WE’RE WORKING ON IT: In-vehicle surveillance cameras: Concerns have been raised, and we’re on it

We're working on it!

GSU staff reps are examining the use of in-vehicle cameras in company fleets and the potential privacy violations for our affected members.

“While it’s permissible for companies to install these cameras, we need to know they doing it the right way,” said staff rep Mason Van Luven. “We’re looking into case law to find out the implications for members and to make sure their rights are protected.”

Consulting with a GSU representative is a service 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 number of times you can seek help. We are committed to offering the support you need, and we will never contact your employer to take action on your behalf without your approval or consent.

WE’RE WORKING ON IT: Employees teaching/demonstrating safety in the workplace must be properly trained, accredited to do so

In any workplace, safety should always be a top priority. Yet, one of the most common reasons for workplace injuries and fatalities is the lack of proper safety training. Companies have a significant responsibility to ensure that their workers are adequately trained to carry out their tasks safely. Failure to provide this training can have severe consequences.

Under The Saskatchewan Employment Act and Canada Labour Code, employers are mandated to provide comprehensive training to their employees. These regulations are in place to protect the well-being of all individuals in the workplace. Proper training involves more than just providing information; it requires practical demonstrations to ensure that workers have acquired the necessary knowledge and skills. Employers must retain copies of training certificates, which serve as crucial documentation in the event of an incident.

It is important that employees who are teaching or showing safety in the workplace know what they are doing. This not only includes knowing the safety procedures but also how to protect themselves. When accidents occur, occupational health officers investigate, and one of their primary inquiries is whether the involved worker received adequate training. Lack of training, or proper training, not only jeopardizes the safety of workers but may also exposes other to risks.

As a worker who is also providing safety training to another worker you need to ensure you are properly trained, you are providing the proper material and information to the trainee and that you are supposed to provide this training. Your ability and skills provide safety training has to be effective, so you can ensure the trainee is receiving the proper training. It can mean the difference between their safety and the safety of everyone in the workplace.

Proper safety training is indispensable in ensuring a safe and healthy work environment. Employers bear the primary responsibility for providing comprehensive training to their workers, as mandated by legislation. If you are going to provide any safety training to any new employee you must ensure you are properly trained and accredited, you are up to date on all safety processes and procedures you are responsible for and that the employer is aware that you are providing the training. 

Workers need to actively engage in all workplace safety by exercising their right to know and seeking the information and training they need to work safely, but it should never be forgotten that the employers responsibility to provide a safe workplace is theirs.

LINKS:

https://www.worksafesask.ca/know-your-rights-at-work/#know

https://www.saskatchewan.ca/business/safety-in-the-workplace/rights-and-responsibilities-in-the-workplace/training-of-workers

WE’RE WORKING ON IT: Staff reps are receiving more discipline-related calls regarding safety

Employers are taking firmer stances on safety in the workplace and GSU staff reps have noticed an uptick in discipline-related calls regarding safety.

GSU believes a safe working environment preserves the well-being of our members and fosters a culture of trust, productivity, and efficiency. We support employer efforts to ensure their workplace and employees are safe.

Safety can’t be rushed, so when you are facing time constraints and demanding workloads, it is important to slow down, take a step back and ensure that all safety protocols are being followed. Rushing through tasks increases the likelihood of accidents or errors, and it’s always better to invest a little extra time in ensuring safety than to deal with the aftermath of an accident.

“If you find yourself in a situation where you feel pressured to compromise safety, it is crucial to communicate those concerns to your employer,” said GSU staff rep Brian Lark. “By reporting issues promptly, workers play an active role in staying safe and maintaining a safe and secure work environment. If talking to your employer doesn’t resolve the issue, call your GSU staff rep for assistance.”

GSU staff representatives work with you to find answers to your questions, recommend what course of action is best to follow, and find the solutions that work for you. These 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 number of times you can seek advice.

WE’RE WORKING ON IT: Vacation and banked time aren’t the only options when personal circumstance affects the ability of GSU members to report for work

Vacation and banked time aren’t the only leave options available to GSU members.

We work with our members to ensure they are aware of the full-slate of leaves in their collective agreements. GSU staff reps Mason Van Luven and Brian Lark have been fielding inquiries from members about which leave they should use for their personal situation. Van Luven and Lark are also addressing situations where management is telling members to use vacation leave or banked time when there are more appropriate leaves available.

“I suspect that it is easier and more cost-effective for management to tell a worker to use their vacation leave or banked time rather than trigger another leave members are entitled to,” Van Luven explains. “Sometimes the decision made by a particular manager is the result of them not informing themselves about what is written in an employee’s collective agreement. Company management has an equal and shared obligation to respect and enforce a member’s collective agreement just as their union does.”

“It is very important to contact your GSU staff rep to review all the leaves you are entitled to and the situations that may trigger them,” Lark added. “GSU collective agreements have a slate of options available to members, and reviewing them in advance of a situation means you are prepared for that moment and you know your rights.”

If you haven’t already done so, read your collective agreement to review all the rights afforded to you, and don’t hesitate to contact your staff rep with any questions you may have.

Our services are provided to you and paid for by your union dues. There is no additional charge for assisting you. There is no limit on the times you can seek our advice or use our services.

WE’RE WORKING ON IT: Assisting a member on long-term disability

GSU staff rep Donna Driediger has been assisting a member who is on long-term disability.

The member has been away from the workplace for over 15 years and they recently contacted GSU to have commuted value calculations prepared as they near age 65 and a mandatory exodus from disability.

“You may be away from the workplace on disability, but GSU is still here to assist you,” Driediger said. “Members on long-term disability are still active members, and we will do whatever we can to assist them with their claim and employment-related concerns.”

If you need advice or ideas about how to handle a workplace situation, call your GSU staff rep.

Our services are provided to you as part of your union dues. There is no additional charge for assisting you.

WE’RE WORKING ON IT: STIP update – Here’s what has taken place since the STIP was withheld by Viterra in March

Here’s what has taken place since the STIP was withheld by Viterra in March

Tuesday Members’ Memo – May 9, 2023

  • In March 2023, Viterra announced the Short Term Incentive Plan (STIP) for 2022 would be paid to eligible members of Local 1 and 2. A few days later, they changed their mind and said that they wouldn’t pay the STIP until bargaining had been resolved.
  • GSU filed an Unfair Labour Practice (ULP) with the Canada Industrial Relations Board on April 3. Viterra had 15 days to reply, which they did on April 26, giving GSU a further 10 days to reply, which we did on May 5.
  • We await the reply from the Canada Industrial Labour Relations board regarding the next step in the process.

We will keep members up-to-date as we move through the ULP process. If you have questions about this process, let us know.

We’re working hard to keep the pressure on Viterra to pay the 2022 STIP.

If you have thoughts about how we can keep the pressure on, share them with your elected representative or your GSU staff representative.


Unfair Labour Practice filed, Local 1 & 2 (Viterra) petitions delivered to HR

Tuesday Members’ Memo – April 12, 2023

This March, Viterra announced the Short Term Incentive Plan (STIP) for 2022 would be paid to eligible Local 1 and 2 members. A few days later, they changed their mind and said that they wouldn’t pay the STIP until bargaining has been resolved.

Since the 2022 STIP has no bearing on current bargaining taking place to negotiate new collective agreements in the Locals, GSU and Local 1 and 2 members and their GSU staff representatives began looking into all options to have the STIP paid out, including legal and direct action.

Members spoke up and signed a petition asking Viterra to honour their commitment to pay the STIP and not to try to use this as a tool to influence bargaining. Copies of the signed petitions were provided to Viterra Human Resources and GSU clearly stated its position that withholding of the STIP is an unfair labour practice and interference in the bargaining process.

When March 31, 2023, passed and Viterra did not release members’ STIP, GSU filed an unfair labour practice with the Canada Labour Relations Board. In its application, GSU pointed to the statutory freeze in place as a result of bargaining that we believe the company violated.

“Getting the STIP released will not be done by petitions or legal action alone, but by the combination of those and the actions and constant voice of members speaking up and saying “No, I won’t work longer than 12 hours until you release our STIP,” “Pay us our STIP,” and “Live up to the values that Viterra is supposed believe in,” said GSU general secretary and Local 1 and 2 bargaining committee spokesperson Steve Torgerson.

If you and your co-workers want to do something to show the company you think they need to release the STIP, talk to your staff representative.

 


Local 1 & 2 (Viterra) looking into options to have STIP paid out

Tuesday Members’ Memo – March 21, 2023

In the last 10 days, Viterra has announced the Short Term Incentive Plan (STIP) for 2022 would be paid to eligible members of Local 1 and 2 members and, a few days later, changed their mind and said that they wouldn’t pay the STIP until bargaining has been resolved.

Members of Local 1 and 2 are not happy with this decision, and GSU agrees with them.

The 2022 STIP has no bearing on the current bargaining taking place to negotiate new collective agreements. GSU and Local 1 and 2 members are looking into all options to have the STIP paid out, including legal and direct action.

Members are also speaking up and signing a petition asking Viterra to honour their commitment to pay the STIP and not to try to use this as a tool to influence bargaining.

With GSU you have access to specialized services that could be difficult to obtain on your own. A GSU staff rep has access to information and can help gather all the facts and identify whether your rights have been violated.

These services are provided to you and paid for by your union dues. There is never an additional charge for assisting you.

WE’RE WORKING ON IT: Potential harassment in the workplace

GSU staff representative Mason Van Luven was contacted about potential harassment taking place in the workplace after management ignored a member’s request for union representation. The subject matter of the meetings is under consideration. 

“Workers are entitled to a safe and healthy workplace, and that goes beyond steel-toe boots and hardhats” said Van Luven. “Employers must maintain a psychologically healthy workplace.”

As a rule of thumb, if an employer has requested to speak with you, reach out to your shop steward or staff representative for representation. 

With GSU you have access to specialized services that could be difficult to obtain on your own. A GSU staff rep has access to information and can help gather all the facts and identify whether your rights have been violated.

These services are provided to you and paid for by your union dues. There is never an additional charge for assisting you.

WE’RE WORKING ON IT: If you manager wants an investigatory or disciplinary meeting, you have the right to union representation

If your manager wants to have a chat with you about something, they absolutely have that right. Depending on the circumstances, you have the right to have a union rep present.

“Members have a right to union representation when the conversation is investigatory, disciplinary or might lead to discipline,” said GSU staff rep Donna Driediger. “If you are in a meeting with your manager and it seems like the conversation is lending itself to you being investigated, you are within your rights to ask that the meeting be reconvened once you are able to secure union representation.”

Your staff reps are here to ensure your rights are protected through every step of the process.

Getting called into the manager’s office and having to meet more people than just your manager can be intimidating. It’s easy to either clam up and not speak or to get very defensive. Having your union representative with you can help balance the power in these discussions. Having your representative with you can also help give a voice to the member and ensure that questions being asked are as objective as possible.

If your manager or HR reaches out to you to have a conversation they should remind you that you have the right to have your union representative present.

If they do not offer, be sure to inform them that you want one present and that the meeting will have to wait until the representative can be brought in, either in person or via phone.

GSU services are provided to you and paid for by your union dues. There is never an additional charge for assisting you.

WE’RE WORKING ON IT: Member finds they hadn’t been paid for a year’s worth of double-time

GSU staff rep Mason Van Luven has been assisting a member who recently discovered they hadn’t been paid for a year’s worth of double-time.

“Your collective agreement is a contract that describes the terms and conditions of employment for employees in their workplace, the rights of employees, and the obligations of the employer,” said Van Luven. “It’s important to review and understand it, and to regularly check your payroll records to make sure you are receiving everything you are entitled to.”

Collective agreements are available here, on our web page (use the COLLECTIVE AGREEMENT tab, above). If you would like help interpreting your agreement or if you would like a collective agreement booklet sent to you, don’t hesitate to contact your GSU staff rep.

GSU services are provided to you and paid for by your union dues. There is never an additional charge for assisting you.

WE’RE WORKING ON IT: Work requirements cause vacation cancellation concerns

GSU staff rep Brian Lark was contacted by a member who was concerned that their long-standing approved vacation time would be cancelled due to work requirements.

Brian contacted human resources who advised that while management had indicated that it would be greatly appreciated if employees were flexible with their vacation wherever possible, no approved vacation had been cancelled and employees would be allowed to use their vacation time as planned.

No problem is too small, so don’t hesitate to reach out to us with your questions, observations or concerns. Our services are provided to you as part of your union dues and there is never an additional charge for assisting you or a limit on the times you can seek advice.

WE’RE WORKING ON IT: GSU staff rep Steve Torgerson is assisting a member with a position elimination

“Having your position eliminated is different than being terminated for cause because it has nothing to do with work performance. That said, being told your position is being eliminated is still difficult,” Torgerson said. “It’s important to know your rights and what you are entitled to as part of a position elimination so you don’t miss out on money or benefits simply because you didn’t know to ask for them.”

Your GSU staff reps will walk you through the position elimination process, answer any questions you have and address any concerns that arise.

Our services are provided to you as part of your union dues. There is never an additional charge for assisting you or a limit on the times you can seek advice. Contact information for GSU staff representatives is available here

WE’RE WORKING ON IT: Member did not receive an interview for a position

 

When a GSU member didn’t receive an interview for a position they had applied for, they contacted staff rep Steve Torgerson to discuss the situation. Torgerson is pursuing discussion with the employer in an attempt to find a resolution.

Contacting GSU does not mean you are obligated to file a grievance.

Sometimes a brief comment, email or meeting is all that’s needed to address a situation. GSU is here to assist members in any way we can, but we will not contact your employer, file a grievance or act on your behalf without consultation, direction and approval from you.

No problem is too small! Our services are provided to you as part of your union dues and there is never an additional charge for assisting you or a limit on the times you can seek advice. Contact information for GSU staff representatives is available on our web page at GSU.ca.

WE’RE WORKING ON IT: Interviews and final preparations for an arbitration

 

Last week general secretary Hugh Wagner conducted interviews with the grievor and a former GSU staff in preparation for this week’s Sept. 29 and 30 arbitration of a Local 7 member’s grievance challenging their employer’s calculation of severance pay in the aftermath of eliminating their job.

The member in question was notified in mid-May that their job was to be eliminated effective at the end of the month along with the closure of the employer’s Regina head office. When GSU followed up on the job elimination notice it soon became clear that the employer intended to pay substantially less severance pay to the affected member than called for by the union’s interpretation of the collective agreement.

Subsequent communication with the employer did not resolve the disagreement and grievance action was commenced on behalf of the affected employee. When grievance action did not resolve the disagreement over the amount of severance pay owing to the employee the grievance was referred to arbitration.

Hugh Wagner will serve as counsel for GSU at the arbitration hearing.

The results of the arbitration of this dispute will be reported once the arbitrator has issued a decision.

No problem is too small! Our services are provided to you as part of your union dues and there is never an additional charge for assisting you or a limit on the times you can seek advice. Contact one of our GSU staff representatives if you have questions or a problem you would like assistance with.

WE’RE WORKING ON IT: Severance pay grievance moved to arbitration, date set

An arbitration date has been set for Sept. 29 and 30 for the grievance of a member who is contesting the amount of severance pay they are entitled to under the collective agreement with their employer.

The employee’s position was eliminated at the end of May and a dispute arose as to the proper calculation of severance pay. The employee and GSU are arguing it should be substantially more than the amount offered by the employer. A grievance was filed and made its way through the grievance procedure without being resolved. Ultimately, GSU referred the grievance to arbitration where the dispute will be heard and the outcome decided by an arbitrator agreed to by the employer and GSU.

“Access to arbitration of employment disputes is unique to employees represented by a union,” said GSU general secretary Hugh Wagner. “This is a service provided to members as part of the representation they receive by being unionized. GSU consistently makes very effective use of the grievance/arbitration process on behalf of employees represented by the union.”

Our services are provided to you as part of your union dues and there is never an additional charge for assisting you. Contact your GSU staff rep for assistance. 

WE’RE WORKING ON IT: Navigating short- and long-term disability while you are unwell

“It’s difficult for members who are attempting to navigate the waters of short- and long-term disability while they are unwell,” Driediger said. “The process can be daunting.”

GSU staff understand the lingo and the players, and we can work with you to clear the confusion of dealing with insurance companies.

“Members often think that if they have been denied short- or long-term disability that it is the end of the road for them, and that’s not necessarily the case,” said Driediger. “GSU is here to support you and we can provide assistance when you are dealing with extended sick leave programs. We also have resources we can provide – such as discussing accommodations and returns to the workplace once a member is feeling well enough again.”

“Don’t hesitate to reach out to me if you have questions or concerns,” Driediger said.

Our services are provided to you as part of your union dues and their is never an additional charge for assisting you.