeking fair wages, improved work-life balance, and workplace respect, members of GSU Local 1 (Viterra Country Operations and Maintenance) and Local 2 (Viterra Regina Head Office) are taking a stand to secure a fair collective agreement. Today GSU issued 72-hour strike notice to Viterra Canada Inc. and the Federal Minister of Labour, Hon. Seamus O’Regan of their intent to strike as early as January 5, 2024, at 2:00 p.m. local time.

Following the rejection of Viterra’s final offer on December 15, 2023, GSU’s bargaining committee engaged in efforts to resume negotiations. An agreement on resuming negotiations has been reached, and talks are scheduled to take place on January 3 and 4, 2024, in Regina.

“This strike notice provides for time for the company to come back to negotiations and address members concerns,” said GSU General Secretary Steve Torgerson, “But members are not willing to give the company much longer. It is time for them to take bargaining seriously.”

GSU is deeply rooted in its commitment that all workers deserve fair and just rewards for their labour. Members are unwilling to wait any longer for a resolution that addresses their legitimate concerns. “This strike notice given by GSU members underscores the urgency and gravity of the situation,” Torgerson said. “If significant progress is not made during the upcoming negotiations on January 3 and 4, GSU members are prepared to initiate strike action to secure a fair collective agreement.” 

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MEDIA RELEASE – GSU members reject Viterra’s Final Offer

DECEMBER 15, 2023, REGINA, SK – After more than a year of negotiations, the members of Grain and General Services Union (GSU) Local 1 (Viterra Country Operations and Maintenance) and Local 2 (Viterra Regina Head Office) in Saskatchewan have reached a critical juncture in their bargaining relationship with Viterra. Frustrated by the lack of progress and seeming disregard for their concerns, union members in both Locals have overwhelmingly voted to reject the company’s final offer. Ballots on the offer were counted in Regina on Dec. 15. This was preceded by a vote and resounding message of unity in Nov. 2023 when members expressed their dissatisfaction with the company’s actions and overwhelmingly voted to authorize strike action should it become necessary. 

“The strong rejection vote across both Locals is no real surprise,” said GSU general secretary and bargaining spokesperson Steve Torgerson. “Members have been clear from the beginning that they need real wage increases written into their collective agreements. This final offer from Viterra does not provide that.”

The key issues at the heart of these negotiations include reliable wage increases, better work-family balance, health and safety and greater respect in the workplace. Despite the union’s repeated attempts to engage in meaningful dialogue, the company’s lack of movement or concern has left members disheartened and disappointed.

“With the Bunge acquisition of Viterra, I thought Viterra would come to the bargaining table prepared to reach a deal. I’m surprised these negotiations are still dragging on,” said Viterra employee and union bargaining committee member Kaylee Yanoshewski. “We’re asking for what is being seen in other recent contract settlements, and we want language in our collective agreement that clearly states what we will be earning.”

The rejection of the final offer comes right before the holiday season and near the end of a good harvest in parts of Western Canada.

“It is disheartening to see a company that boasts billions in profits and a large stake in Canadian grain handling fall short in valuing its most important asset – its employees,” Torgerson said. “For the past 70 years, GSU members have been the backbone to Saskatchewan Wheat Pool and now Viterra’s success. They have witnessed the shift from a company deeply invested in farmers and communities to Viterra, which seems more focused on profit and consolidation.”

“Our members are asking their employer to recognize that their commitment and contributions significantly contribute to Viterra’s profit margins, and that there is an important balance between profitability and the well-being of its workforce.”

The decision to authorize a strike was not taken lightly by the union members, who remain hopeful that the company will reevaluate its position and return to the bargaining table in good faith. The union emphasizes its commitment to finding a fair and equitable resolution that benefits both parties. It is also not lost on GSU members that any disruption in grain handling and shipping will have an affect on local producers.

“We work directly with Viterra’s customers and producers. We know what a strike or lock out might mean for them and we don’t want things to reach that point,” said Viterra employee and GSU bargaining committee member Dale Lysitza. “GSU members have been talking to the customers and producers they serve since bargaining began last year. They know what our issues are, what we are fighting for and what’s at stake for us. We value those relationships and are counting on their support and understanding if it comes to a point where we have to take a stand for what’s right and fair for our coworkers.”

As Local 1 and 2 prepares for a potential strike, the ball is now in Viterra’s court to address the concerns of its workforce and demonstrate a genuine commitment to its employees and customers.

“All Canadians have been struggling these past few years with rising prices on food and housing. Our members are not asking for high wage increases that are out of touch. We want what everyone wants: contract language that ensures employees know what they will be paid and not have to trust that a multinational agriculture company will take care of them,” said Torgerson. “All working people deserve their fair share in return for their labour, and that is always worth fighting for.”

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For more information, contact:
Steve Torgerson, General Secretary
Grain and General Services Union (ILWU · Canada)
Phone  306.522.6686, ext. 226