Category Archives: general interest – GSU members

Union members in Ontario to oversee cannabis sales at government’s retail stores, online service

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When the sale of marijuana becomes legal in Canada in July 2018, the Liquor Control Board of Ontario’s (LCBO’s) website and their 150 stand-alone stores will be the only places where cannabis can be legally sold in the province. Members of the Ontario Public Service Employees Union will oversee all retail sales and online service through the government-run website. 

“When it comes to retail distribution, the LCBO has the expertise, the experience and the insight to ensure careful control of cannabis, to help us discourage illicit market activity and see that illegal dispensaries are shut down,” said Ontario’s Finance Minister, Charles Sousa.

According to the Ontario government, cannabis will be supplied by medical marijuana producers licensed by Health Canada and it will be priced competitively to curb black market sales. A boost in tax revenues is expected.

Painting of No. 1 Pool graces GSU office foyer

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( L-r) GSU general secretary Hugh Wagner and president Jim Brown with GSU’s new painting of the Saskatchewan Wheat Pool No. 1 elevator.
 

The Nordal LeBlanc Law Office is located on the first floor of GSU’s Regina office. As a token of friendship and appreciation for the warm welcome the firm has received at the office, GSU legal counsel and friend Ronni Nordal recently gifted a painting to GSU.

 “My sister, Paige Mortensen, took up art after her children were grown and she had retired from the paid work force.  This summer Paige created a batik painting of the first Saskatchewan Wheat Pool elevator in Saskatchewan – located in Bulyea, SK, near my farm.  The minute I saw the painting, I knew the perfect home for it was in the front entrance of GSU,” Nordal said. 

“Being from the Bulyea area, I was saddened when Saskatchewan Wheat Pool closed the wooden crib elevators and even more disappointed when it sold off the No. 1 elevator without recognizing its important place in the history of Saskatchewan. Paige’s painting commemorates the No. 1 Pool and it seems fitting to me that it is a part of GSU, as without GSU, Saskatchewan Wheat Pool elevators would not have played the significant role in life in rural Saskatchewan that they did.”

 We appreciate Ronni’s kind gesture and the work she has done for GSU and its members.

 More of Paige’s artwork can be seen at paigemortensen.ca or on Facebook under Paige Mortensen Art. 

OPINION PIECE – TIM QUIGLEY, EMERITUS PROFESSOR OF LAW: Bill 40 says winding-up/shutting down a Crown corporation is not privatization. There should be a complete repeal of Bill 40.

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Do we trust the government?

The citizens of Saskatchewan know that Crown corporations act in the public interest to provide services and revenue to the province that private corporations do not always do.  Sasktel provides internet and cellular coverage to pretty much the entire province at competitive rates.  SGI provides car insurance that is cheaper than private insurance.  Natural gas to heat our homes and businesses is delivered by SaskEnergy and electricity by SaskPower.  Without these publicly-owned corporations, many Saskatchewan residents, especially in northern and rural areas, would either have to pay a great deal more for these services or do without altogether.

But our Crown corporations are under threat.  In the spring, the Sask Party government passed legislation, Bill 40, that permits the privatization of 49% of a Crown corporation without the public process that would otherwise be required under another law.  Bill 40 also says that winding up (shutting down) a Crown corporation is not privatization.

Bill 40 was also used to wind up the Saskatchewan Transportation Company.  As Saskatchewan residents are finding out already, this has deprived many people of the means to travel from one community to another, including for medical appointments and the like.  The end of STC has also complicated sending lab samples for testing, library materials for interlibrary loans, and the shipping of countless goods such as farm machinery parts.  

Saskatchewan residents have such strong support for the Crown corporations because they know the valuable services the Crowns provide—services that would certainly be more expensive through the private sector but perhaps not available at all.  That is why there has been a great deal of controversy about Bill 40.  That is likely why Premier Wall announced a couple of weeks ago that his government has listened and will repeal the Bill.  However, the Throne Speech opening this session of the Legislature indicated that the repeal will not include the repeal of the winding up portion.  This means the government will retain the legal power to shut down all or part of a major Crown corporation without the public input required under The Crown Corporations Public Ownership Act.

Some might say that the partial repeal is required because the Saskatchewan Transportation Company (STC) was shut down in accordance with Bill 40.  However, that is not true because, unless the repeal Bill was made retroactive, the STC shutdown would not be affected.  In other words, if the Premier was truly listening to the people, a complete repeal of Bill 40 is called for.

The possibility of a partial repeal is very suspicious.  Just last week, new legislation was introduced in the Legislature that would change the law governing SaskEnergy.  Some will recall that the Devine government (for which Brad Wall was a functionary) split SaskEnergy off from SaskPower and was going to privatize it until opposition from the public and the opposition NDP forced it to back off.  

At the moment, SaskEnergy and TransGas, both Crown corporations, have exclusive jurisdiction over our natural gas distribution system.  A change to that has, until now, required public scrutiny and debate in the Legislature.  The proposed amendments, however, would allow the cabinet to make these changes by regulation without public debate and scrutiny.  If the legislation passes in its present form, it means that the government could (a) wind down the gas distribution network; (b) quickly pass a regulation to permit private ownership of the gas distribution system; and (c) sell off the distribution system assets to those private owners.  Much the same could happen with other Crown corporations:  selling off the fibre optic network for Sasktel, for example.  

This would be privatization in an underhanded way and very contrary to Premier Wall’s statements about listening to the public and deciding to repeal Bill 40.  That is why there should be a complete repeal of Bill 40.  Privatization could still occur, but the government would have to do it openly with full scrutiny and debate and with the supporting vote of the people of Saskatchewan.

Tim Quigley
Emeritus Professor of Law
Saskatoon, Saskatchewan

Joint Executive Council (GSU’s board of directors) holds semi-annual meeting

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GSU’s Joint Executive Council met in Saskatoon on October 19.

The meeting agenda included business related to succession planning in GSU’s administration. Among other things, the Council approved a proposal to advertise and fill a staff rep position in the union’s Regina office. A revised and updated job description for the staff rep classification was approved along with a hiring/recruitment committee charged with responsibility to receive applications, conduct interviews and make a hiring recommendation to the Council.

The Council meeting also received a report from general secretary Hugh Wagner on GSU finances and considered his fall 2017 report to union members. Council members were provided updates on current events and issues affecting GSU members. Plans were made for holding  Local and Sub-Local annual membership meetings and holding GSU’s biennial policy convention from March 22 to 24, 2018.

GSU’s administration regularly schedules the semi-annual meeting of the Joint Executive Council (JEC) to coincide with Saskatchewan Federation of Labour conventions in order to reduce expenses and minimize infringement on Council members’ family lives.

The next regular meeting of the JEC will be held in March 2018 in conjunction with GSU’s biennial policy convention.

JOB POSTING: GSU staff representative – deadline for receipt of applications Nov. 14

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Receipt of Applications closed Nov. 14.

The Joint Executive Council of Grain and General Services Union (ILWU Canada) has approved advertising a staff representative vacancy in the union’s Regina office. The objective is to fill the position by early January 2018. A copy of the job description for the GSU Staff Rep classification can be viewed and downloaded here or by using the link at the bottom of this posting.

GSU Staff Reps are unionized and are covered by the terms of the collective agreement between GSU and the Independent Union Services Union (IUSU). The salary range for Staff Reps is $6,119 to $7,605 per month. Competitive benefits and working conditions are provided via the GSU/IUSU collective agreement which is currently subject to agreement renewal collective bargaining.

Interested candidates are asked to submit their applications and resumes to GSU general secretary Hugh Wagner at gsu.wagner@sasktel.net.

The deadline for submitting applications is Tuesday, November 14, 2017.

Following the close of the applications period, a hiring/recruitment committee approved by GSU’s Joint Executive Council (JEC) will conduct interviews with selected candidates. The hiring/recruitment committee is charged with the responsibility of making a hiring recommendation to the JEC.

Related:

 

Wicihitowin Aboriginal Engagement Conference was much more than a conference for GSU staff rep

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GSU is committed to supporting, promoting and facilitating truth and reconciliation. Education and awareness are important parts of the process, so on Oct. 11 and 12 GSU staff representatives Dale Markling and Steve Torgerson attended the Wîcihitowin Aboriginal Engagement Conference in Saskatoon to learn more. 

The conference focused on Aboriginal engagement and human service delivery topics relevant to Aboriginal and non-Aboriginal participants as they work toward respectful Aboriginal engagement and inclusion in community settings within the context of the Truth and Reconciliation Commission’s (TRC) Calls to Action.

The goal of the conference was three-fold:

  • provide organizations with resources to authentically engage Aboriginal people as employees and volunteers;
  • support organizations working to incorporate Aboriginal values within program and service delivery settings, with the goal of creating culturally respectful organizations; and,
  • highlight Reconciliation efforts in Saskatoon.

In Steve Torgerson’s mind, calling Wicihitowin a conference diminished its full value and potential. According to Torgerson, it was more than a conference. It filled-in the story and history he knew and pushed him further than he realized he needed to go.

“Prior to attending the Wicihitowin Aboriginal Engagement Conference I thought I knew about what had happened during the 60’s scoop, what had happened at our Indian Residential schools, and what had happened to the Metis nation following the 1885 Rebellion,” Torgerson said. “Listening to the speakers at the conference and my fellow conference attendees made me realize how little I knew.”

“For me, reconciliation is listening and taking in the stories and truth that are out there, and sharing and engaging the people around me in difficult and honest discussions about what has happened to our Indigenous people and what we need to build a better relationship,” said Torgerson. “I’m looking forward to incorporating what I have learned into our educational opportunities for GSU members.”

Contact Dale Markling or Steve Torgerson for more information on the Wicihitowin conference.

Remembrance Day 2017: Would you prefer to take Friday, Nov. 10 or Monday, Nov. 13 in lieu? Tell us by Oct. 23

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Remembrance Day falls on a Saturday this year. The Canada Labour Code and the Saskatchewan Employment Act mandate that the Monday following Remembrance Day is to be taken as a day in lieu. However, unionized employees have more choice.

Would you prefer to take Friday, Nov. 10 in lieu or Monday, Nov. 13 in lieu?

Send your preference to gsu.regina@sasktel.net by Monday, Oct 23, and indicate your employer in the comments. 

GSU Defense Fund assets top $4 million

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According to the second quarter portfolio report, the GSU Defense Fund had assets of $3.8 million invested with RBC Dominion Securities in addition to $317,000 in cash on deposit at Affinity Credit Union. Total assets currently stand at $4.117 million.

“This is a new high in terms of the market value of the Defense Fund investments,” said GSU general secretary Hugh Wagner. “The main purposes of the Fund is to provide members with income support in the event they are on strike or locked out in a collective bargaining dispute and to defend the collective bargaining and union representation rights of GSU members.”

Each year since 1996 GSU members attending annual union meetings have voted to continue to pay additional dues of $10 per member per month into the GSU Defense Fund. Continuation will be voted on again at the fall 2017 annual meetings of GSU Locals and Sub-Locals.

GSU legal counsel article: “Do I still have to hire her if she’s pregnant?”

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Editor: The following article from GSU legal counsel Ronni Nordal provides valuable information for GSU members

“Do I still have to hire her if she’s pregnant?”

Do employees still need assistance protecting their rights in 2017? You bet they do.

Recently I received a cold call (an inquiry from someone who is not a client). The person calling was a small business owner and before I could explain that I represent employees – not employers – he blurted out his question:

“Last Week I offered someone a job and sent them the formal job offer. Yesterday she told me she was pregnant. Do I still have to hire her?”

My response: “YES. To revoke the employment offer would be discrimination.”

This employer was adamant that he had been lied to, as during the interview he asked whether “there were any health conditions he should know about” and the potential employee replied “no”. The employer felt he had been lied to and should not have to hire the person.

Response from me: “If the potential employee had told you she was pregnant, would you have hired her?”

Employer response: “No.”

It may be 2017, but employees still need assistance in having their rights protected – particularly employees with disabilities.

Ronni Nordal, LL.B. 
NORDAL LeBlanc Law Office 
nordalleblanc.ca

CLC challenges  labour, community, political and business leaders to unite against hate

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The Canadian Labour Congress (CLC) has issued a public condemnation against the recent violence in Charlottesville and confirmed that Canada’s unions stand in solidarity with the victims of this deliberate and hateful violence.

The CLC is calling on labour, community, political and business leaders, regardless of partisanship, to work together in solidarity to take on this challenge, and to help stamp out the hate, discrimination, and oppression being visited upon minorities and vulnerable persons here in Canada.

Read the CLC’s news release here.

We are shopping for new hats and we would like your input

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If you consider yourself to be a hat aficionado, we want to hear from you. Colour, style, rise … tell us what takes a hat from good to great.

Have a look at the hats on the website below and let us know what styles catch your eye. If you have design suggestions, send us those, too. 

You can email your style preferences, favourite product numbers and other design suggestions to gsu.regina@sasktel.net. 

 


Novel Notion  www.nnapro.com 
Click on the PRODUCT SEARCH button and enter CAPS in the search bar. 

Want to learn more about our affiliate – ILWU Canada? Learn more and sign up for their e-news, here

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Union members and their unions throughout Canada have similar goals to GSU’s, so it is logical that unions work together to achieve these goals. 

Through these alliances we can have greater strength in areas such as labour law reform, improvements to occupational health and safety, education, and strike and picket line support.

The GSU is affiliated to the Canadian Area of the International Longshore and Warehouse Union (ILWU). 

If you are interested in learning more about the ILWU, you can sign-up for their e-newsletter by visiting their web page at www.ilwu.ca, scrolling down, and completing the SUBSCRIBE TO OUR NEWSLETTER section – listing GSU as your Local.

What can you expect in the WaterFront e-news? Check out the headlines from their latest issue:

1)   Watch: World’s largest container ship maiden voyage.

2)   Swedish dockworkers dispute with APMT continues.

3)   Cabotage still an issue in Australia.

4)   Broke sailors adrift in UAE waters.

5)   Seafarer dead after tanker sinks.

6)   Manitoba unions fight wage freeze in court.

7)   2 Vietnamese sailors beheaded by kidnappers. 

8)   Modern Slavery “Alive and Kicking”.

9)   Container accident kills worker.

10) The Fight for $15. 

Investigation meeting with your employer? Call your GSU staff rep. Learn more here!

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The following article from GSU legal counsel Ronni Nordal provides valuable advice for GSU members. 

Investigation meeting with your employer? Call your GSU staff rep

When you are called into an investigation meeting with your employer, it is natural to be worried (even if you have done nothing wrong).

  • Talk to your union representative before the meeting. 
    He/she may be able to find out some details regarding what the meeting is about and can assist you in preparing for the meeting.
     
  • You should ask to have a union representative present at investigations that may lead to discipline and at discipline meetings.  
    There are many reasons why:

    • Your union representative can ensure the questions asked are fair;
    • Your union representative can ensure the questions asked are clear;
    • Your union representative can also assist you in making sure your answers are clear;
    • Your union representative will have notes of the meeting to refer back to;
    • Your union representative can discuss matters privately with you if there are concerns about how the meeting is going;
    • Your union representative helps balance the power, so to speak, as there are usually at least two if not more employer representatives in the room;
    • Your union representative can ensure your rights are protected.
       
  • Employers are entitled to ask questions during investigations and except in limited circumstances, employees are required to answer those questions (if they are clear, fair and relevant). However, there are questioning techniques intended to draw out the answer(s) the employer wants rather than the truth.  Your union representative can assist in avoiding these interrogation style traps.
     
  • What is said in an investigation meeting cannot be erased and, if there is subsequent discipline, may be relied upon by the employer. It is an uphill battle to say after discipline has been given that you misunderstood the question or were mistaken in your answer.  

By not contacting a GSU staff representative when being summoned to an investigative meeting, employees are putting themselves in a potentially bad situation before the meeting even starts.  

At a minimum, contact your GSU staff representative to ensure you understand the process and your rights and to discuss whether a GSU staff representative should attend the meeting with you.   

Taking advantage of the services of a staff representative is a right you have as a union member and accessing those services is not an admission of wrongdoing or guilt, it is simply a smart action to take. 

Even low-level discipline – such as a verbal warning – should be discussed with a GSU staff representative.  There may be no reason to challenge the discipline, but in certain circumstances there is and that challenge must be done within the time limits set out in the collective agreement.  It doesn’t work to have received a written warning for misconduct in January, for example, but not raise it with a GSU staff representative and/or not challenge it until a one-day suspension is handed out for the same misconduct in October since the employer will say the suspension was warranted because of the prior written warning (progressive discipline). It is too late at that point and GSU will be unable to challenge the written warning which means the employer is entitled to consider your “prior record”.

Why wouldn’t a GSU member take advantage of the input and advice of a GSU staff representative when called into an investigation meeting with the employer?  As a member of GSU there is no need to “go it alone” and I encourage GSU members to take advantage of the knowledge and support of GSU staff representatives.

Ronni Nordal, LL.B. 
NORDAL LeBlanc Law Office 
www.nordalleblanc.ca

WE’RE WORKING ON IT: members who are struggling with a difficult workplace environment

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GSU general secretary Hugh Wagner is working with a group of GSU members who are struggling with a difficult workplace environment. Meetings have been held and the work is ongoing as Wagner has proposed a process to the employer for addressing the members’ concerns.

GSU is very concerned about the workplace environment and will do whatever it can to help union members address workplace issues. The right to a safe and healthy workplace is and should be a priority for all.

Do you have a question, comment or concern? Call a GSU staff rep.

Your inquiry will be treated with the strictest confidentiality. Staff rep services are provided to you as part of your union dues. There is no additional charge for assisting you. Contact information for GSU staff reps is available here.