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.

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

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.

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.

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.

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.

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.

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.

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.

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.

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.