A member became sick while on vacation and contacted the union to ask if the collective agreement had any provision for changing vacation leave to sick leave. 

GSU staff rep Steve Torgerson advised that once you are on vacation it can’t be changed to sick leave, but there could be a bit of a grey area in some instances before vacation begins – such as an emergency surgery.   

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.

Every GSU member has a collective agreement. A copy of your collective agreement is available under the collective agreements tab on GSU’s web page at www.gsu.ca.

Salary and benefits are among the most obvious and important matters described in your collective agreement.

Collective agreements usually include clauses on working conditions such as hours of work and overtime, leave of absence provisions, vacations, general holidays, seniority, transfers, resignation, termination, protection against arbitrary disciplinary action, access to your personnel file, and much more.

Don’t be shy! Contact your GSU staff rep with any questions you have about your collective agreement or problems in the workplace

Don’t hesitate to contact an elected officer or your GSU staff rep if you need assistance with a workplace problem or if you would like help interpreting your collective agreement. 

Staff reps can be reached toll-free at 1.866.522.6686 (Regina) or 1.855.384.7314 (Saskatoon). Additional contact information is available here.

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.

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.

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.

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.

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.

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 .

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

Simon Enoch (Director of the Saskatchewan Office of the Canadian Centre for Policy Alternatives) assesses the province’s 2017-2018 provincial budget:

Saskatchewan’s Cruel and Unusual Budget

http://behindthenumbers.ca/2017/03/23/saskatchewans-cruel-unusual-budget/

Everyone is entitled to human rights without discrimination, and everyone has an obligation to combat racial discrimination.

March 21 is the international day for the elimination of racial discrimination and it is the perfect time to make a personal commitment to do your part to eliminate racism.

What can you do? Check out these simple ways to make a big difference in the fight against racism.

On March 15, Saskatchewan Federation of Labour (SFL) representatives were at the Saskatchewan legislature to witness the introduction of a private member’s bill that would see necessary supports put into place for victims of domestic violence.

“The SFL has worked a long time with community organizations and the national labour movement to fight for more supports for victims of domestic violence in the workplace,” said Lori Johb, Secretary-Treasurer of the SFL and Chair of the SFL’s Women’s Committee, “we hope the provincial government will agree to pass Bill 603 – An Act to Provide Critical Supports for Victims of Domestic Violence,” she added.

If passed, the bill will allow victims of domestic violence to take paid and unpaid leave from work. Such leave can be taken to seek medical attention for the victim or their child, to obtain services from a victim services organization, to obtain counselling, to relocate, and to seek legal or law enforcement assistance.

The bill requires accommodation by employers to protect workers if an employer becomes aware, or ought reasonably to be aware, that domestic violence that would likely expose a worker to physical injury may occur in a workplace.

Bill 603 also allows the termination of tenancy – breaking leases – for victims of domestic violence that believe their safety, or the safety of their child, is at risk.

“These additional supports are so desperately needed for victims of domestic violence in Saskatchewan,” said Johb, “if passed, Saskatchewan will become a leader in Canada on this important topic,” she added.

Saskatchewan has the highest rates of domestic violence by intimate partners amongst all Canadian provinces, and victims of domestic violence are often forced to leave their homes quickly to escape dangerous situations. Furthermore, financial stability and a supportive work environment are vital for a victim of domestic violence.

Legislation that supports victims escaping circumstances of domestic violence has already been enacted in Ontario, Manitoba, and Alberta.

You can learn more about misophonia and common trigger noises using the link below, but be warned: some people with misophonia find that reading a list of triggers can actually create new triggers.  

Learn more here: The Symptoms & Triggers of Misophonia

#Be Bold For Change!

International Women’s Day (March 8) is a global day celebrating the social, economic, cultural and political achievements of women. The day also marks a call to action for accelerating gender parity.

We still have a long way to go to achieve gender parity in Canada. 

In fact, there are only five countries that have closed 80% of the gap or more (Canada is not one of them). Learn more here.