Author Archives: Grain and General Services Union

WE’RE WORKING ON IT: members received Article 24, contacted by EI and told to pay back EI benefits received during layoff

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Some members from CPS who received Article 24 – notice of position elimination, have been contacted by EI and told that they must pay back EI benefits received during their layoff. This generally happens only when the member continues to collect EI after their six month layoff.

When employees request that their severance be paid out at the end of their six month layoff, the company sends a new record of employment to EI noting that the employee has received severance. If the employee has not ended their claim before they apply for severance, EI treats them as if they had the right to access severance from the start of the layoff and may send out a notice that all EI benefits must be repaid.

To avoid this situation, make sure to end your EI claim a day or two before you apply for severance.

Be aware that if you go past the six months on layoff, you may forfeit your right to receive severance.

The Union will be appealing the repayment for the employees involved. 

Do you need assistance addressing this issue or another problem in your workplace? Contact a GSU staff representative.

No problem is too small. Identifying problems as soon as they arise benefits everyone. Call us toll-free if you have a question or a problem you would like addressed. Call 1.866.522.6686 (Regina) or 1.855.384.7314 (Saskatoon).

ANOTHER PROBLEM SOLVED: Sick leave – “How much information do I need to provide?”

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Another Problem Solved!

GSU staff reps routinely answer questions about sick leave, including how much information a member is required to share with their employer about the reason for the sick leave – particularly when the leave is for a very personal issue.

“I have advised members that the amount of information they need to provide is somewhat tied to the amount of time they are off,” said GSU staff rep Dale Markling. “The shorter the absence the less information the company is generally entitled to.”

If your have questions about sick leave or any other issue, don’t hesitate to contact your GSU staff rep.

No problem is too small. Identifying problems as soon as they arise benefits everyone. Call us toll-free if you have a question or a problem you would like addressed. Call 1.866.522.6686 (Regina) or 1.855.384.7314 (Saskatoon)

Congratulations to our 2016 scholarship and bursary recipients – learn more and read their essays here

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2016 Scholarship and Bursary recipients no background

Congratulations to our 2016 scholarship and bursary recipients who were selected to receive $2,000 from GSU’s scholarship and bursary program(s).

  • Kayla Friesen [dependant] – GSU scholarship
  • Jordyn Pelechaty [dependant] – GSU scholarship
  • Jenna Zimmer [dependant] – GSU scholarship
  • Trevor Dubois – GSU’s First Nations University of Canada bursary.

Learn more about our recipients and read their essay submissions here.

You can learn more about past scholarship and bursary recipients here.

LOCAL 15 VOTE UPDATE: Majority approves bargaining settlement between GSU and CPS

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REGINA, SK, June 10, 2016 – The polls have closed and the ballots have been counted in GSU Local 15 members’ vote on the tentative agreement renewal bargaining settlement between the union and CPS Canada. The majority of Local 15 members who returned their mail-in ballots have voted to approve the tentative settlement.

CPS management has been informed of the result of the GSU ratification vote.

Work will now begin to implement the settlement and finalize a new collective agreement covering unionized employees at Ag retail branches, the Nipawin seed plant and AG research and development operations.

“It’s a great exercise in democracy when employees vote on their terms and conditions of employment. This is a right only unionized employees have,” said GSU general secretary Hugh Wagner. “Thanks to the GSU bargaining committee for their hard work and thanks union members for their support and participation in the vote.”

Wagner reports that with agreement renewal bargaining resolved, closer attention will be given to addressing the scope of the union’s bargaining unit with CPS in Saskatchewan.

GSU’s scholarship committee preparing to meet, choose this year’s scholarship recipients

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The June 1 deadline for receipt of scholarship applications has passed, and GSU staff are preparing the applications for submission to the scholarship committee.

In order to assist the scholarship committee in making their impartial decision, each eligible applicant’s essay is photocopied and all identifying items – such as names and location references – are removed. The essays are then assigned an identifying number and copies are forwarded to each GSU scholarship committee member.

Each committee member will have an opportunity to review applicant essays individually before meeting as a committee to discuss the essays and select scholarship recipients. When the scholarship recipients are chosen, the committee advises GSU staff of their decision and requests recipient names and contact information. Scholarship committee members personally notify recipients that they have been chosen and extend congratulations on behalf of the union and its members. It is anticipated that the committee will announce this year’s recipients in early July.

GSU’s 2016 scholarship committee comprises GSU president Jim Brown (Local 1), and GSU’s vice presidents Michelle Houlden (Local 5) and Brett North (Local 1).

Group of smart students in graduation gowns looking at camera

Group of smart students in graduation gowns looking at camera

 

SCHOLARSHIP FORMS: GSU is pleased to offer $2,000 scholarships to five students who demonstrate an ability and a passion to inspire positive change in their community

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It takes a combination of hard work and educational funding for most students to achieve their goals.

GSU is pleased to offer $2,000 scholarships to five students who demonstrate an ability and a passion to inspire positive change in their community.

The scholarship competition is open to GSU members, their spouses, and dependent children who have not previously won.

Scholarship applicants must be enrolled in a diploma, degree, or certificate program at a community college, university, trade school, or technical institute as a full-time student in any country.

  • There are five $2,000 scholarships available:  three are dependant scholarships and two are GSU member scholarships.
  • Dependant scholarships are available for dependant children of GSU members. Applicants for dependant scholarships must be age 25 or younger.
  • GSU member scholarships are available for GSU members and spouses of members.
  • GSU members must have a signed union card on file with the union to be eligible for GSU scholarships.
  • If there are no member scholarship applications, all five scholarships will be available to be awarded to eligible dependant applicants.
  • Students can apply every year.
  • Students will be awarded a maximum of one scholarship per lifetime.

Deadline for receipt of GSU scholarship applications is June 1, 2016.

Our scholarship committee will meet in June to determine the successful scholarship recipients and all scholarship applicants are advised of the committee’s decision shortly after it has been made.

Applicants may complete either the dependant or the member application form and return it to Grain and General Services Union with the following items:

  1. A letter of recommendation from a non-family member describing how the applicant’s participation in school, extra-curricular, and/or community activities make them a strong candidate for a GSU scholarship.
  2. A copy of a document from your training institute which confirms your registration.
  3. A two-page essay on the chosen topic for the year.

Scholarship application forms are available below or mailed directly to members upon request.  Availability of the forms will be announced is announced on the website, email, and GSU newsletter in March of every calendar year.

Related information:

Be sure to document problems you have in the workplace

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A member was having ongoing issues with a co-worker. With advice from staff rep Steve Torgerson, the member had been addressing the problem directly and keeping written notes about the problems that had occurred and how the problem had been dealt with. The member also continued to check in with GSU to relay events and document problems and progress with Steve.

It’s important to document problems you have in the workplace.

“Your memory gets fuzzy so it never hurts to keep track of things in writing or by documenting an incident in an email or phone call with your staff rep,” Torgerson advises. “Your notes or your staff rep’s notes may even be called as evidence to back up your story, and notes are given much stronger consideration than someone’s memory.”

If you want to discuss a workplace situation or learn more about how and when you should keep notes, contact your GSU staff rep.

Just want advice? GSU can help. If you need advice or ideas about how to handle a workplace situation, call your GSU staff rep. GSU toll-free:  1.866.522.6686 (Regina) or 1.855.384.7314 (Saskatoon). Contacting GSU doesn’t mean you are obligated to file a grievance and we won’t contact your employer or act on your behalf without consultation, direction, and approval from you.

SURVEY: Intimate partner violence and its impact in the workplace

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The Provincial Association of Transition Houses and Services of Saskatchewan (PATHS) is working with survivors, advocates, unions and employers to raise awareness of the impact of intimate partner violence (also known as domestic violence) on the workplace. As part of their project they are conducting a survey of Saskatchewan workers to explore their experience of intimate partner violence and it how it impacted them at work.

There is mounting evidence that the impact of intimate partner violence on workers and workplaces is significant.

In 2009, intimate partner violence (IPV) cost female employees $20,943,599.  The economic impact of IPV against females on the output of employers was estimated at $6,194,356. Further, the total economic impact of IPV against females on employers due to tardiness and distraction is estimated to be $44,858,528 (Zhang, Hoddenbagh, McDonald & Scrim, 2013).

The cost of violence against women in Canada – including health care, criminal justice, social services, lost wages and productivity – has been estimated at $4.2-billion annually, according to the Canadian Women’s Foundation” (Globe and Mail, January 2013).

Specific language on IPV is making its way into Occupational Health and Safety Legislation in some Canadian jurisdictions. Employers have a duty to safeguard their employees. There is an increasing recognition that employers should have a policy against IPV and should address the problem in employment contracts and workplace policies.

Saskatchewan has the unfortunate distinction of having the highest per capita rate of intimate partner violence, sexual assault and intimate partner homicide among the Canadian provinces.

It’s time for a culture shift. Will you be part of the change?

PATHS is asking workers in Saskatchewan to take part in their survey. It will take about 15 minutes to complete.

 The Survey Link is available here. 

If you have questions about the survey or would like to become involved in the PATHS project, contact Provincial Association of Transition Houses and Services of Saskatchewan using the information below:

paths@sasktel.net
Phone : 306.522.3515
Fax : 306.522.0830
www.pathssk.org

Source: Provincial Association of Transition Houses and Services of Saskatchewan

Notice of Vote on Tentative Settlement of Agreement Renewal Bargaining – GSU Local 15 (CPS – Saskatchewan)

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The following information is available here as a PDF format.

 

NOTICE OF VOTE
On Tentative Settlement
of Agreement Renewal Bargaining
GSU Local 15 (CPS – Saskatchewan)

May 13, 2016

GSU Local 15 Members (CPS Saskatchewan),

This is notice that GSU members employed by CPS in Saskatchewan will soon be able to vote on the tentative settlement of agreement renewal bargaining reached on April 22, 2016 between the union and company.

The tentative settlement is subject to approval by GSU members and CPS.

Each union member is entitled to vote on the tentative settlement. The question on the ballot is as follows:

I have reviewed the terms of the April 22, 2016 tentative collective bargaining settlement between GSU and CPS and I approve same as the basis for renewing the collective agreement between the employer and my union. __X__

I have reviewed the terms of the April 22, 2016 tentative collective bargaining settlement between GSU and CPS. I reject same. ___X__

Recognizing that this is an extremely busy time of year for all members, a mail-in ballot system will be used to enable each member to vote on the tentative bargaining settlement.

GSU’s administration is sending settlement information, including copies of this notice, to each Ag retail branch and seed plant in the union bargaining unit. An information package will also be sent to Brian Cowan for distribution to members working in Ag R&D.

The GSU voters’ list will be based on the latest union dues remittance provided by CPS. A ballot and voting instructions will be mailed to the home mailing address of each member on the voters’ list.

When you receive your ballot via Canada Post please mark your choice and place the ballot inside the small unmarked envelope which you will also receive. Then place the envelope containing your ballot inside the larger self-addressed/postage-paid envelope and mail it to GSU.

The deadline for ballots to be returned will be three weeks from the date GSU mails the ballots to members on the voters’ list. The return deadline will be identified in the voting instructions accompanying the ballots mailed to members. It will also be announced by email and advertised on GSU’s web site.

Members who do not receive a ballot and voting instructions at their home are asked to call GSU toll-free at 1.866.522.6686 to rectify the situation.

GSU’s Local 15 bargaining committee is recommending approval of the April 22, 2016 tentative settlement with CPS. If a majority of members voting approve the tentative settlement, a renewed collective agreement will be finalized. If a majority of members voting reject the tentative settlement, the Local 15 bargaining committee will invite the Company to return to the bargaining table and/or serve notice of a collective bargaining dispute under the provisions of the Saskatchewan Employment Act.

Hugh Wagner, Bargaining Committee Spokesperson
ON BEHALF OF GSU LOCAL 15 BARGAINING COMMITTEE

BARGAINING COMMITTEE MEMBERS
Carolyn Illerbrun, Brian Cowan, Brent Pelechaty, Lynn Woods-Nordin and Hugh Wagner

 

Questions? Comments? Concerns?
Contact a bargaining committee member directly by calling the GSU Regina office at 1.866.522.6686, or email bargaining committee spokesperson Hugh Wagner at gsu.regina@sasktel.net.

 

Background information:

Ballots counted – Locals 1 and 2 (Viterra) settlements approved

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The ballots cast by GSU members have been counted and the tentative agreement renewal bargaining settlements reached between Viterra and GSU on April 15, 2016 have been approved by a majority of union members who voted.

Steps will now be taken to amend the two collective agreements based on the terms of the bargaining settlement. As soon as that work is completed GSU will arrange for printing of collective agreement booklets for distribution to union members.

Thank you to all who voted and offered comments about the settlement. Thank you to GSU’s bargaining committee and staff for their hard work, and thank you to Viterra management for accommodating the GSU vote in the country operations and maintenance workplaces.

Background information:

LOCAL 15 (CPS) – Tentative settlement summary and report

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If an Article or section of an Article of the collective agreement is not mentioned in this report, it means there will not be any change to that Article or section as the case may be.

There are numerous grammatical and “housekeeping” changes to the collective agreement. These types of changes clarify the wording, but do not change rights.

There may be adjustments to the precise wording of some amendments to better capture the intent of the parties. Where these are occur, members will be informed.

A summary of the tentative agreement renewal bargaining settlement between GSU and Crop Production Services Canada covering Local 15 is available below.

Please note the tentative settlement is subject to approval by GSU members. Next week, GSU will announce details of the plans for conducting the vote on the tentative settlement.

 

Are you getting the most from your performance evaluation?

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Many GSU members have already participated or are getting ready for their year-end performance evaluation.

Make sure you are giving your employer all the necessary information they should have from you.

Take the time to fill out the comments section of your self evaluation. This is your opportunity to present your case and provide a basis for what is discussed during your review. Don’t be shy! List the things you have done, what you have accomplished, and how you have gone above and beyond for your employer.

Be specific.

For example, if you work in a grain elevator,

  • Did you load railcars to specifications?
  • Did you load to collect an incentive for your employer or avoid a penalty?
  • Did you pitch in and help get the project done time?
  • How many weekends or other days of rest did you work?
  • Was there a customer that you made incredibly happy?

Write it down in your comments, and keep extra examples with you when you sit down for your review.

Not sure what to include in your comments?

GSU vice-president Jim Brown offers this hint.

“Talk wi th your co-workers about filling in your comments and create a discussion in the workplace. Don’t be shy about asking them what they did and what they will be writing down,” Brown said. “A group discussion may help you recall some of your other contributions and achievements in the past year, and you may find your co-workers can remind you about times you went the extra mile and vice-versa.”

Don’t wait until it’s too late! Contact GSU as soon as you suspect you may have a grievance

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Recently one of our staff reps received a call from a member about a disciplinary action the member had received. Unfortunately it was past the the timeline in the collective agreement to file a grievance so our member was out of time to appeal the disciplinary action.

Don’t wait to contact the union with employment problems or problems in your workplace. It is important that members contact us prior to the timeline deadlines in their collective agreements.

Even if you aren’t sure you have a grievance or that you actually want to file one, talk to your GSU staff rep. Our staff reps can help you make an informed decision by explaining your options and the consequences of filing or not filing a grievance. In the end, whether you choose to file a grievance is a decision only you can make.

Check your collective agreement or contact your GSU staff rep for information on timelines for filing a grievance.

GSU helps sort things out. If you need advice or interpretation about the terms and conditions of your collective agreement, call your GSU staff rep. Contacting GSU does not mean you are obligated to file a grievance and we will not contact your employer or act on your behalf without consultation, direction, and approval from you.

Questions? Call our staff reps toll-free at 1.866.522.6686 (Regina) or 1.855.384.7314 (Saskatoon).