Category Archives: general interest – GSU members

Calgary man challenges people to think differently about Canada’s past 

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On July 1 some people will be celebrating and others will be protesting Canada’s 150 years of colonization. Michael Broadfoot isn’t inclined to do either.

Broadfoot wanted to create an inclusive event that would leave people thinking differently about Canada’s past, so he created the Trading Post 150 event which took place June 25 in Calgary.

“What we wanted to do was engage with Canada’s 150 by bringing people together,” he said. “We wanted people to feel included in a way that maybe some of the other events weren’t.”

Learn more here.

ANOTHER PROBLEM SOLVED: out-of-pocket health plan expenses

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Recently, a GSU member mentioned in passing he was out-of-pocket for some health plan expenses that exceeded his coverage. A nearby GSU officer asked if the member had used the health spending account which was part of their benefit plan. 

The member was not aware he had access to a health spending account. After some encouragement from the GSU officer, the member called Manulife and found out that he was able to use the current year’s credit and the previous year’s credit which hadn’t been claimed, and his reimbursement cheque would be in the mail immediately.   

Have a question, comment or observation? Call a GSU staff rep.

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. 

Federal government repeals controversial anti-union legislation

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Canada’s unions are celebrating the June 14, 2017 adoption of Bill C-4, legislation that repeals the former federal government’s controversial anti-union Bills C-377 and C-525.

Bill C-377 would have seen unions, their suppliers, and other businesses they work with spend millions of dollars and thousands of hours producing and processing expense reports to be reviewed and filed – all at taxpayer expense.

Bill C-525 would have made it more difficult for workers in federally-regulated workplaces to join a union.

“Prime Minister Justin Trudeau then promised that, if elected, he would repeal these bills and we are happy he has kept that promise,” said Canadian Labour Congress president Hassan Yussuff. “By passing Bill C-4, the federal government has demonstrated it understands the importance of fair labour relations, and the critical role unions play advancing rights for all Canadian workers.” 

More information is available here.

General Secretary Hugh Wagner’s letter to the editor: Farm workers and Alberta Bill 17 – The Fair and Family-friendly Workplaces Act

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The government of Alberta’s efforts under Bill 17 – Fair and Family-friendly Workplaces Act seek to modernize labour legislation in the province and extend it to corporate farm operations. Small family farms will be exempt from coverage by Bill 17.

GSU general secretary Hugh Wagner recently wrote to the The Western Producer to comment on the efforts by the government. His letter was published and you can read it here:

General Secretary Hugh Wagner’s letter to the Editor – June 8, 2017 – The Western Producer

Ontario moves to ban employers from demanding sick notes

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There is a certain irony in being too sick to be at work but sitting in the doctor’s office waiting to request a sick note.

An Ontario physician believes the proposed labour legislation banning Ontario employers from demanding sick notes when employees take time off from work will help contain illnesses and free up valuable appointment time with doctors.

Learn more here:  Ending sick note requirements best for healthcare system, says doctor.

Personal space: how close is too close?

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You may not have an exact measurement for the physical distance you prefer between you and those around you, but you are certainly aware when that space becomes violated.

A number of factors determine an acceptable amount of personal space, such as the genders of those involved, the relationship, and the venue – and there are certainly times when it is never okay to get too close.

Learn more here:  Etiquette rules of defining personal space .

This article has been printed for entertainment purposes. The views and opinions expressed in this article are not necessarily those of GSU, its members, officers, or staff.

Glencore confirms interest, takeover pitch for U.S. grain trader Bunge Ltd.

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A Glencore takeover of Bunge would make Glencore a major player in the agricultural market and break dominance of the industry by Archer-Daniels-Midland Co., Bunge, Cargill Inc. and Louis Dreyfus Co.

Learn more here: 

 

ANOTHER PROBLEM SOLVED: member’s question leads to a collective agreement interpretation, benefits other Local members

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A member’s question ultimately led to a collective agreement interpretation which benefits other members of the Local.

In 2016 a Local 1 member working for Viterra contacted GSU general secretary Hugh Wagner with a question which brought to light a grey area in the collective agreement.

The member was inquiring whether travel to grader training was considered work time. In this particular instance the member traveled several hours on Sundays to attend grader training in Saskatoon.

Wagner raised the issue with Viterra management and subsequently submitted an executive grievance on behalf of the union seeking payment for travel time outside members’ normal hours of work. The grievance wound its way through the grievance procedure and was put on hold for quite some time at management’s request while they reviewed policies and procedures.

On May 12, 2017, settlement of the grievance was finally achieved and confirmed. The grievance settlement is as follows:

  1. When an employee is required to attend mandatory training, the time spent travelling to and from the training outside of her/his normal working hours will be considered work time and will be paid.
     
  2. When an employee attends training opportunities on her/his own volition the time spent traveling to and from such training outside her/his normal working hours will not be considered work time.

“Needless to say, a lot will depend on the circumstances and facts of any situation where a member is traveling to attend training outside normal working hours, and I encourage union members who are unsure about their particular situation to contact a GSU staff rep,” said GSU general secretary Wagner. “This grievance settlement provides a good framework for resolving problems and it came about thanks to one GSU member who contacted us with a question.” 

Do you have a question about a workplace issue or your collective agreement? Contact your GSU staff rep. Their services are provided to you as part of your union dues. There is no additional charge for assisting you.

 

JUNE 1 DEADLINE FAST APPROACHING: GSU is offering five $2,000 scholarships to GSU members, spouses, and dependants

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GSU is pleased to offer $2,000 scholarships to five students who demonstrate an ability and a passion to inspire positive change in their community.

Scholarships are available to all GSU members and their immediate families – including spouses – who are enrolled in a diploma, degree, or certificate program at a community college, university, trade school, or technical institute as a full-time student in any country. Deadline for receipt of applications is June 1, 2017.

Detailed information is available here.

It’s time for a social media spring cleaning

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Like it or not, your social media platforms are telling everyone they reach a story about you.  In an age where employers are more interested in reviewing your social media presence than your resume, it’s important to ensure your social accounts are painting a positive picture. 

According to CareerBuilder, the top  pieces of social media content that turn off employers are:

  • provocative or inappropriate photographs, videos or information, 
  • information about drinking or using drugs, 
  • discriminatory comments related to race, religion, gender, etc., 
  • those who bad-mouth previous employers or co-workers, and
  • a lack of good communication skills.
What will new acquaintances and potential employers surmise about you when they peruse your pages?

If you think it might be time for a social media overhaul, learn more here :  10 Easy Ways to Clean Up And Curate Your Social Media.

This article has been printed for entertainment purposes. The views and opinions expressed in this article are not necessarily those of GSU, its members, officers, or staff.

Interest-Based Negotiations: Proposals don’t always reflect concerns of the members who put them forward

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GSU staff representatives Dale Markling and Steve Torgerson attended the Interest-Based Negotiations Workshop presented by the Federal Mediation and Conciliation Service on April 18-20. 

 

BY STEVE TORGERSON, GSU staff rep

Dale Markling and I recently attended an Interest-Based Negotiations Workshop presented by the Federal Mediation and Conciliation Service. Simply put, interest-based negotiations aim to get to the root issue of a problem and then figure out a solution that is beneficial to both parties.

“We need a 5% pay increase in each year of the agreement.” “I think we need double-time overtime for all overtime hours worked.” We hear ideas and proposals like these each time a GSU bargaining unit prepares to enter into negotiations. These are legitimate proposals union members want to be included in their collective agreement, but sometimes proposals don’t actually reflect the concerns of the members putting them forward. For example, perhaps the issue is that members are not feeling valued and respected in the workplace, and so they seek more money to ‘make it right’, or they are tired of working overtime on a weekly basis and want more overtime pay in compensation. In these examples, the underlying issue is respect in the workplace or for work-family balance. 

Traditional (adversarial) collective bargaining is more proposal-based negotiation with both sides coming in with a list of demands and presenting them.  In theory, interest-based negotiation is a more collaborative process with union and company representatives working through the issues to find solutions. These are two very different and styles of negotiating, and while interest-based negotiations don’t work in all circumstances, there is much to learn from this approach. 

The workshop explored how unconscious decisions can be detrimental to effective communication. For example, how easy it is to forget what your goals are and look to punish the other side when you feel you have been slighted or disrespected. The workshop also showed how much can be achieved if there is trust and mutual respect between the employees and the employer.

I took away a number of ideas that I will attempt to put into practice. In addition, new ideas were collected for the education and information of GSU members.

 

There are many opportunities for union education. Contact your GSU staff rep to learn more about what we have to offer.

WE’RE WORKING ON IT: Members under constant pressure to make themselves available “in case” car loading becomes necessary during time off shift, weekends.

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Members at Country Elevator locations are under constant pressure to make themselves available “in case” car loading becomes necessary during time off shift or on weekends.  This can result in working excessive hours on days off, or being unable to do the things you want and need to do with family and friends.

The Company does not own your time while you are away from work. You are not obligated to “hang around” in case the cars show up. Your time off is yours and you are not required to put your life on hold just in case the railway decides to spot cars. 

GSU has bargained provisions to help ensure you get the time you deserve and are entitled to. Check your Local agreement or contact your GSU staff rep for the provisions that apply to you.

  • The first provision is stand by pay. Employees who are required to “stand by” and be ready to report for work must be paid 1.5 hours for each eight hour period or part thereof that they are required to stand by.  If your days off are Tuesday and Wednesday, and you are told on Monday at the end of your shift to “stand by” then you are credited with 1.5 hours worked for each eight hour period or part thereof for the entire time you remain on call. If you are not on call, you don’t have to answer the phone.
  • The second provision is the rule regarding maximum hours of overtime required. Employees are  not required to work more than 12 hours in any one shift, nor more than 8 hours of overtime in a one week period. The week starts at 12:01 am on Sunday morning, and ends at 11:59 pm on Saturday night. If you work 12 hour or 13.3 hour regular shifts, you are not required to work after your shift. On 8 hour shifts you have the right to go home after 12 hours. No one has to work more than eight hours of overtime in a week. 

Your health, safety, and family time are at stake.

Do you have questions about your collective agreement or an issue in your workplace?

Don’t be shy! Contact your GSU staff rep. Their services are provided to you as part of your union dues and there is no additional charge for assisting you. Your inquiry will be treated with strict confidentiality.

Hot-desking: Could you share your desk with your co-workers?

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More employees are working away from the office at clients’ workplaces, hotels, coffee shops, and other remote locations, leaving expensive office space unoccupied. A potential solution and cost-saving measure? Hot-desking. 

In a step away from assigned seating and empty workstations, hot-desking allows employees to report for work, choose an available workspace that meets their needs for the day, and set up shop. Depending on the workplace, employees can choose a quiet corner to work alone or a bench desk to collaborate with others. 

Learn more about The pros and cons of hot-desking here .

This article has been printed for entertainment purposes. The views and opinions expressed in this article are not necessarily those of GSU, its members, officers, or staff.

GSU vice-president Michelle Houlden recently attended the Saskatchewan Federation of Labour/Canadian Labour Spring School. This is her report.

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“Many thanks to GSU for sending me to this incredible course.”

Greetings,

My mind is still spinning after spending a week studying labour law through the SFL/CLC spring school in Moose Jaw. It was a course I’d been wanting to take for a long time, and after going through another tough collective bargaining process, I seized the opportunity to learn more when I saw it in the list this year.

Effective representation happens on so many levels, whether you’re a new shop steward who can refer members to the right part of their contract, an executive who can attend a grievance or disciplinary hearing or on the bargaining team. At each level, we do the best job we can with the tools we have, but learning more about the laws that set out our rights and responsibilities can really help to sharpen those tools.

I learned a lot about the duty to accommodate workers when they’re dealing with mental or physical illnesses or addictions. How laws have been adapted through test cases like the SFL’s challenge to Bill 6 that eventually saw the Supreme Court decide that the right to strike is protected by Canada’s Charter of Rights and Freedoms. How the duty of fair representation must be met. And how changes to the trade union act – now the Saskatchewan Employment Act – have impacted organized labour and working people.

Many thanks to GSU for sending me to this incredible course. I think it makes me a better shop steward and union member. It makes me appreciate all the hard work GSU does to defend our rights in the workplace and I was proud to represent you in class this week. A big shout out to fellow GSU member Larry Hubich, one of the course facilitators, and our own lawyers, Ronni Nordal and Dan Leblanc, who were co-facilitators along with Crystal Norbeck. It’s a lot of material and a short time to talk about it all, and you made it fun and fascinating. Your passion for helping working people was contagious and I think we all left wanting to do more in our workplace and in our communities.

Spring school is an invaluable learning opportunity, one of many educational opportunities offered through GSU, the SFL and the CLC. If you haven’t checked out what’s available, I urge you to do so, there’s bound to be something that you’d like to learn more about.

That reminds me, if there are any young GSU workers interested in attending an upcoming young workers’ conference offered by the SFL, there’s still time to register! And don’t forget about the Prairie School for Union Women in Waskesiu, or the SFL youth camp at Watrous at the end of August for teens aged 13-17. Go to www.sfl.sk.ca/events for more information.

In solidarity,
Michelle Houlden
GSU Local 5 / GSU Vice-President

Joint Executive Council’s 2016/2017 annual report to GSU members has been released

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View or download your PDF copy of the report here: 2017 Annual Report of the JEC

I am pleased to release the 2016/2017 Annual Report of GSU’s Joint Executive Council (board of directors) which was adopted by the Council at its 2017 annual meeting held in Regina on March 31. The annual report includes GSU’s audited financial statements for the year ended December 31, 2016.

The 2016/2017 Annual Report is posted here, on our GSU web site. Members wanting to receive a hard copy of the Annual Report can arrange for same by email to gsu.regina@sasktel.net or by calling toll-free to 1.866.522.6686.

Questions regarding the Annual Report or financial statements can be directed to me at gsu.wagner@sasktel.net or by phoning the toll-free number above.

I encourage thorough review of the Annual Report and financial statements. Your questions are welcome.

Sincerely,

GRAIN & GENERAL SERVICES UNION

Hugh Wagner
General Secretary