Author Archives: Grain and General Services Union

ANOTHER PROBLEM SOLVED: Employee and Family Assistance Program (EFAP) services

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GSU staff rep Dale Markling was contacted by a member who was concerned that their workplace Employee and Family Assistance Program (EFAP) wasn’t providing the level of service that was provided under the previous provider, such as a one-on-one meeting with a counselor. Dale spoke to employer representatives who confirmed with the provider that this service is still available.

The EFAP is an employment-related program which allows employees or their dependents to access counselling types of services. The use of these programs are confidential and the providers do not give the employer the names of who has used the service or the service provided. If employees or their dependents have any need for these services or what services are provided at the cost to the company, they can contact a GSU rep for more information on a confidential basis.

EFAP programs in GSU-represented workplaces originated as a result of bargaining between the employer and the union.

Do you have a question about your employer’s EFAP program? Contact a GSU staff rep.

Your inquiry will be treated with the strictest confidentiality. Staff rep services are provided to you as part of your union dues and there is no additional charge for assisting you. Contact information for GSU staff reps is available here. 

Want to learn more about our affiliate – ILWU Canada? Learn more and sign up for their e-news, here

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Union members and their unions throughout Canada have similar goals to GSU’s, so it is logical that unions work together to achieve these goals. 

Through these alliances we can have greater strength in areas such as labour law reform, improvements to occupational health and safety, education, and strike and picket line support.

The GSU is affiliated to the Canadian Area of the International Longshore and Warehouse Union (ILWU). 

If you are interested in learning more about the ILWU, you can sign-up for their e-newsletter by visiting their web page at www.ilwu.ca, scrolling down, and completing the SUBSCRIBE TO OUR NEWSLETTER section – listing GSU as your Local.

What can you expect in the WaterFront e-news? Check out the headlines from their latest issue:

1)   Watch: World’s largest container ship maiden voyage.

2)   Swedish dockworkers dispute with APMT continues.

3)   Cabotage still an issue in Australia.

4)   Broke sailors adrift in UAE waters.

5)   Seafarer dead after tanker sinks.

6)   Manitoba unions fight wage freeze in court.

7)   2 Vietnamese sailors beheaded by kidnappers. 

8)   Modern Slavery “Alive and Kicking”.

9)   Container accident kills worker.

10) The Fight for $15. 

Do you have what it takes to be happier at work?

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Being happy takes work, but if you decide you are going to be happier and commit to taking steps to make it happen, happiness can be yours.

So what can be done to make us happier? Try slowing down and taking a moment to appreciate something good that happened in your day. Or make a point of instigating positive interaction with someone you know – or even a complete stranger.

There are changes you can make to be happier at work, too. Learn more here: 5 scientifically proven ways to be happier at work.

This article has been printed for entertainment purposes. The views and opinions expressed in this article are not necessarily those of GSU, its members, officers, or staff.

Investigation meeting with your employer? Call your GSU staff rep. Learn more here!

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The following article from GSU legal counsel Ronni Nordal provides valuable advice for GSU members. 

Investigation meeting with your employer? Call your GSU staff rep

When you are called into an investigation meeting with your employer, it is natural to be worried (even if you have done nothing wrong).

  • Talk to your union representative before the meeting. 
    He/she may be able to find out some details regarding what the meeting is about and can assist you in preparing for the meeting.
     
  • You should ask to have a union representative present at investigations that may lead to discipline and at discipline meetings.  
    There are many reasons why:

    • Your union representative can ensure the questions asked are fair;
    • Your union representative can ensure the questions asked are clear;
    • Your union representative can also assist you in making sure your answers are clear;
    • Your union representative will have notes of the meeting to refer back to;
    • Your union representative can discuss matters privately with you if there are concerns about how the meeting is going;
    • Your union representative helps balance the power, so to speak, as there are usually at least two if not more employer representatives in the room;
    • Your union representative can ensure your rights are protected.
       
  • Employers are entitled to ask questions during investigations and except in limited circumstances, employees are required to answer those questions (if they are clear, fair and relevant). However, there are questioning techniques intended to draw out the answer(s) the employer wants rather than the truth.  Your union representative can assist in avoiding these interrogation style traps.
     
  • What is said in an investigation meeting cannot be erased and, if there is subsequent discipline, may be relied upon by the employer. It is an uphill battle to say after discipline has been given that you misunderstood the question or were mistaken in your answer.  

By not contacting a GSU staff representative when being summoned to an investigative meeting, employees are putting themselves in a potentially bad situation before the meeting even starts.  

At a minimum, contact your GSU staff representative to ensure you understand the process and your rights and to discuss whether a GSU staff representative should attend the meeting with you.   

Taking advantage of the services of a staff representative is a right you have as a union member and accessing those services is not an admission of wrongdoing or guilt, it is simply a smart action to take. 

Even low-level discipline – such as a verbal warning – should be discussed with a GSU staff representative.  There may be no reason to challenge the discipline, but in certain circumstances there is and that challenge must be done within the time limits set out in the collective agreement.  It doesn’t work to have received a written warning for misconduct in January, for example, but not raise it with a GSU staff representative and/or not challenge it until a one-day suspension is handed out for the same misconduct in October since the employer will say the suspension was warranted because of the prior written warning (progressive discipline). It is too late at that point and GSU will be unable to challenge the written warning which means the employer is entitled to consider your “prior record”.

Why wouldn’t a GSU member take advantage of the input and advice of a GSU staff representative when called into an investigation meeting with the employer?  As a member of GSU there is no need to “go it alone” and I encourage GSU members to take advantage of the knowledge and support of GSU staff representatives.

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

WE’RE WORKING ON IT: members who are struggling with a difficult workplace environment

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GSU general secretary Hugh Wagner is working with a group of GSU members who are struggling with a difficult workplace environment. Meetings have been held and the work is ongoing as Wagner has proposed a process to the employer for addressing the members’ concerns.

GSU is very concerned about the workplace environment and will do whatever it can to help union members address workplace issues. The right to a safe and healthy workplace is and should be a priority for all.

Do you have a question, comment or concern? Call a GSU staff rep.

Your inquiry will be treated with the strictest confidentiality. Staff rep services are provided to you as part of your union dues. There is no additional charge for assisting you. Contact information for GSU staff reps is available here. 

Congratulations to our 2017 GSU scholarship recipients

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Grain and General Services Union is pleased to announce our 2017 GSU scholarship recipients as chosen by our GSU scholarship committee.

The following five students have received a $2,000 scholarship based on their demonstrated ability and a passion to inspire positive change in their communities, and on their written essay on the following topic:

“Using an example from your own experience or from a recent news item, what could you and your friends do as ordinary citizens to help someone who has been targeted because of his/her race, sexual orientation, gender or age?”

Thank you to everyone who applied. And thank you to our scholarship committee – Jim Brown (Local 1 – Viterra), Michelle Houlden (Local 5 – Western Producer), and Brett North (Local 1 – Viterra) – for reviewing this year’s scholarship applications and selecting our recipients. 

Giovanni Bacchetto

Giovanni recently completed high school at Bedford Road Collegiate and the International Baccalaureate (IB)  Diploma program. He also received the IB History subject award as well as achieving high honors.

Giovanni will be attending the University of Saskatchewan, taking first year Engineering with a goal of specializing to become a Computer Engineer.

“I am so grateful to have been considered and chosen for the GSU scholarship as it will help me achieve my goals.” 

Giovanni is the son of GSU member Roberto Bacchetto – Local 15 (CPS).

Read Giovanni’s essay here.

Carley Matechuk

Carley Matechuk is a fourth-year education student at the University of Regina. She is currently in the Elementary Education program and excited about heading into her internship in the fall with a Grade 3 and 4 split class. After graduation Carley hopes to travel and cross some items off of her bucket list before beginning a full-time teaching position.

Carley is the daughter of GSU member Kevin Matechuk – Local 15 (CPS).

Read Carley’s essay here.

Sarah Nilsen

Sarah grew up in Saskatoon and graduated as an honour roll student from Centennial Collegiate.

Having trained at some of the top ballet schools across the country (Canada’s Royal Winnipeg Ballet, Quinte Ballet School of Canada and Alberta Ballet) Sarah chose to pursue a three-year teacher training program at Canada’s National Ballet School after graduating high school. Following this program Sarah transferred her credits to pursue two concurrent degrees at York University; a Bachelor of Arts and a Bachelor of Education.

While in school Sarah is also working full-time as a dance teacher, sharing her talent and passion for dance and music with students throughout Toronto.

Sarah is the daughter of GSU member Karen Morrison – Local 5 (Western Producer).

Read Sarah’s essay here.

Jordan Schutz

Jordan hails from Grenfell, SK. He graduated high school in 2016 and is currently enrolled at the University of Regina.

This spring Jordan completed his first of four years in the Faculty of Education, Middle Years program and he is looking forward to becoming a teacher. When he completes his degree in three years he plans to teach Grades 6-9 in rural Saskatchewan.
“I am honoured to be chosen as this year’s recipient for the Grain & General Services Union scholarship. This scholarship will help tremendously in paying for my tuition for this upcoming school year.”

Jordan is the son of GSU member Cory Schutz – Local 15 (CPS).

Read Jordan’s essay here.

Joshua Schutz

Joshua is from Grenfell, SK. He is currently a carpenter for Kim Steininger Construction with plans to attend his third of four years of schooling to become a Journeyman carpenter. After graduation, Joshua plans to open a carpentry business with his cousin who is a Journeyman carpenter.

“I am thankful to be chosen a recipient of this GSU scholarship. This scholarship will help greatly in paying my next two years of tuition for school.”

Joshua is the son of GSU member Cory Schutz – Local 15 (CPS).

Read Joshua’s essay here.

ANOTHER PROBLEM SOLVED: Rate of Pay

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Earlier this year a GSU member contacted general secretary Hugh Wagner with regard to the rate of pay she was receiving. Wagner checked into the matter and discovered that the member was being paid significantly less than most of her co-workers in the same job classification despite being senior to many.

The matter was raised with the employer and for a couple of months the parties argued back and forth. Eventually the member received a significant adjustment in her rate of pay.

“Not every pay dispute is resolved in favour of union members, particularly since some employers have substantial discretionary power in relation to setting employees’ rates of pay within a pay range,” said general secretary Hugh Wagner. “In this case we were able to establish a solid argument based on the facts of the situation and the active involvement of the affected union member.”

“Successfully resolving many employment issues for union members comes down to fact gathering and critically measuring employers’ behavior against reasonable standards,” said Wagner. “Things won’t change unless we make arguments in favour of change and are willing to get involved in the struggle. This needs to happen at the individual level, as in this case, and especially at the collective level when we go into agreement renewal bargaining.”

Have a question, comment or observation? Call a GSU staff rep.

Staff rep services are provided to you as part of your union dues. There is no additional charge for assisting you. Contact information for GSU staff reps is available here. 

Calgary man challenges people to think differently about Canada’s past 

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On July 1 some people will be celebrating and others will be protesting Canada’s 150 years of colonization. Michael Broadfoot isn’t inclined to do either.

Broadfoot wanted to create an inclusive event that would leave people thinking differently about Canada’s past, so he created the Trading Post 150 event which took place June 25 in Calgary.

“What we wanted to do was engage with Canada’s 150 by bringing people together,” he said. “We wanted people to feel included in a way that maybe some of the other events weren’t.”

Learn more here.

ANOTHER PROBLEM SOLVED: out-of-pocket health plan expenses

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Recently, a GSU member mentioned in passing he was out-of-pocket for some health plan expenses that exceeded his coverage. A nearby GSU officer asked if the member had used the health spending account which was part of their benefit plan. 

The member was not aware he had access to a health spending account. After some encouragement from the GSU officer, the member called Manulife and found out that he was able to use the current year’s credit and the previous year’s credit which hadn’t been claimed, and his reimbursement cheque would be in the mail immediately.   

Have a question, comment or observation? Call a GSU staff rep.

Staff rep services are provided to you as part of your union dues. There is no additional charge for assisting you. Contact information for GSU staff reps is available here. 

Federal government repeals controversial anti-union legislation

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Canada’s unions are celebrating the June 14, 2017 adoption of Bill C-4, legislation that repeals the former federal government’s controversial anti-union Bills C-377 and C-525.

Bill C-377 would have seen unions, their suppliers, and other businesses they work with spend millions of dollars and thousands of hours producing and processing expense reports to be reviewed and filed – all at taxpayer expense.

Bill C-525 would have made it more difficult for workers in federally-regulated workplaces to join a union.

“Prime Minister Justin Trudeau then promised that, if elected, he would repeal these bills and we are happy he has kept that promise,” said Canadian Labour Congress president Hassan Yussuff. “By passing Bill C-4, the federal government has demonstrated it understands the importance of fair labour relations, and the critical role unions play advancing rights for all Canadian workers.” 

More information is available here.

General Secretary Hugh Wagner’s letter to the editor: Farm workers and Alberta Bill 17 – The Fair and Family-friendly Workplaces Act

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The government of Alberta’s efforts under Bill 17 – Fair and Family-friendly Workplaces Act seek to modernize labour legislation in the province and extend it to corporate farm operations. Small family farms will be exempt from coverage by Bill 17.

GSU general secretary Hugh Wagner recently wrote to the The Western Producer to comment on the efforts by the government. His letter was published and you can read it here:

General Secretary Hugh Wagner’s letter to the Editor – June 8, 2017 – The Western Producer

ANOTHER PROBLEM SOLVED: Do you know what conditions will apply when taking unused vacation immediately adjacent to retirement or other employment termination?

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In December 2016 a long-service Local 1 (Viterra – Operations) member contacted GSU staff rep Dale Markling upon discovering his employment had been terminated when he decided to burn up a few days’ vacation immediately before retiring. The union member had told his boss about his intention to retire effective December 31, 2016, and when the date approached he arranged to be on vacation for the last few days. Even though he was on vacation, he still responded to work related calls.

The problem came to light when the member received his last pay stub. He discovered that Viterra considered his employment terminated as of his last day at work and his benefit coverage was discontinued. In addition, the member was not paid for Christmas Day and Boxing Day. He was surprised and unhappy.

When staff rep Dale Markling and general secretary Hugh Wagner raised the issue with Viterra management they were informed that employment termination in this type of situation was Company policy at least since mid-2008. Apparently Viterra had decided not to allow employees to use vacation as a bridge to retirement or other terminations of employment. GSU had no prior knowledge and had never been informed of this policy by Viterra. 

An executive grievance was filed on behalf of members in Locals 1 and 2. After several grievance meetings, the grievance was resolved on May 12. Viterra agreed to pay the member who had raised the issue for two general/statutory holidays and also agreed that nothing shall alter an employee’s status as an employee of the Company in instances where the employee takes vacation by mutual agreement and/or with the approval of her/his superior.

Even though this matter has been resolved for members of GSU Locals 1 and 2, we encourage all members regardless of their employer, including Viterra, to make absolutely sure what conditions apply when deciding to take unused vacation immediately adjacent to and leading into retirement or other employment termination. 

If you would like assistance, call a GSU rep.

Staff rep services are provided to you as part of your union dues. There is no additional charge for assisting you. Contact information for GSU staff reps is available here. 

Ontario moves to ban employers from demanding sick notes

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There is a certain irony in being too sick to be at work but sitting in the doctor’s office waiting to request a sick note.

An Ontario physician believes the proposed labour legislation banning Ontario employers from demanding sick notes when employees take time off from work will help contain illnesses and free up valuable appointment time with doctors.

Learn more here:  Ending sick note requirements best for healthcare system, says doctor.

SaskForward releases video challenging budget cuts

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SaskForward, a coalition of Saskatchewan-based civil society groups, has released a new video that challenges the Saskatchewan government’s claim that deep cuts to public services and programs are inevitable. By reversing the 1% corporate tax cut announced in the last budget, the video shows that $67.5 million could be recuperated and used to restore funding to many services and programs including the STC, a variety of post-secondary education programs, funeral services, parks, the hearing aid plan and much more.

In the winter of 2017, SaskForward heard from over 100 individuals and organizations as part of its consultations on the Saskatchewan government’s promised ‘transformational change’. In these consultations, groups proposed numerous ideas that could reshape public services through new investments while avoiding austerity budgets that harm the most vulnerable in our province. The new video exposes the government’s deliberate decision to increase the profits of corporations at the expense of the services and programs that Saskatchewan residents cherish.

Peter Gilmer, of the Regina Anti-Poverty Ministry, a participating organization in SaskForward, is enthusiastic about the message in the video.  “It is encouraging to know that we could maintain so many needed benefits and services for Saskatchewan people by simply reversing the 1% corporate tax cut. I believe that such a return would be in line with the values of the vast majority of Saskatchewan residents” he says.

The video can be viewed online at:

For more information about SaskForward see: https://saskforward.ca/

Media Contact:
Peter Gilmer
306-550-8949
rapm@sasktel.net

Personal space: how close is too close?

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You may not have an exact measurement for the physical distance you prefer between you and those around you, but you are certainly aware when that space becomes violated.

A number of factors determine an acceptable amount of personal space, such as the genders of those involved, the relationship, and the venue – and there are certainly times when it is never okay to get too close.

Learn more here:  Etiquette rules of defining personal space .

This article has been printed for entertainment purposes. The views and opinions expressed in this article are not necessarily those of GSU, its members, officers, or staff.