Author Archives: Grain and General Services Union

GSU members: did you know you can view your collective agreement online?

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You can access, view and print a copy of your collective agreement using the Collective Agreement tab in the menu bar, above.

What is a collective agreement?

Your collective agreement is a contract that describes the terms and conditions of employment for employees in your workplace, including the rights of employees and the obligations of the employer. 

Every GSU member has a collective agreement. A copy of your collective agreement is available under the collective agreements tab on GSU’s web page at www.gsu.ca.

Answers to many employment-related questions can be found in your collective agreement

Salary and benefits are among the most obvious and important matters described in your collective agreement.

Collective agreements usually include clauses on working conditions such as hours of work and overtime, leave of absence provisions, vacations, general holidays, seniority, transfers, resignation, termination, protection against arbitrary disciplinary action, access to your personnel file, and much more.

Don’t be shy! Contact your GSU staff rep with any questions you have about your collective agreement or problems in the workplace

Don’t hesitate to contact an elected officer or your GSU staff rep if you need assistance with a workplace problem or if you would like help interpreting your collective agreement. 

Staff reps can be reached toll-free at 1.866.522.6686 (Regina) or 1.855.384.7314 (Saskatoon). Additional contact information is available here.

WE’RE WORKING ON IT: Members are challenging their rates of pay

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GSU general secretary Hugh Wagner is  working with members who have challenged their rates of pay and are seeking to have same raised. 

Do you have a concern about a workplace issue or questions about your collective agreement? 

Contact your GSU staff rep. Their services are provided to you as part of your union dues. There is no additional charge for assisting you.

 

It’s time for a social media spring cleaning

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Like it or not, your social media platforms are telling everyone they reach a story about you.  In an age where employers are more interested in reviewing your social media presence than your resume, it’s important to ensure your social accounts are painting a positive picture. 

According to CareerBuilder, the top  pieces of social media content that turn off employers are:

  • provocative or inappropriate photographs, videos or information, 
  • information about drinking or using drugs, 
  • discriminatory comments related to race, religion, gender, etc., 
  • those who bad-mouth previous employers or co-workers, and
  • a lack of good communication skills.
What will new acquaintances and potential employers surmise about you when they peruse your pages?

If you think it might be time for a social media overhaul, learn more here :  10 Easy Ways to Clean Up And Curate Your Social Media.

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.

Interest-Based Negotiations: Proposals don’t always reflect concerns of the members who put them forward

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GSU staff representatives Dale Markling and Steve Torgerson attended the Interest-Based Negotiations Workshop presented by the Federal Mediation and Conciliation Service on April 18-20. 

 

BY STEVE TORGERSON, GSU staff rep

Dale Markling and I recently attended an Interest-Based Negotiations Workshop presented by the Federal Mediation and Conciliation Service. Simply put, interest-based negotiations aim to get to the root issue of a problem and then figure out a solution that is beneficial to both parties.

“We need a 5% pay increase in each year of the agreement.” “I think we need double-time overtime for all overtime hours worked.” We hear ideas and proposals like these each time a GSU bargaining unit prepares to enter into negotiations. These are legitimate proposals union members want to be included in their collective agreement, but sometimes proposals don’t actually reflect the concerns of the members putting them forward. For example, perhaps the issue is that members are not feeling valued and respected in the workplace, and so they seek more money to ‘make it right’, or they are tired of working overtime on a weekly basis and want more overtime pay in compensation. In these examples, the underlying issue is respect in the workplace or for work-family balance. 

Traditional (adversarial) collective bargaining is more proposal-based negotiation with both sides coming in with a list of demands and presenting them.  In theory, interest-based negotiation is a more collaborative process with union and company representatives working through the issues to find solutions. These are two very different and styles of negotiating, and while interest-based negotiations don’t work in all circumstances, there is much to learn from this approach. 

The workshop explored how unconscious decisions can be detrimental to effective communication. For example, how easy it is to forget what your goals are and look to punish the other side when you feel you have been slighted or disrespected. The workshop also showed how much can be achieved if there is trust and mutual respect between the employees and the employer.

I took away a number of ideas that I will attempt to put into practice. In addition, new ideas were collected for the education and information of GSU members.

 

There are many opportunities for union education. Contact your GSU staff rep to learn more about what we have to offer.

WE’RE WORKING ON IT: Members under constant pressure to make themselves available “in case” car loading becomes necessary during time off shift, weekends.

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Members at Country Elevator locations are under constant pressure to make themselves available “in case” car loading becomes necessary during time off shift or on weekends.  This can result in working excessive hours on days off, or being unable to do the things you want and need to do with family and friends.

The Company does not own your time while you are away from work. You are not obligated to “hang around” in case the cars show up. Your time off is yours and you are not required to put your life on hold just in case the railway decides to spot cars. 

GSU has bargained provisions to help ensure you get the time you deserve and are entitled to. Check your Local agreement or contact your GSU staff rep for the provisions that apply to you.

  • The first provision is stand by pay. Employees who are required to “stand by” and be ready to report for work must be paid 1.5 hours for each eight hour period or part thereof that they are required to stand by.  If your days off are Tuesday and Wednesday, and you are told on Monday at the end of your shift to “stand by” then you are credited with 1.5 hours worked for each eight hour period or part thereof for the entire time you remain on call. If you are not on call, you don’t have to answer the phone.
  • The second provision is the rule regarding maximum hours of overtime required. Employees are  not required to work more than 12 hours in any one shift, nor more than 8 hours of overtime in a one week period. The week starts at 12:01 am on Sunday morning, and ends at 11:59 pm on Saturday night. If you work 12 hour or 13.3 hour regular shifts, you are not required to work after your shift. On 8 hour shifts you have the right to go home after 12 hours. No one has to work more than eight hours of overtime in a week. 

Your health, safety, and family time are at stake.

Do you have questions about your collective agreement or an issue in your workplace?

Don’t be shy! 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. Your inquiry will be treated with strict confidentiality.

Hot-desking: Could you share your desk with your co-workers?

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More employees are working away from the office at clients’ workplaces, hotels, coffee shops, and other remote locations, leaving expensive office space unoccupied. A potential solution and cost-saving measure? Hot-desking. 

In a step away from assigned seating and empty workstations, hot-desking allows employees to report for work, choose an available workspace that meets their needs for the day, and set up shop. Depending on the workplace, employees can choose a quiet corner to work alone or a bench desk to collaborate with others. 

Learn more about The pros and cons of hot-desking here .

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.

WE’RE WORKING ON IT: we are monitoring a worrying trend regarding health and safety issues

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GSU staff reps are monitoring a potentially worrying trend regarding health and safety issues and an employer who seems to have chosen a disciplinary path to compliance with safety rules. 

“You can’t have a rigid policy for every conceivable task being performed,” said GSU staff rep Lawrence Maier. “The pressure to increase production and constantly assigning duties that are beyond an employee’s job description and training makes the workplace more dangerous. Punishing workers for an accident only does one thing: it makes them reluctant to report accidents for fear of reprisal.”

Always make sure you are trained to do the task at hand. 

Never let pressure to get the job done lead to cutting corners. Bring up safety concerns at your safety meetings, and if they aren’t addressed, report it. You have the right to refuse to do work that you think may be imminently dangerous to your health and safety. Don’t let pressure to “get the job done” lead to an injury that could change your life.

No question or problem is too small to discuss with a GSU staff rep.

The role of a staff rep is to help union members and we are here to assist you in any way we can. Don’t hesitate to contact your GSU staff rep when you need clarification, interpretation, or assistance.

Staff reps can be reached toll-free at 1.866.522.6686 (Regina) or 1.855.384.7314 (Saskatoon). Additional contact information is available here.

 

GSU vice-president Michelle Houlden recently attended the Saskatchewan Federation of Labour/Canadian Labour Spring School. This is her report.

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“Many thanks to GSU for sending me to this incredible course.”

Greetings,

My mind is still spinning after spending a week studying labour law through the SFL/CLC spring school in Moose Jaw. It was a course I’d been wanting to take for a long time, and after going through another tough collective bargaining process, I seized the opportunity to learn more when I saw it in the list this year.

Effective representation happens on so many levels, whether you’re a new shop steward who can refer members to the right part of their contract, an executive who can attend a grievance or disciplinary hearing or on the bargaining team. At each level, we do the best job we can with the tools we have, but learning more about the laws that set out our rights and responsibilities can really help to sharpen those tools.

I learned a lot about the duty to accommodate workers when they’re dealing with mental or physical illnesses or addictions. How laws have been adapted through test cases like the SFL’s challenge to Bill 6 that eventually saw the Supreme Court decide that the right to strike is protected by Canada’s Charter of Rights and Freedoms. How the duty of fair representation must be met. And how changes to the trade union act – now the Saskatchewan Employment Act – have impacted organized labour and working people.

Many thanks to GSU for sending me to this incredible course. I think it makes me a better shop steward and union member. It makes me appreciate all the hard work GSU does to defend our rights in the workplace and I was proud to represent you in class this week. A big shout out to fellow GSU member Larry Hubich, one of the course facilitators, and our own lawyers, Ronni Nordal and Dan Leblanc, who were co-facilitators along with Crystal Norbeck. It’s a lot of material and a short time to talk about it all, and you made it fun and fascinating. Your passion for helping working people was contagious and I think we all left wanting to do more in our workplace and in our communities.

Spring school is an invaluable learning opportunity, one of many educational opportunities offered through GSU, the SFL and the CLC. If you haven’t checked out what’s available, I urge you to do so, there’s bound to be something that you’d like to learn more about.

That reminds me, if there are any young GSU workers interested in attending an upcoming young workers’ conference offered by the SFL, there’s still time to register! And don’t forget about the Prairie School for Union Women in Waskesiu, or the SFL youth camp at Watrous at the end of August for teens aged 13-17. Go to www.sfl.sk.ca/events for more information.

In solidarity,
Michelle Houlden
GSU Local 5 / GSU Vice-President

Joint Executive Council’s 2016/2017 annual report to GSU members has been released

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View or download your PDF copy of the report here: 2017 Annual Report of the JEC

I am pleased to release the 2016/2017 Annual Report of GSU’s Joint Executive Council (board of directors) which was adopted by the Council at its 2017 annual meeting held in Regina on March 31. The annual report includes GSU’s audited financial statements for the year ended December 31, 2016.

The 2016/2017 Annual Report is posted here, on our GSU web site. Members wanting to receive a hard copy of the Annual Report can arrange for same by email to gsu.regina@sasktel.net or by calling toll-free to 1.866.522.6686.

Questions regarding the Annual Report or financial statements can be directed to me at gsu.wagner@sasktel.net or by phoning the toll-free number above.

I encourage thorough review of the Annual Report and financial statements. Your questions are welcome.

Sincerely,

GRAIN & GENERAL SERVICES UNION

Hugh Wagner
General Secretary

Congratulations to Samantha Skrudland, GSU’s 2017 First Nations University of Canada bursary recipient

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We are pleased to announce that Samantha Skrudland has been chosen as our 2017 First Nations University of Canada bursary recipient.

You can learn more about Samantha and her career aspirations, below. GSU staff representatives Steve Torgerson will be attending the First Nations University of Canada Scholarship Luncheon on April 11 when Samantha is presented with her bursary cheque. 

This GSU bursary is open to an Aboriginal student enrolled in a minimum of 12 credit hours at the First Nations University of Canada. Applicants must have successfully completed a minimum of 30 credit hours (not including ENGL 90/91 and AMTH 001/002/003 classes) to a maximum of 60 credit hours in any area of study leading to a degree. Financial need, leadership, participation and involvement in on-campus and student activities are considered in the selection of recipient.

Dear Grain and General Services,

My name is Samantha Skrudland and I currently reside in Prince Albert, Saskatchewan. I would like to extend a huge thank you and my gratitude for being awarded the Grain and General Services Bursary. Because of your generosity, I am now able to put the bursary towards my educational aspirations. As of April 2017, I will have successfully completed my second year of the Elementary Indigenous Education Degree Program.

Student funding is limited for undergraduate students. By receiving this award, I have gained a tremendous amount of financial support that would have rather been hard to make up for. With this generous bursary, I will be able to pay both my Fall 2017 tuition, as well as it will assist me with my living expenses.

I am of Métis descent and I am a member of the Métis Nation, Local 7. Currently, I am enrolled in the Indigenous Elementary Education Degree Program at the First Nations University of Canada at the Prince Albert Campus. I enrolled into post- secondary school to pursue my passion for teaching. In two years, I will complete school and obtain my bachelors in education. Upon establishing myself as a teacher in Prince Albert, I aspire to receive my teaching certificate in Special Needs Education and aim to receive employment working with First Nations youth with Special Needs around Prince Albert and Area. Once I have gained experience, I aspire to pursue a Masters of Education. By becoming an educator, I am aiming to inspire youth today to be excited about learning within the classroom and create a space that accepts all different types of learners.

Thank you once again,

Samantha Skrudland”

 

Agreement reached and ratified, GSU Local 17 (Discovery Co-op) negotiations

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On April 7 GSU Local 17 members voted to accept the terms of a new collective agreement.

After conciliation ended in early March, union and company representatives continued to work together to reach a mutually agreeable resolution to bargaining. Ultimately, a tentative settlement was reached, voted on, and ratified.

Terms will be implemented immediately.

Congratulations and thank you to GSU’s Local 17 bargaining committee members Shelbi Prescesky, Glen Morrison, and GSU staff rep Dale Markling for the time and commitment they put in to negotiate this settlement.

 
March 6 update:

Union and company representatives met in North Battleford on March 3 with the assistance of conciliator Ken Eckert. Although each side proposed a compromise, ultimately they were not able to reach an agreement. 

The conciliator will be reporting out of the negotiations and the parties will begin a two-week waiting period before either side has the right to lock out or strike.  The parties are free to continue negotiations during this two-week period, if they choose.

February 9 update:

The two sides have agreed to meet with conciliator Kevin Eckert on March 3.

Details will be reported as they become available.

February 7 update:

Union and company representatives are working to find available dates to meet with conciliator Kevin Eckert prior to the February 28 expiry of his mandate.

When Company representatives previously indicated they weren’t prepared to meet until the end of March, the union’s bargaining committee advised they were not prepared to agree to an extension of the conciliator’s 60-day mandate.

The conciliator’s mandate can only be extended by the agreement of both parties.

January 31 update:

Company representatives aren’t prepared to meet with the union committee and federal conciliator Kevin Eckert until the end of March, and the union committee says that isn’t good enough. Union bargaining committee spokesperson Dale Markling has also indicated that the union isn’t prepared to agree to an extension of the conciliator’s 60-day mandate.

“If the company can’t find dates before the end of March, we will be asking the government to bow out,” Markling said.

The Minister of Labour Relations previously appointed conciliator Kevin Eckert to assist the parties. The conciliator has a 60-day mandate which can only be extended by the agreement of both parties.

January 24 update:

In response to the Notice of Impasse which was served to the Minister of Labour Relations, Conciliator  Kevin Eckert has been appointed to assist the parties. 

Dates for conciliation continue to be considered. 

The Conciliator has a 60-day mandate which can only be extended by the agreement of both parties.

January 5, 2017 update:

A Notice of Impasse has been served to the Minister of Labour Relations with a request that a conciliator be appointed.

Union and company representatives last met November 22 and were unable to reach an agreement, even though they previously came very close to reaching a tentative settlement when they met on October 14. 

WE’RE WORKING ON IT: Rates of Pay

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Recently two employees from different parts of CPS’s unionized operations in Saskatchewan approached GSU in connection with their rates of pay. Each of the employees had transferred into GSU membership from employment with CPS outside the scope of the GSU bargaining unit. Both employees discovered that they were being paid an annual salary considerably lower than co-workers in the same job classification or pay grade.

Although the facts of each situation are quite different, it appears that each of the employees has a sound claim to upward adjustment of their rate of pay. The two complaints have been taken up with CPS’s HR Manager and are being worked on by GSU general secretary, Hugh Wagner.

Your GSU staff reps are here to assist you in any way they can.

Don’t hesitate to call us with your work-related questions and concerns. Staff reps can be reached toll-free at 1.866.522.6686 (Regina) or 1.855.384.7314 (Saskatoon) or through additional contact information available  here.

March 21 – International Elimination of Racial Discrimination Day

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Everyone is entitled to human rights without discrimination, and everyone has an obligation to combat racial discrimination.

March 21 is the international day for the elimination of racial discrimination and it is the perfect time to make a personal commitment to do your part to eliminate racism.

What can you do? Check out these simple ways to make a big difference in the fight against racism.

Labour movement applauds bill that supports victims of domestic violence

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On March 15, Saskatchewan Federation of Labour (SFL) representatives were at the Saskatchewan legislature to witness the introduction of a private member’s bill that would see necessary supports put into place for victims of domestic violence.

“The SFL has worked a long time with community organizations and the national labour movement to fight for more supports for victims of domestic violence in the workplace,” said Lori Johb, Secretary-Treasurer of the SFL and Chair of the SFL’s Women’s Committee, “we hope the provincial government will agree to pass Bill 603 – An Act to Provide Critical Supports for Victims of Domestic Violence,” she added.

If passed, the bill will allow victims of domestic violence to take paid and unpaid leave from work. Such leave can be taken to seek medical attention for the victim or their child, to obtain services from a victim services organization, to obtain counselling, to relocate, and to seek legal or law enforcement assistance.

The bill requires accommodation by employers to protect workers if an employer becomes aware, or ought reasonably to be aware, that domestic violence that would likely expose a worker to physical injury may occur in a workplace.

Bill 603 also allows the termination of tenancy – breaking leases – for victims of domestic violence that believe their safety, or the safety of their child, is at risk.

“These additional supports are so desperately needed for victims of domestic violence in Saskatchewan,” said Johb, “if passed, Saskatchewan will become a leader in Canada on this important topic,” she added.

Saskatchewan has the highest rates of domestic violence by intimate partners amongst all Canadian provinces, and victims of domestic violence are often forced to leave their homes quickly to escape dangerous situations. Furthermore, financial stability and a supportive work environment are vital for a victim of domestic violence.

Legislation that supports victims escaping circumstances of domestic violence has already been enacted in Ontario, Manitoba, and Alberta.