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.

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.

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.

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 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.

Aug. 29, 2023 – Tuesday Members’ Memo

Recognizing a member’s desire to minimize stress and focus on recovery, GSU staff rep Donna Driediger stepped in to help navigate the return of employer-provided equipment to the employer. By acting as an intermediary, GSU alleviated the burden on the individual, sparing them from direct interaction with the employer.

“GSU is committed to its members’ well-being during difficult times,” Driediger said. “The importance of compassion is often overlooked by employers when their management focus is centered around the business instead of the people.”

The role of GSU is to assist our members. We will help in any way we can, but we won’t contact your employer or act on your behalf without consultation, direction and approval from you. Don’t hesitate to contact us with questions or concerns about a workplace issue. Our services are provided and paid for by your union dues and there is never an additional charge for assisting you.

A member made personal commitments that would take place during a busy work season before they requested their vacation leave from the company. When the member requested vacation leave eight months before the leave was desired, the company denied the leave.

With assistance from GSU staff rep Mason Van Luven, the member filed a grievance. The grievance succeeded and the vacation leave was approved.

“This grievance was interesting, because it considered whether an extraordinarily long period of notice requesting vacation was enough to meet the company’s operational needs and minimize disruption during a busy season,” Van Luven said. “No matter how much vacation notice you are providing to your employer, it’s always best to get approval before committing to plans to make sure your leave is approved. That will reduce potential conflicts and ensure a smooth vacation experience for you.”

If you need advice or ideas about how to handle a workplace situation, call your GSU staff rep. Our services are provided to you as part of your union dues. There is no additional charge for assisting you.

A GSU member who had participated in a Service Canada-approved work-sharing program at their place of employment received a notice suggesting they had been overpaid EI benefits and were required to repay a significant amount of money. Needless to say, the member was concerned.

Efforts by the union member to work with their employer and Service Canada to get to the bottom of the alleged overpayment were soon frustrated by the bureaucratic process. The member turned to their shop steward and GSU, resulting in referral of the matter to the Regina office of the Unemployed Workers Help Centre (UWHC).

Within two days of taking up the file, Mark Crawford (Executive Director/Advocate) was able to get answers and resolve the problem to the satisfaction of the GSU member.

“The Unemployed Workers Help Centre is a very valuable source of support that’s been utilized by GSU members numerous times over the years. Under the very able leadership of Mark Crawford, workers who have trouble with the EI program have a one-stop place to go for assistance,” said GSU general secretary Hugh Wagner. “GSU supports the Unemployed Workers Help Centre with an annual donation from the union’s solidarity account. It’s money well spent.”

The Unemployed Workers Help Centre has offices in Regina and Saskatoon. They are an incorporated non-profit, community-based organization which provides information, advocacy, and representation for Employment Insurance claimants throughout Saskatchewan.

​UWHC services are free of charge to those who need them. You can learn more about their many services at unemployedworkerscentre.org.

GSU services are provided to you and paid for by your union dues. There is never an additional charge for assisting you.

Each year members patiently await their annual performance review in anticipation of their annual pay raise which is purportedly based on demonstrated performance in their job.

But what if an employee doesn’t have a demonstrated performance as a result of an approved absence from work?

A member on maternity leave reached out to GSU as she was worried her year-long leave would affect her eligibility for a salary increase. GSU staff representative Mason Van Luven looked into the matter on behalf of the member.

Since the employer’s policy wasn’t clear on this particular type of situation it took some digging, reviewing and persuasion. After some delay, the employer issued what the member deemed was a “fair” salary increase.

It is essential for employers and unions alike to ensure that policies and collective agreement provisions are adaptive and inclusionary in order to make the workplace more equitable for all employees.

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 with your questions and concerns.

GSU staff rep Mason Van Luven assisted a member who needed clarification why travel expenses to and from company-provided training were not expensed.

In the end, the member agreed to HR clarification when it was provided.

No question or concern is too small to discuss with 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.