Author Archives: Grain and General Services Union

Modest increases to Viterra salary ranges

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As a result of a market review and a letter of understanding between the company and GSU, the minimums and maximums of most Viterra in-scope salary ranges will rise effective Jan. 1, 2022.

According to GSU general secretary Hugh Wagner, generally speaking, the increases to the pay ranges will be a very modest 1.5 percent and will not have a dramatic impact on the wages of most union members.

“The changes to salary range minimums and maximums should not be confused with the 2.5 percent aggregate salary increase that will also be applied retroactively to January 1 and is linked to employees’ annual performance evaluations,” Wagner said. “These increases are potentially more meaningful, but are also too low when compared to the rising cost of living.”

On Feb. 23, Wagner wrote to Viterra on the subject of wages and said,

“GSU does not object to raising the minimums and maximums of the salary ranges as proposed. However, we do argue that the salary ranges and employee’s individual rates of pay should be adjusted upwards significantly in light of the changing labour market and price inflation.”

He went on to say,

“We also continue to express the dissatisfaction of the union’s members in relation to the design and administration of the pay system, including unfairness in the application of annual salary increases.”

GSU members in Locals 1 (Viterra – Ops/Maintenance) and 2 (Viterra Head Office) will have an opportunity to tackle the subject of wage increases later this year when bargaining commences to amend and renew their collective agreements with Viterra. The current collective agreements expire on Oct. 31, 2022.

“Bargaining this coming fall will provide union members with an excellent opportunity to change the whole system of pay and wage increases into something that is much fairer, transparent and equitable,” Wagner said.

WE’RE WORKING ON IT: Standby Pay – You deserve to be paid for the hours that you work

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As workers, we trade our skill and time for money.

When your scheduled shift is over, your obligation to continue working for the company stops, and the obligation of the company to pay you stops as well. However, in the grain industry the car spot dates fluctuate, and companies expect their employees to be flexible on those hours.

In 2019, the federal government implemented changes that stated employers needed to give 24-hours notice of a shift change. Grain companies lobbied that they are not able to abide by these rules, and they received an exemption from the shift change rules (and others). This means they do not have to give you 24-hours notice of a change in your shift.

Standby Pay is part of your collective agreement, and receiving it when you are on standby is your right.

Since the Feb. 2022 implementation above, GSU staff representatives have been fielding calls from members who are tryin to understand their right to receive standby pay during the times they are expected by the employer to be available and willing to come to work.

Simply put, when you are on stand-by, you are in a state of constant readiness to go into the office or be prepared to answer phone or emails as they come in. And when you have been directed to be ready and available for work, you deserve to be paid.

If you are struggling with standby pay at your location, or if you have questions or want to know more, reach out to your GSU staff representative. We would be glad to help.

No question is too big or small. GSU staff reps are here to assist you.

It’s easiest to solve problems in the beginning when they are small, so don’t hesitate to contact us when you see something that might need to be addressed. We will answer your questions and assist you in any way we can, and we won’t contact your employer, file a grievance or act on your behalf without consultation, direction, and approval from you.

WE’RE WORKING ON IT: GSU members are asking us for information on pension and retirement

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The unseasonably cold weather seems to have everyone wishing they could stay home. That may explain why GSU staff rep Steve Torgerson has had a rush of pension and retirement inquiries cross his desk.

Torgerson can answer your questions, such as who needs to contacted when a member is considering retirement, what options are available to retiring members, and where to begin when everything seems so overwhelming. If you are considering retirement or simply planning for the future, don’t hesitate to contact Steve and ask for our retirement guidebook. It’s free, and it will lead you through the process and help you keep everything straight.

Need an answer? No question is too big or small. GSU staff reps are here to assist you, and their services are provided to you and paid for by your union dues. There is never an additional charge for assisting you.

Contact information for GSU staff is available here.

We’re accepting applications to become a GSU Defense Fund director

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We are accepting expressions of interest from GSU members who are interested in becoming a director on the GSU Defense Fund.

The board of directors of the GSU Defense Fund is responsible for overseeing the administration and investment of the Fund assets (currently $5+ million). The primary purpose of the Fund is to provide income protection and assistance to GSU members who are engaged in a strike or lockout.

The board of directors meets three times a year by conference call and at least once per year in person. Time off work for directors to attend to Defense Fund business is paid for by GSU along with directors’ travel, meal and hotel expenses.

Members who are elected to the Joint Executive Council of GSU are not eligible for election to the Defense Fund Board of Directors. Of the five Defense Fund Directors, three are required to be from Local 1 (Viterra Ops/Maintenance) and/or Local 2 (Viterra Head Office) and/or Local 14 (Richardson) and/or Local 15 (Nutrien).

The current vacancy on the board is open to be filled by a GSU member in good standing who is employed in any certified GSU bargaining unit.

If you are interested in becoming a GSU Defense Fund director or learning more about the responsibilities of a director, contact GSU general secretary Hugh Wagner at Hugh@gsu.ca or 306.536.3414.

When you need someone to talk to, we’re here.

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GSU is listening and here to help.

If you have questions about workplace issues or external problems that are affecting your work, don’t hesitate to reach out to your GSU staff rep. Our services are provided to you as part of your union dues. There is no additional charge for assisting you.

Contact our reps directly (contact information here) or by calling toll-free at 1.866.522.6686 in Regina or 1.855.384.7314 in Saskatoon.

GSU members vote to continue Defense Fund dues

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A majority of 72.81 percent of members voting at GSU annual meetings have voted to approve a motion to continue the additional dues being paid into the GSU Defense Fund for another year. Votes on the additional dues were conducted in conjunction with annual union Local and Sub-local meetings held this fall.

Each employee working in a GSU bargaining unit pays additional dues of one percent of regular pay to a maximum of $10 per month into the GSU Defense Fund. The additional union dues are accumulated in the GSU Defense Fund where they are invested and held in reserve to pay strike/lockout pay, benefits continuation and strike/lockout administrative expenses in the event GSU members are engaged in a strike or lockout stemming from a collective bargaining dispute.

Strike or lockout pay from the GSU Defense Fund is currently set at 75 percent of a member’s regular pay provided they are active participants in strike or lockout actions sanctioned by GSU.

The Defense Fund currently has assets of $5.4 million (market value) and is administered by a board of directors elected by delegates to GSU biennial policy conventions. The current directors of the GSU Defenses Fund are:

  • Wilfred Harris (Local 1 Carnduff),
  • Doug Kampman (Local 8 Regina),
  • Sharlene Lark (Local 5 Saskatoon),
  • Lynn Shaw (Local 15 Craik), and
  • Bruce Thompson (Local 15 Fielding).

The membership vote conducted this fall marks the 25th consecutive year that a majority of GSU members attending annual union meetings have voted to approve the additional dues being paid into the Defense Fund.

If you have questions or concerns about the GSU Defense Fund, contact your staff representative.

WE’RE WORKING ON IT: Verifying pay stubs

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Staff representative Steve Torgerson is assisting a GSU member who is struggling to receive the correct pay for hours they worked this autumn.

“Payroll systems are complex,” said Torgerson. “By attempting to reduce human error and maximize efficiency using automated programs, the factors of human assessment and reasoning have been eliminated. For this particular GSU member, the reduction of human interaction in the payroll process is creating problems when the payroll program’s strict automated triggers are applied.”

Fortunately, the member had maintained thorough records of their time at work.

“Members should independently track their hours and compare them to the company’s recorded hours and then again when they get their pay stubs,” Torgerson advises. “Pay close attention and be aware of your hours, overtime and double overtime, any shift premiums, sick leave and vacations. Write it all down.”

If you have any questions or require clarification, don’t hesitate to reach out to a GSU staff rep.

Our services are provided to you as part of your union dues and there is never an additional charge for assisting you. Contact information for GSU staff representatives is available on our web page at gsu.ca.

Car loading continues to cause problems for terminal elevator employees

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Being constantly expected by your employer to adapt and adjust schedules at the last moment is all too common for GSU members working for Viterra and Richardson. Fortunately, there are tools that can help push back against unreasonable expectations, create a better work/family balance, and ensure that GSU members and their coworkers are safe at work.

If you are a member of Local 1 (Viterra Operations) or Local 14 (Richardson), check out these lists of car loading options, plans, and tools:

If you have questions or concerns, don’t hesitate to contact your GSU staff representative.

WE’RE WORKING ON IT: If it’s important, get it in writing

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One piece of advice frequently offered by GSU staff reps is “get it in writing.”

“There are many different situations where members may receive verbal assurances, instructions or directives,” said GSU staff rep Steve Torgerson. “Conversations can be interpreted differently, and often having it put to you in writing clears things up. That benefits both parties.”

The collective agreement is a great example of having important understandings and commitments in writing, but it doesn’t cover every workplace scenario. For example:

  • Work relationships and understandings vary between workplaces, and what you have done at one location may not necessarily be the practice at another. If you find yourself being directed to do something that makes your spidey-sense tingle, it’s best to get those instructions in writing.
  • Verbal or handshake agreements may eventually extend beyond the employment of current out-of-scope managers or supervisors. Without having details and assurances set out in writing, you can only rely on them as far as they take you.
  • If you are instructed to take actions that may go against company policy, you need to protect yourself by receiving direction in written form.

If you aren’t comfortable physically asking for something in writing, don’t be shy to send an email or your own written letter. It’s as simple as saying,

“Things were hectic when we spoke/There was a lot to take in during our conversation/I’m about to get started, so I’d like to make sure I have our conversation straight. As I understand it, [state your understanding of what was asked/agreed upon/directed]. Would you take a moment to reply and confirm whether that’s correct? And, of course, if there’s anything you need to clarify, I would appreciate it.”

If you have any questions or require clarification, don’t hesitate to reach out to a GSU staff rep.

Our services are provided to you as part of your union dues. There is no limit to the times you can request help and there is never an additional charge for assisting you.

GSU members donate to BC flood and extreme weather relief appeal

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If someone asks if you have donated to help the people affected by flooding in British Columbia, you can tell them yes, you have – through your union.

In response to the widespread hardship resulting from the recent flooding, GSU’s executive committee has approved a $5,000 donation from the union’s solidarity account* to the Red Cross appeal covering the BC floods and extreme weather catastrophe.

“At times like this it is crucial for our society to pull together to help those in need,” said GSU president Jim Brown. “The sheer scale and extent of the devastation caused by the flooding and extreme weather in so much of BC is mind boggling. Hopefully GSU’s donation, along with those of many others, will provide direct help and hope for the people who must do the hard work of recovering.”

*GSU maintains a solidarity account to help those in need by allocating 50 cents per member per month out of the regular monthly dues paid by union members. While primarily dedicated to providing assistance to members of unions who are on strike or locked out, GSU’s solidarity account is also available to respond to humanitarian causes.

How to deal with off-colour comments and jokes at your holiday gathering (and everywhere else)

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The holiday season is just around the corner. Assuming we aren’t sent to our respective corners by another wave of COVID, there will be holiday gatherings and inevitably we will encounter off-colour and outdated jokes and comments that have no place in society.

Whether it’s racist, homophobic, use of the r-word, body-shaming or any other variety of insult, there is no place at work, family gatherings, or anywhere else for comments that put others down or passively-aggressively imply putting them in their place.

Chances are that if you make it clear that you don’t find this type of joke-teller’s sense of humour funny, others may find it easier to speak up and say that they agree with you. Worst case scenario, by voicing your displeasure you will reduce the likelihood of those individuals feeling comfortable enough to make inappropriate remarks or jokes in your presence in the future.

Here are a few hints and responses to let others know that you are not a receptive audience to their outdated slang or attempts at humour:

  • Don’t laugh.
  • Say “I love you, but that type of comment is not okay,” or “I’m not sure why you think I would find that funny,” or “So, what would your [employer, sister, neighbour, etc.] think about you telling that joke?”
  • Say nothing and wait for the speaker to reply next.
  • Ask them to step to the side with you and, when they do, you can explain why what they said was offensive.

Learn more here about jokes that aren’t funny and how to respond:

Employer replies to GSU on 2022 wage increases

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Tuesday Members’ Memo – Nov. 23, 2021

A senior manager with Nutrien Ltd. has replied to GSU’s proposal of employee wage increases in 2022 that reflect the rising cost of living in Canada.

On Nov. 26, Mr. Michael Webb, executive vice president and chief human resources officer with Nutrien, replied to GSU general secretary Hugh Wagner. In his response, Mr. Webb said that 2022 wage increases would be based on a robust market analysis combined with the pay for performance system.

“I appreciate that Mr. Webb took the time to reply, but at the same time I am concerned that when an employer relies on a market analysis it is a trailing exercise rather than a leading approach and will fall short of an inflation-reflective wage increase for every employee,” said GSU general secretary Hugh Wagner. “This is just the beginning of the process of advocating for better wages and GSU will continue to press for more.”

Wagner reports that he hasn’t yet received a reply from Viterra.

GSU promotes 2022 wage increases

Tuesday Members’ Memo – Nov. 23, 2021

GSU is urging employers to step up to the plate by granting significant wage increases to employees in 2022.

On Nov. 18, GSU general secretary Hugh Wagner wrote to corporate management at Nutrien and Viterra to lobby for 2022 wage increases that at least match increases in the rate of inflation as measured by the All Items Consumer Price Index (CPI).

The CPI has recently recorded increases higher than 4 percent and the Bank of Canada has indicated upward pressure on the CPI will continue at a rate of 3.5 percent or higher for all of 2022.

Wagner advised both employers that collective agreements don’t present any barriers to awarding each and every employee a higher wage/salary increases.

“It is my respectful submission that the principles of equity, fairness, recognition and retention all support this kind of action,” Wagner said. ““When we meet employers such as Advance Manufacturing and Richardson International at the bargaining table in the latter part of 2021 and the beginning of 2022, we will be arguing for significant wage increases for all employers.”

“Other companies are being encouraged to do the right thing without waiting for the collective agreements to open for bargaining,” he continued. “As the economy continues to recover from the effects of the COVID-19 pandemic and price inflation appears to be on the rise, the time to recognize and reward workers for the value of their contributions to economic growth and corporate prosperity is long overdue.”