Category Archives: general interest – GSU members

Celebrating 10 years of our constitutionally protected Right to Strike

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Ten years ago on January 30, 2015, the Supreme Court of Canada delivered a historic 5-2 decision in Saskatchewan Federation of Labour v. Saskatchewan. The Court ruled that the right to strike is constitutionally protected under Section 2(d) of the Charter.

Key points from the ruling:


• The right to strike is essential to meaningful collective bargaining, as it provides workers with leverage to negotiate with employers.

• By denying public-sector workers the right to strike without offering alternatives like binding arbitration, the Public Service Essential Services Act (PSESA) violated their constitutional rights.

• The decision marked a significant expansion of workers’ rights in Canada, affirming that freedom of association includes the right to collective action.

Congratulations to the Saskatchewan Federation of Labour (SFL) for playing a key role in the fight that led to the recognition of the constitutional right to strike for Canadian workers!

Locals 1 (Viterra), 14 (Richardson) and 15 (Nutrien) boards to meet

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Board of Delegates meetings will be held in January for Local 1 (Viterra), Local 14 (Richardson), and Local 15 (Nutrien). Each Local will hold its own meeting, which is an essential part of the democratic process that guides GSU’s work. These meetings play an important role in ensuring the flow of information from members to the representatives they elect, allowing for their concerns and priorities to shape GSU’s direction.
 
At our autumn membership meetings, sub-locals within these three Locals elected their delegates to the Board of Delegates. These individuals are tasked with representing their members and voicing their concerns. During the upcoming Board meetings, the elected delegates will take the next step by selecting their representative to the Joint Executive Council, GSU’s central decision-making body.
 
Additionally, the delegates will review the business and priorities for their respective Locals in the coming year. These discussions will include setting goals, addressing workplace issues, and ensuring the union remains effective in advocating for members. Local 15 is actively preparing for upcoming bargaining, which will also be a key topic on their meeting agenda.

Welcome our new Local 10 (Trouw – Westlock) members to GSU!

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We’re thrilled to start the new year by welcoming the hardworking team at the Trouw Nutrition Canada mill in Westlock, Alberta, to the GSU family as our new Local 10!

This milestone marks the beginning of an exciting journey for these workers, who united with a shared goal of improving their workplace and securing their rights.

Just a few months ago, this determined group reached out to GSU for representation and support. After many conversations, collaborative efforts, and guidance from Mason Van Luven and other GSU representatives, their hard work has paid off. We’re proud to announce that the Canada Industrial Relations Board (CIRB) has certified GSU as their bargaining agent.

“This is just the beginning for these GSU members. As a union, we’re here to ensure they have a strong voice and the tools to shape their future,” Van Luven said. “The next step will be negotiating their first collective agreement—a process that reflects the strength of our collective commitment to fairness and respect in the workplace.”

Our new Local 10 members will have opportunities to see GSU in action, including joining events like the GSU convention this March. We can’t wait to learn more about them, hear their stories, and see their contributions as they become an integral part of our union.

Let’s start 2025 off with solidarity! Please join us in warmly welcoming Local 10 to GSU. Together, we’re building a stronger, fairer future.

GSU advocacy ensures members can celebrate Dec. 25 with family

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On Dec. 24, GSU staff representative Donna Labelle received a call from a member who had just been informed that they and their coworkers would be required to be available to load a train on December 25. Understandably, this news was very upsetting, as the member, like many of us, had planned to spend the day with family.

Labelle quickly reached out to the employer representatives, advocating on behalf of the member and their coworkers. Within a few hours, she was able to call the member back with good news: they and their coworkers could proceed with their holiday plans, as they were no longer required to report for work on December 25.

GSU is there when you need backup. Contacting GSU does not mean you are obligated to file a grievance. Our 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 advice or assistance.

A year-end message from GSU’s general secretary Steve Torgerson

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Greetings~

It’s hard to believe another year is almost over. This year has been full of activity, and I’m incredibly proud of what we’ve accomplished together.

It’s been a busy year on the bargaining front, and we achieved significant gains for members in nearly half our Locals. These successes are the result of focused negotiations and, in some cases, hard-fought battles led by members united in their commitment to improving their working conditions. Solidarity and determination to stand together and challenge the status quo were key in securing these victories, proving the strength we have when we work as one.

Significant strides in member education and engagement were also made in 2024, empowering you with the knowledge and tools to advocate for yourselves and your fellow members. Participation in our workshops, training, and other initiatives grew significantly from the previous year, and we’re excited to see even more member involvement in the year ahead. As we look to 2025, we’ll continue to prioritize member education, organizing, and advocacy. Our biennial convention in March will also be a great opportunity to connect with fellow members, share ideas, and help shape the future of our union.

Looking beyond your workplaces, we’ve also made a positive impact in our communities throughout 2024. Thanks to your generous contributions and direction, we’ve donated nearly $10,000 to local causes through your Community Connections donations and our solidarity fund. Your commitment to social justice, community well-being and putting the needs of others alongside your own is something to be truly proud of.

I want to take a moment to reflect on the word “solidarity.” It’s a term we often use in the labour movement, and it also holds special meaning during this time of year, reminding us of the importance of supporting one another. Solidarity is a core principle in the labour movement and is also an important value in society. It refers to the unity and mutual support among people, and particularly working people in our case. When workers stand together, they have greater power to negotiate for better wages, benefits, and working conditions. It expresses the idea of a collective bond among people based on shared interests and values. As you gather with friends, family, and members of your community this holiday season, take a moment to recognize that you’re united in solidarity. It’s your shared interests and values that are bringing you all together.

With the holiday season here, I hope you are enjoying a chance to relax, recharge, and spend quality time with loved ones. Wishing you all the best of the season and a bright start to the new year ahead. Here’s to continued success and collaboration in the year to come.

In solidarity,
Steve

We are monitoring proposed changes to the Saskatchewan Employment Act

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On Dec. 4, 2024, the Government of Saskatchewan introduced Bill 5, proposing amendments to the Saskatchewan Employment Act (SEA). While the proposed changes are not seen as major shifts in policy, we are aware of them and watching how they may affect GSU members.

While there are positive changes for working people, the majority of the changes benefit the employers. As with most Bills that move through the Legislature or House of Commons, press releases report highlights, but there is not always a clear indication whether changes are good or bad. We are reviewing Bill 5 and will monitor its progress, including any amendments. If it becomes law, we will review the regulations and assess how the changes will be implemented.  

The following is a summary of the proposed changes in Bill 5:

  • Increased group termination notice threshold from 10 to 25 employees.
  • Employers can define a “day” for overtime purposes (calendar day or 24 hours).
  • Relaxed meal break and work schedule change notice requirements for non-unionized workplaces with employee consent.
  • Elimination of the requirement for two consecutive days off for retail sector employees.
  • Employers can deduct for salary advances, voluntary training, and housing allowances with employee consent.
  • Increased long-term sick leave duration from 12 to 27 weeks.
  • Expanded bereavement leave provisions (access within 6 months, death of “like” family, pregnancy loss).
  • New 16-week unpaid interpersonal violence leave.
  • Protection of employee tips from employer withholding/deduction.
  • Director of Employment Standards empowered to reinstate employees or provide compensation for discriminatory actions.
  • Reduced frequency of Act reviews from 5 to 10 years.
  • Part-time employees can participate in modified work arrangements with overtime pay after a set number of hours (not just 8).
  • Clarification on various provisions (cash payment of wages, vacation pay calculation).

Even if the proposed changes to the SEA pass, GSU members might not face some of the negative impacts. This is because provincial labour law sets minimum standards for workers, while your GSU collective agreement provides greater protections and benefits. These enhanced terms and conditions make your collective agreement especially valuable.

While not all the proposed changes may directly impact GSU members, they could affect others in your family. That’s why it’s important to stay informed about these changes and their potential impact on all workers in Saskatchewan.

GSU remains dedicated to protecting members’ rights, promoting fair workplaces, and advocating for all workers. We will continue to monitor Bill 5 as it moves through the legislature and provide updates on its potential effects.

GSU members vote YES to continuing Defense Fund dues in 2025

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Since the inception of the GSU Defense Fund in 2001, members of GSU have voted on the continuation of paying dues into the Fund. This annual vote ensures the Fund remains healthy and strong and that it is top of mind for members. This Fall a strong majority of 93.23 percent of members voting at GSU annual meetings approved a motion to continue the additional dues being paid into the Defense Fund for another year.

Votes on the additional dues were conducted in conjunction with GSU’s annual Local and Sub-local meetings held this Fall.

This summer, GSU Local 8 – Advance Tank Centres went on strike for four weeks before achieving a negotiated settlement. Time spent on the line serves as a powerful example of the importance of the GSU Defense Fund, and that its backing plays a critical role in fostering membership solidarity and strength on the picket line.

Access to the Defense Fund allowed the Local 8 to provide daily strike pay so members could pay bills, put food on their tables, and continue receiving medical benefits for the duration of the strike. These workers sacrificed while on the picket line, but strike pay ensured members did not have to worry about refilling medications or their gas tanks.

“I believe the decision of members to continue supporting and growing the Defense Fund shows that GSU members recognize the purpose of the Defense Fund and the value it provides,” said GSU general secretary Steve Torgerson. “Making progress and winning battles requires sacrifice, time, energy, and financial commitment. Our responsibilities have evolved significantly over the past 50 years, and the GSU Defense Fund empowers members to negotiate without these burdens weighing them down.”

The Defense Fund currently has assets of $6 million (market value) and is administered by a board of directors elected by delegates to GSU biennial policy conventions. This March marks the end of the two-year terms for the Board members, and elections will be held to fill these positions.
 
The current directors of the GSU Defense Fund are:

–  Wilfred Harris (Local 1 – Viterra)
–  Doug Kampman (Local 8 – Advance)
–  Craig Reiman Local 14 (Richardson)
–  Lynn Shaw (Local 15 – Nutrien)
–  Vacant

To learn more about becoming a Defense Fund director, contact general secretary Steve Torgerson or your GSU staff rep. 

Know your Rights! Standby Pay for Weekend Car Loading

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GSU staff rep Donna Labelle recently assisted a Local 14 (Richardson) member who was unclear how to ensure their rights were respected in the workplace with regard to weekend car loading.

“GSU members working at Richardson Pioneer may be entitled to standby pay if they are required to be available for work while waiting for delayed train loading,” Labelle said. “This premium acknowledges the inconvenience caused by rail delays beyond employees’ control and it ensures they are compensated for their readiness to work. If you find yourself on standby for delayed train loading, make sure to submit your claim for the premium you’ve earned.”

The Standby Pay benefit (Article 19.5 – Standby Pay) of the Local 14 collective agreement is the result of GSU members working together to identify and prioritize this issue during bargaining. Local 1 (Viterra Operations & Maintenance) members have bargained similar protection into their collective agreements.

For detailed information about accessing standby pay, check out the following links to the full document prepared by GSU:

If you have any questions, don’t hesitate to contact your GSU staff rep.

GSU is there when you need backup. Contacting GSU does not mean you are obligated to file a grievance. Our 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 advice or assistance.

We’re printing your collective agreements in-house

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GSU staff have taken collective agreement booklet production in-house, saving thousands of dollars in printing costs. This cost-effective approach ensures that even the smallest Locals receive the same high-quality copies of their agreements as the largest Locals. It also eliminates costly overruns and makes it easy to print additional agreements whenever they are needed.

“By handling the process internally, GSU maximizes resources while maintaining a consistent standard for all members,” said GSU general secretary Steve Torgerson. “It’s another example of how GSU works to support members and manage finances responsibly.”

________________________________

More information: 

Union members have workplace contracts known as collective agreements.

A collective agreement is a contract between the employer and the union. It describes the terms and conditions of employment for unionized employees in their workplace, including the rights of employees and the obligations of the employer.
Answers to many employment-related questions can be found in a collective agreement. Salary and benefits are among the most obvious. Collective agreements usually include clauses on working conditions, such as hours of work and overtime, vacations and general holidays, leave of absence provisions, transfers, resignation, termination, protection against arbitrary disciplinary action, access to your personnel file and more.

Contact GSU to learn more or to discuss how you and your coworkers can join GSU and benefit from having a collective agreement in your workplace.

GSU Defense Fund Board of Directors meets, reviews portfolio

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On November 15, the GSU Defense Fund Board of Directors convened in Regina for their quarterly meeting. The agenda included a review of the fund’s portfolio, recent transactions, and other essential matters related to managing the Defense Fund.

The meeting included a presentation by Derrick Eg of RBC Wealth Management, GSU’s investment partner for over 20 years. RBC’s expertise has played a key role in ensuring the Defense Fund’s growth and stability.

In addition to investment reviews, the Board focused on updating the policies and procedures governing the Defense Fund. “The Board recognizes that the Defense Fund was created over 20 years ago, and it’s important to review how it functions today to ensure it remains healthy for years to come,” said GSU General Secretary Steve Torgerson.

With the current Board’s term concluding early next year, elections for a new five-member Board will take place at the GSU Convention in March. This meeting marked the final gathering of the current Board, capping off two years of dedication to safeguarding and strengthening the Defense Fund for GSU members.

If you’re interested in becoming a Defense Fund Director or learning more about the role, contact Steve Torgerson for details.

Photo (L-r) GSU general secretary Steve Torgerson, Lynn S. (Local 15 – Nutrien), Doug K. (Local 8 – AEA/GSU), Wilfred H. (Local 1 – Viterra), Derrick Eg of RBC Wealth Management. Absent with regrets: Craig R. (Local 14 – Richardson).

The GSU Defense Fund is required to maintain a minimum operating balance of $2.5 million. As of Oct. 31, 2024, the GSU Defense Fund had an approximate market value of $6 million.

CUPW members are on strike against Canada Post

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As of 12:01 AM on Nov. 15, CUPW has launched a full strike nationwide. Saskatchewan locals have started their picket lines and need strong support from our affiliate unions. This strike could be a lengthy fight, even with the possibility of back-to-work legislation looming.

Nov. 7, 2024

Support CUPW in their year-long bargaining struggle with Canada Post

For nearly a year, the Canadian Union of Postal Workers (CUPW) has been in negotiations with Canada Post. They are fighting to maintain good jobs and benefits, to provide decent and safe working conditions for their members. They are also pushing to expand services to help sustain public post offices, and to meet the modern needs of people and their communities.

Canada Post has shown a preference for arbitration rather than direct negotiation on several key issues, echoing familiar patterns from past bargaining rounds. CUPW’s goal is to settle these matters through bargaining, not imposed decisions.
GSU members are encouraged to stay informed and stand in solidarity with CUPW in their fight for a fair collective agreement.

Download and print support signs, fill out an eLetter to Doug Ettinger, CEO of Canada Post, and more at: cupw.ca/support

GSU stands with ILWU 514 amid lockout at BC ports

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In a move that has intensified tensions, the BC Maritime Employers Association (BCMEA) issued a lockout notice for ILWU Local 514 members that began at 9:00 a.m. on Nov. 4.

The action followed the union’s 72-hour strike notice on Nov. 1, which included an overtime ban and a refusal to implement certain technology changes affecting more than 700 foremen at British Columbia ports. The union’s limited job action was meant to address issues of staffing and increased automation, yet the BCMEA responded swiftly by locking the workers out, citing safety and operational concerns due to what they called “escalating and unpredictable strike action.”

Union president Frank Morena voiced disappointment, emphasizing that Local 514 members were hoping for genuine negotiations rather than an escalation to a lockout. He noted the frustration among workers, who feel the lockout is a tactic aimed at forcing federal intervention instead of coming to the bargaining table to resolve their concerns.

GSU general secretary Steve Torgerson expressed solidarity with Local 514, criticizing the BCMEA’s tactics. “The BCMEA has chosen to lock out its own employees and, within hours, call for federal intervention to force workers back to work. If this isn’t bargaining in bad faith, I don’t know what is,” Torgerson said.

As GSU stands firmly with its sisters and brothers at ILWU Local 514, this situation is a reminder of the challenges union members face in protecting fair working conditions. GSU members are encouraged to show their support as ILWU Local 514 fights for a fair contract under mounting employer pressure.

Heads up! We’re changing our email and database system

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Our new system is extra cautious about filtering potential spam, so it may filter some of our emails as it learns our contacts. That means some members might not get our Tuesday Members’ Memo (TMM), meeting notices or other emails that they usually receive. 


If you notice you’re not receiving GSU emails, simply send an email to your GSU staff representative from the account where you’d like to receive updates.


When your rep replies to you, your email will be marked as verified, and you’ll start receiving our messages again.


If you want to ensure your address is verified or think you may have missed an important email message, send an email to GSU@gsu.ca or reach out to your GSU staff rep:


Brian@gsu.ca

Donna@gsu.ca

Mason@gsu.ca

Steve@gsu.ca

WE’RE WORKING ON IT: Questions about lunch break arrangements

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We're working on it!

If you’re unsure whether a concern is too small to reach out about, don’t hesitate to contact us. GSU staff reps are here to assist with a wide range of questions, big and small. For example, you can call us to help clarify your lunch break arrangements.

“Depending on which employer you work for, your collective agreement may specify different setups for breaks, such as being paid for lunch if you’re available at your desk, taking lunch nearby to return to work if needed, or heading offsite,” said GSU staff rep Donna Driediger. “There are a number of variables to consider and if you aren’t sure about your situation, call us and we can help sort things out.”

GSU is there when you need backup. Contacting GSU does not mean you are obligated to file a grievance. Our 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 advice or assistance.