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

Canada’s unions are proud that we’ve won health insurance coverage for many of our members. But we believe anyone with a health card should have coverage for the medicines they need.

That’s why we’re working to win a universal prescription drug plan that covers everyone in Canada, regardless of their income, age or where they work or live.

Learn more and sign the petition here.

Source: aplanforeveryone.ca 

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:

• GSU Staff Rep job description (Oct 2017)

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 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. 

There are major problems with partial privatization. 

If 10% or more of a Crown corporation is privatized, the corporation will have to pay federal taxes. 

Crown corporations that are fully publicly-owned are exempt from federal taxation.

Paying taxes forever should be discounted from the selling price – which means much less money to pay down debt or use for other public purposes. The current federal tax exemption means that more money stays in the province to serve the public interest.

Retaining 51% ownership of the Crown corporation does not mean that the public interest would prevail over the private interests of the minority shareholders. 

As a matter of corporate law, the majority cannot oppress the minority shareholders by ignoring their interests, and there is a legal duty on the members of the board of directors to manage the company in order to maximize the return to investors, that is, profits.

The public interest is to provide services to everyone in Saskatchewan, regardless of where they live. For example, selling part of SaskTel would likely mean that rural and northern people would have to pay more than they do now for phone service, internet, etc.

SOURCE: OwnIt! Plebiscite on The Future Of Our Crown Corporations, “Frequently Asked Questions” 

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

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.

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. 

GSU staff reps regularly assist members who have been asked to learn a new skill or take on extra duties, responsibilities, or a higher-paid job.

“It’s great when your manager sees how valuable you are to the company and provides you with an opportunity to become an even more valuable employee,” said staff rep Steve Torgerson. “It can be a good experience if you go into it with your eyes open and clear expectations, so there are a number of considerations and questions that need to be answered before employees agree to take on extra duties.”

If you have been asked to take on new responsibilities, consider the following:

• What training will you need to perform the new task? How long will you be performing these extra duties? Discuss expectations and come to an agreement with your manager about what will be taking place.
• Some additional duties or added responsibilities may not be appropriate. Always review and work through your annual objectives or goal setting with your manager.
• Can you do the extra work and still perform your job fully and effectively? Make sure you can always do your job to the best of your ability. Better to do your job at 100 percent than piling on extra duties and doing everything at 85 percent. 
• Do the extra duties fall within the job description of your current job, or should you expect Temporary Performance of Higher Duty (TPHD) pay as set out in your collective agreement?

Whether extra goals are added to your expectations for the year or you are being asked to take on additional tasks or responsibilities, talk to your manager and have a written record of what is expected.

If you need assistance or have questions, contact your GSU staff representative.

GSU staff reps will answer your questions and offer advice so you can talk to your manager effectively. At your request, your staff rep can also assist by working with the company to ensure that your best interests are looked after. 

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

Contest entries:

First summer jobs:

My first summer job was washing dishes at the local restaurant. The best thing about my job besides finally getting a pay check was all the free food I would get.

My first summer job was working for a farmer. There were two good things about this job. #1 – His tractor had a cab back in 1969. #2 – If I remember right I was making $4.00 per hour!

My first summer job was yard maintenance. My brother and I did it all, grass cutting (we would haul the clippings home and feed them to the horses), shovel the manure and sell it back to them for the gardens. Worked, sowed, weeded gardens and flower beds. Trimmed hedges and cut trees, raked leaves. The best part of the job was we didn’t have to learn anything as we did it all the time at home and we got to spend the summer together. Worst part of the job was having to work while your friends were out having fun in the sun!

My first summer job was working in a food booth at the Western Development Museum’s “Those were the days” in the summer. Worst thing about the job was the heat from the summer and the food being cooked in the booth.  Best thing was eating the funnel cakes!

My first summer job was at the family farm sweeping out grain bins. The best thing about this job was that I got to work with my family. The worst thing about this job was that I had to work with my family.

My first ‘summer’ job was at the Hudson’s Bay Mining & Smelting Company (HMB&S) in Flin Flon, as an Electrician’s helper. This was in June, 1969 after high school.  Pay was $2.34(?) / Hr.  Pretty good wages at that time. Made enough to pay for the following year tuition at University, and residence, as well.

First summer job was roofing. Worst thing about the job was the heat; best thing was when it was over.

My first summer job was working as a waitress. The best part about it was the friends I made while working there, the worst part about it was cheap tippers lol

My firs summer job was working at a drive in, cooked food and served ice cream. The best part about it was that I got one free ice cream every day that I worked, and the worst thing about it was having to get a ride into work cause I wasn’t quite old enough to drive!

First Summer Job? Vet clinic
Best thing? Working with animals and learning about their anatomy
Worst thing? Washing surgical equipment/ livestock pens

Favourite holiday destination:

The best place to vacation in Saskatchewan is a little lake somewhere south nowhere. Its got it all, great fishing, a nice beach, wild blueberries, you name it. Unfortunately, not even free rider tickets could convince me to tell you what its called or where to find it.

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.