Author Archives: Grain and General Services Union

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

ANOTHER PROBLEM SOLVED: Winter Clothing Policies

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A GSU member reached out to staff rep Donna Driediger regarding winter clothing policies and requirements surrounding winter gear on the work site.
When a member’s manager advised them that their winter coat was not sufficient, they sought information from GSU. When Driediger looked into the matter, there didn’t appear to be any policy advising that the member’s winter gear was insufficient.

While members need to be dressed safely and appropriately when on the job in order to withstand the elements, there was no requirement to purchase new gear.

“Some people are warmer humans and others run cooler,” Driediger says. “Your manager isn’t your parent and doesn’t get to tell you your coat isn’t warm enough.”

“But do keep in mind that winter weather isn’t our friend.”

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.

Don’t answer work calls when you are sick, on personal time away from work, or not actively working

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We're working on it!

Regardless of the employer or the season, GSU staff representatives consistently handle calls from members who are stressed about receiving work-related calls during their time off, vacations, or sick leave.

In response, our representatives offer a straightforward piece of advice: if you’re not at work, on call or on standby, don’t answer the phone.

“You are not obligated to take or reply to calls when you are sick, enjoying your personal time away from work and not actively working for the company,” said GSU staff representative Mason Van Luven. “This fundamental principle is reinforced by collective agreements, empowering our members to maintain a healthy work-life balance and assert their right to uninterrupted time away from work obligations.”

Van Luven advises “Members need to use the latitude their collective agreement offers. If you don’t use it, you leave the door open for management not to respect it.”

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.

BILL C-58: Federal government introduces legislation to ban use of replacement workers

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Canadian unions are welcoming the federal government’s introduction of Bill C-58, legislation to ban the use of replacement workers. This legislation will curtail the use of replacement workers in any federally-regulated industry during strikes or lockouts.

Free and fair collective bargaining without the threat of replacement workers taking striking workers’ jobs is the best way to reach good collective agreements and maintain stable workplaces. Eliminating the option of using replacement workers also discourages practices that exploit non-unionized workers who are desperate for employment.

WE’RE WORKING ON IT: Staff reps are receiving more discipline-related calls regarding safety

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Employers are taking firmer stances on safety in the workplace and GSU staff reps have noticed an uptick in discipline-related calls regarding safety.

GSU believes a safe working environment preserves the well-being of our members and fosters a culture of trust, productivity, and efficiency. We support employer efforts to ensure their workplace and employees are safe.

Safety can’t be rushed, so when you are facing time constraints and demanding workloads, it is important to slow down, take a step back and ensure that all safety protocols are being followed. Rushing through tasks increases the likelihood of accidents or errors, and it’s always better to invest a little extra time in ensuring safety than to deal with the aftermath of an accident.

“If you find yourself in a situation where you feel pressured to compromise safety, it is crucial to communicate those concerns to your employer,” said GSU staff rep Brian Lark. “By reporting issues promptly, workers play an active role in staying safe and maintaining a safe and secure work environment. If talking to your employer doesn’t resolve the issue, call your GSU staff rep for assistance.”

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. These services are 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 advice.

GSU staff representative coverage areas are expanding and their responsibilities are shifting

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Steve Torgerson’s responsibilities have undergone a significant shift since he assumed the role of GSU’s general secretary at the union’s March 2023 biennial policy convention. The general secretary role doesn’t encompass the day-to-day servicing responsibilities of a GSU staff representative and the vacancy created when Torgerson left his staff rep role to accept his new position will not be filled in the foreseeable future. This has led to additional responsibilities and servicing adjustments for Donna Driediger, Brian Lark and Mason Van Luven – GSU’s three remaining staff representatives.

As a result of these changes, GSU members who call the office or attend their upcoming annual general meetings may be greeted by a different staff representative than they are accustomed to working with.

“We are always looking for ways to adapt, improve and ensure that members continue to receive the highest level of representation and support possible,” Torgerson said. “This shifting of responsibilities has been a necessary and gradual process that began over the summer months. We expect that the changes will be complete and our staff representatives will be settled in their new locals and sub-locals by the end of the year.”

ANOTHER PROBLEM SOLVED: Questions about benefit coverage during a strike or lock-out

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With strike conversations taking place at many sites, staff rep Donna Driediger is fielding strike and lockout-related inquiries from GSU members. One of the common concerns raised is what happens to benefit coverage during a labour dispute.

Fortunately, Driediger can advise that when GSU members are on strike or are locked out, the GSU Defense Fund pays the premiums for benefit coverage to ensure GSU members do not have any interruption in their benefit programs.

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. These services are provided to you and paid for by your union dues. There is never an additional charge for assisting you, and no limit on the number of time you can seek advice.

Severance pay – one of the most overlooked advantages of a collective agreement

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By GSU staff representative Mason Van Luven

There is often a misconception that “severance pay” is a condition of employment or labour law when a worker’s position is eliminated, their plant is closed, or the company would otherwise like to part ways. That workers are rewarded for their years of service and that transition into unemployment is softened by a severance package. However, we negotiate for strong language and standards when it comes to severance pay as without this language, the rights afforded to workers is minimal, and this is often one of the most overlooked advantages of a collective agreement.

Under the Saskatchewan Employment Act, an individual worker is entitled to either notice or pay instead of notice, which is a sliding scale depending on your years of service. This scale caps out at 10 years of service, where an individual worker gets eight-weeks notice or pay instead of notice, calculated at what a worker’s regular earnings are during a normal eight-week period. They are also given their unused time off entitlements, like their vacation. Other jurisdictions, though still limited, will throw in a number of days pay for each year of service as an added entitlement. After that, the worker is expected to get another job or hopefully have enough to retire.

This is why collective agreements do more than negotiate wage increases to service the immediate material needs of workers, and one of the most overlooked features of collective agreements is language around position eliminations. We negotiate strong position elimination language because in the event that a company decides a certain position is no longer necessary, a plant closes down, or a whole group of workers are left without work, the bare minimum requirements under provincial labour law is insufficient. Workers should have dignity for all the reasons a company might decide that their contributions as a worker are not needed or valued anymore. At the very least, they should get enough recognition for their years of service that they can pay the bills before finding another job.

Sometimes companies will calculate severance as though they do not have a contractual obligation to do so – that their generosity is why a worker sees a payout. Trade unions had to negotiate hard with employers to get the standards around position eliminations above labour legislation, because historically once a company no longer needed a worker or a factory, there was no net to catch those workers. This created an imbalance where a worker had to work to make ends meet up until their employer did not need them anymore. This meant that a worker had an obligation to their employer, but not the other way around.

Read your contract’s language on position elimination (and, for your own education, compare it to the relevant labor legislation). If you have any questions, don’t hesitate to contact your GSU staff rep.

ANOTHER PROBLEM SOLVED: Should a member who is considering retirement wait around for possible retroactive pay?

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Staff representative Donna Driediger assisted a GSU member with a question about the optimal timing for retirement amidst ongoing collective agreement negotiations. The member was contemplating retirement and considering whether or not to wait until bargaining was complete in order to remain eligible for negotiated retroactive pay.

Driediger explained that it wasn’t unusual for negotiated settlements to include retroactivity on wages to employees who are on staff at the time of ratification, including members on approved leaves of absence, such as maternity leave, disability, or sick leave. Driediger advised the GSU member that to maximize the opportunity to receive retroactive pay, it was advisable for the member to delay retirement until negotiations reached a conclusion.

Additionally, Driediger emphasized the importance of taking full advantage of all available benefits before retirement. This encompasses benefits like eyeglasses, prescriptions, and other entitlements to ensure members maximize their overall compensation and support.

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. These services are provided to you and paid for by your union dues. There is never an additional charge for assisting you, and no limit on the number of time you can seek advice.

We shouldn’t be comfortable with our elected officials skirting the Charter for a political hot button issue

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Today at noon in Regina some members and staff of GSU attended a rally at the Legislature challenging the provincial governments recent announcement to use the not withstanding clause to push their pronoun law.

First, here’s a quick recap of what lead to today.

It started at the end of the last school year about appropriate sexual education content for students. This led to an announcement that the government was seeking new rules requiring students under 16 years of age to need parental consent before changing their pronouns in school.

This was challenged at Court of King’s bench and the judge issued an injunction pausing the new law from coming into effect until the court can hear the entire case.

Almost immediately following this decision, the Saskatchewan provincial government indicated they would recall the legislature and would use the Charter of Rights and Freedoms notwithstanding clause to force the law into effect.

Here is some information about this issue that we think GSU members need to consider.

What’s a pronoun?

You may be unfamiliar with the word “pronoun,” but you use them all the time. Pronouns are used in place of a proper noun (like someone’s name). We use pronouns most often when referring to someone without using their name.

 Example: Have you heard from Tom? He hasn’t texted me back all day. He is the pronoun.

 Why does it matter?

In English, our most commonly used pronouns (he/she) specifically refer to a person’s gender. For queer, gender non-conforming, non-binary, and transgender people, these pronouns may not fit, can create discomfort, and can cause stress and anxiety.

 A recent study showed that in transgender youth, using correct pronouns and names reduces depression and suicide risks.

“Researchers interviewed transgender youths ages 15 to 21 and asked whether young people could use their chosen name at school, home, work and with friends. Compared with peers who could not use their chosen name in any context, young people who could use their name in all four areas experienced 71 percent fewer symptoms of severe depression, a 34 percent decrease in reported thoughts of suicide and a 65 percent decrease in suicidal attempts.

Earlier research by Russell found that transgender youths report having suicidal thoughts at nearly twice the rate of their peers, with about 1 out of 3 transgender youths reporting considering suicide. In the new study, having even one context in which a chosen name could be used was associated with a 29 percent decrease in suicidal thoughts. The researchers controlled for personal characteristics and social support.

“I’ve been doing research on LGBT youth for almost 20 years now, and even I was surprised by how clear that link was,” Russell said.”

Having trouble understanding why this would upset someone? Think about your pronoun (it’s probably “he” or “she”). Now imagine someone calling you the one you don’t think of yourself as. Imagine them doing it over and over and over, even after you’ve corrected them.

Notwithstanding Clause

The notwithstanding clause in the Canadian Charter of Rights and Freedoms, also known as Section 33, allows provincial or federal governments in Canada to temporarily override certain rights and freedoms protected by the Charter. While it serves as a unique and sometimes controversial feature of Canada’s constitutional framework, it has generated various concerns and criticisms over the years. Here are some of the problems and criticisms associated with the notwithstanding clause.

One of the most significant concerns is that the notwithstanding clause can be used by governments to limit or suspend fundamental rights and freedoms guaranteed by the Charter. Critics argue that this undermines the very purpose of having a Charter of Rights and Freedoms.

Some worry that governments may use the notwithstanding clause too liberally, potentially infringing on rights without sufficient justification. This could lead to a situation where rights are routinely violated without proper accountability.

There is a concern that governments may invoke the notwithstanding clause for political reasons rather than to address pressing issues or emergencies. This could be seen as a way to pander to specific interest groups or curry favor with certain constituencies.

Diminished Protections: When the notwithstanding clause is used, it essentially renders certain Charter rights temporarily ineffective. This can leave individuals without the full protection of their rights during that period.

There are concerns that the notwithstanding clause could be used to target vulnerable or marginalized groups, particularly if the government has a political agenda that goes against the rights of these groups. The example we have today is exactly what is worrying people.

If or when a government thinks about using the notwithstanding clause they should do so only after lengthy consultation. We shouldn’t be comfortable with our elected officials skirting the Charter for a political hot button issue that a judge has said is very likely to cause harm to young people in this province.

GSU has always stood with marginalized people in society. As working people ourselves, we want to raise the standard or living for everyone. What we want for ourselves we want for everyone.

Local 5 (WPP) bargaining impasse: Nov. 20 bargaining date cancelled, net dates TBD

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Dialogue to resolve Local 5’s agreement renewal bargaining is ongoing. We thank Local 5 members for their patience and continued support.

As a result of a scheduling conflict, the bargaining session set for Nov. 20 has been cancelled.

Nov. 14, 2023 Tuesday Members’ Memo

GSU and WPP are working to set new bargaining dates.

 

 

Bargaining rescheduled to Nov. 20

Oct. 3, 2023 Tuesday Members’ Memo

As a result of scheduling issues, bargaining has been rescheduled to Nov. 20.

 

 

Bargaining to resume Nov. 15 & 16

Sept. 25, 2023 email to Local 5 members

We have new bargaining dates with the Employer.

Dates have been arranged for November 15 and 16 with both sides agreeing to get back to the bargaining issues. We look forward to fruitful dialogue between the parties and an opportunity to work collaboratively to negotiate a settlement for all involved.

 

 

Union committee provides their available bargaining dates to company, requests company reciprocate

August 31, 2023

On Aug. 24 and again on Aug. 31, your GSU bargaining committee requested that the company provide it’s availability to return to negotiations between the parties.

Read the bargaining committee’s Aug. 31 update to members here. 

 

Members overwhelmingly reject employer’s *final offer*, request their bargaining committee return to the table

Aug. 24, 2023 email to Local 5 members

Members met on Aug. 23 to review and vote on a final offer presented by the company on Aug. 11. An overwhelming 90.5% of Local 5 members voted to reject the offer. 

Members have neither called for nor taken a strike vote, and they aren’t in a strike position. Rather, Local 5 members and their bargaining committee are committed to working toward a negotiated resolution to bargaining.

 

Union bargaining committee unhappy with company’s *final offer* email to members 

Aug. 15, 2023

When GSU Local’s 5 bargaining committee learned that the employer sent members an email with a copy of their *final offer* and opinions on bargaining, our committee was not happy. Your committee believes the company has left out some details and the document is not accurate.

Members have reached out to their GSU bargaining committee expressing anger and frustration with the email. A membership meeting has been set for Aug. 23 to answer membership questions and continue work to fight the company’s aggressive and regressive tactics.

You can read the GSU bargaining committee’s Aug. 14 email – including the company email and the union response – here.

If you have any questions leading up to next week’s meeting, don’t hesitate to reach out to your bargaining committee members.

Mediation ends with vague *final offer* from company committee

July 28, 2023

To: GSU Local 5 Members

The Local 5 bargaining committee resumed mediation with the company on July 26 and 27. Through the mediator, both parties traded offers, and the company the union presented with a final offer late in the day on July 27 .

“We were never able to directly discuss the final offer or why the company presented a final offer and so we are left with a vague offer that we still have questions about,” said GSU general secretary and union bargaining committee spokesperson Steve Torgerson.

The union committee will be reaching out to the company to clarify a few items in their final offer and ask them to provide some real details and not just vague statements. Once we that information and clarification is received, GSU’s committee will report back to Local members. The speed of the process will depend on how quickly the company provides answers. 

Even without a full picture of what this final offer contains, we know the following: 

  • the company’s last offer on Wednesday, July 26 was worse than the March 13 offer they made.
  • the company thinks they can do whatever they want and try to silence your Local President.
  • they don’t honour their commitments because we were told during mediation that the company did not register the Supplemental Employment Benefit plan since the last round of negotiations, leaving employees with no SEB benefits.

GSU and Local 5 will keep working to get a fair deal in bargaining, we will fight to defend the union and its members from company intimidation and protect people unjustly terminated, and we will hold the company to account on SEB and demand they fix what they broke and do what they agreed to do when they signed the last collective agreement.

As soon as we have a clear final offer, members will be advised and a membership meeting will be scheduled.

 

Local 5 (Western Producer) bargaining impasse mediation set for June 6 & 7; July 26 & 27

Tuesday Members’ Memo – May 2, 2023

Mediation has been set for June 6 and 7, and again July 26 and 27 with mediator Kevin Eckert who will assist the parties in an effort to reach a negotiated settlement.

GSU’s Local 5 bargaining committee held a membership meeting on April 25 to provide members with an update and give them an opportunity to ask questions.

As is the case during any bargaining and mediation process, we may not be able to provide details while discussions are ongoing but we will provide dates of meetings and as much information on progress as we are able to.  If you have questions, please reach out to your bargaining committee members.

GSU is committed to the process and is looking forward to working with the members and the employer to negotiate a settlement that is workable for all.
We thank Local 5 members for their patience and continued support.   

Mediator appointed in bargaining impasse

Tuesday Members’ Memo – April 4, 2023

On March 30 the union was advised that mediator Kevin Eckert had been appointed to assist the parties in their efforts to reach a negotiated settlement. We are awaiting contact with Mr. Eckert and we look forward to engaging this process so we can work to secure a new amended collective agreement.

We may not be able to provide details while discussions are ongoing, but we will provide dates of meetings and as much information on progress as we are able to.

If you have questions, please reach out to your bargaining committee members.

WPP management agrees to mediation and conciliation process

Tuesday Members’ Memo – March 28, 2023

The Western Producer management negotiating committee has responded to GSU and has agreed to the mediation and conciliation process. At this time, both sides are awaiting the appointment of a mediator from the Minister of Labour and Workplace Safety.

GSU is committed to the process and is looking forward to working with the members and the employer to negotiate a settlement that is workable for all.

Local 5 (Western Producer) members overwhelmingly reject employer offer

Tuesday Members’ Memo – Feb. 21, 2023 

The ballots were counted on Feb. 16 and the overwhelming majority of Local 5 members who cast ballots (95.83%) voted to reject their employer’s offer to settle agreement renewal collective bargaining with the Western Producer.

Twenty-four of the 30 members of Local 5 voted, and 23 voted to reject the employer’s offer. Union members voted on the heels of an employer effort to sell the offer at a staff meeting held the same day as it was communicated to the Local 5 bargaining committee. GSU has advised that in the union’s view the employer’s actions constitute an unfair labour practice.

GSU has submitted notice of a collective bargaining impasse to Saskatchewan’s Minister of Labour Relations and Workplace Safety pursuant to section 6-33 of Part VI of the Saskatchewan Employment Act. Such notice normally leads quickly to the conciliation/mediation process provided in the Act.

In this instance, however, GSU has received notice that the employer is challenging the applicability of the Saskatchewan Employment Act basis an allegation that the bargaining relationship with the Western Producer is the result of a voluntary recognition as opposed to a certification order issued by the Saskatchewan Labour Relations Board (SLRB).

“GSU is contesting the employer’s position and will take legal steps to have the matter sorted out,” said GSU general secretary Hugh Wagner. “The members of Local 5 have shown remarkable solidarity and determination in response and we will move forward together buoyed by their strong stance.”

Further updates will follow as developments occur.

Check your email for an important update

Feb. 17, 2023

An email update was sent to GSU Local 5 members at 3:45 PM on Feb. 17. Additional information will be shared as it becomes available. 

Additional background information is available here.

Be Thankful, Be Safe this coming holiday weekend

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By GSU staff rep Brian Lark

This weekend is the Thanksgiving long weekend in Canada. On Friday, everyone will be rushing out the door to prepare for spending time with family and friends. Whether your holiday takes you away from home or this is your year to host the gathering, there will be a lot of people on the road as you make last-minute trips to the store to grab meal items, fuel up the vehicle and purchase the always important road trip snacks.

Let’s all take time to plan and arrive safely at our destinations.

We have a lot to be thankful for this weekend and need to make sure we arrive safely to spend those precious moments with our loved ones. Allow for traffic delays and leave in plenty of time. Try to be proactive and do your shopping on Wednesday or Thursday to beat the rush in the stores and at the pumps.

After a well-deserved visit and holiday celebration, make your journey home just as safe.

A long day traveling and eating can lead to fatigue and unsafe conditions on the way home.

It is October and the weather can turn quickly making road surfaces slick, so be aware and be sure to drive with caution. In the event of poor weather, be sure to drive for the road conditions of the moment and not what they were last month.

Most of all this weekend, be thankful!

Be thankful to have friends and family who care about you. Thankful for a job to support you and your family and thankful for GSU. GSU is here for you all year long and we will continue to work for you and with you to improve your working relationships with your employer.

I am thankful for GSU. Back when I was a member, I understood the importance of the union. When I became an out-of-scope manager I was thankful for GSU because I knew they had my employees’ best interests in mind. Now, as a staff rep, I am thankful for GSU. This union has offered me the chance to help people, make a difference in their lives, and ultimately make a difference in mine.

Happy Thanksgiving! 

ANOTHER PROBLEM SOLVED: Assisting an employee through a difficult position elimination

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We recently assisted a 30-year employee through a difficult position elimination

When the employer decides to restructure their work environment, it can have very significant impacts on the work and the employees who do that work. GSU and your negotiated collective agreements work to ensure when these restructures take place that employees are not put on the back burner.

“There are clauses in our collective agreements that speak to how the employer is required to treat employees in order to minimize the implications for the restructuring and to provide appropriate notice and possible severance when navigating that path,” said GSU staff rep Donna Driediger.

Without a collective agreement, employees would be subject to the bare minimums that the law provides. Collective agreements hold employers accountable for the choices they make in order to maintain their business while still respecting the integrity of the employees. 

GSU services are 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 times you can seek our advice.