As workers, we trade our skill and time for money.

When your scheduled shift is over, your obligation to continue working for the company stops, and the obligation of the company to pay you stops as well. However, in the grain industry the car spot dates fluctuate, and companies expect their employees to be flexible on those hours.

In 2019, the federal government implemented changes that stated employers needed to give 24-hours notice of a shift change. Grain companies lobbied that they are not able to abide by these rules, and they received an exemption from the shift change rules (and others). This means they do not have to give you 24-hours notice of a change in your shift.

Standby Pay is part of your collective agreement, and receiving it when you are on standby is your right.

Since the Feb. 2022 implementation above, GSU staff representatives have been fielding calls from members who are tryin to understand their right to receive standby pay during the times they are expected by the employer to be available and willing to come to work.

Simply put, when you are on stand-by, you are in a state of constant readiness to go into the office or be prepared to answer phone or emails as they come in. And when you have been directed to be ready and available for work, you deserve to be paid.

If you are struggling with standby pay at your location, or if you have questions or want to know more, reach out to your GSU staff representative. We would be glad to help.

No question is too big or small. GSU staff reps are here to assist you.

It’s easiest to solve problems in the beginning when they are small, so don’t hesitate to contact us when you see something that might need to be addressed. We will answer your questions and assist you in any way we can, and we won’t contact your employer, file a grievance or act on your behalf without consultation, direction, and approval from you.

One piece of advice frequently offered by GSU staff reps is “get it in writing.”

“There are many different situations where members may receive verbal assurances, instructions or directives,” said GSU staff rep Steve Torgerson. “Conversations can be interpreted differently, and often having it put to you in writing clears things up. That benefits both parties.”

The collective agreement is a great example of having important understandings and commitments in writing, but it doesn’t cover every workplace scenario. For example:

• Work relationships and understandings vary between workplaces, and what you have done at one location may not necessarily be the practice at another. If you find yourself being directed to do something that makes your spidey-sense tingle, it’s best to get those instructions in writing.
• Verbal or handshake agreements may eventually extend beyond the employment of current out-of-scope managers or supervisors. Without having details and assurances set out in writing, you can only rely on them as far as they take you.
• If you are instructed to take actions that may go against company policy, you need to protect yourself by receiving direction in written form.

If you aren’t comfortable physically asking for something in writing, don’t be shy to send an email or your own written letter. It’s as simple as saying,

“Things were hectic when we spoke/There was a lot to take in during our conversation/I’m about to get started, so I’d like to make sure I have our conversation straight. As I understand it, [state your understanding of what was asked/agreed upon/directed]. Would you take a moment to reply and confirm whether that’s correct? And, of course, if there’s anything you need to clarify, I would appreciate it.”

If you have any questions or require clarification, don’t hesitate to reach out to a GSU staff rep.

Our services are provided to you as part of your union dues. There is no limit to the times you can request help and there is never an additional charge for assisting you.

GSU staff reps are fielding calls from members who reviewed their pay stubs and are questioning how their time was calculated.

Employees throughout Saskatchewan were sent home early or told not to come in when last week’s winter storm created treacherous conditions, led to road closures, and caused power outages. GSU members may have access to options like pressing necessity, family leave or personal leave clauses in their collective agreements that might offer a leave of absence to deal with emergent situations.

“Collective agreements vary between employers. It’s a good idea to check your collective agreement to see what it says about access to leave for situations like we experienced with last week’s storm, or when a family member needs urgent care or your water heater floods your basement,” said GSU staff rep Donna Driediger. “When you know what leave is available to you and when it can be accessed, you can make informed decisions. That will also help ensure your time is recorded as you intend it on your pay stub, and it will help you identify when it’s not paid out properly, too.”

If you have questions about how your work time was paid out during the blizzard, or what you may be entitled to for pressing necessity or personal leave in your collective agreement, don’t hesitate to reach out to your GSU staff rep. Our services are provided to you as part of your union dues and your inquiry will remain confidential.

Cold and flu season has arrived, and GSU staff reps are fielding inquiries about sickness, sick leave, and what makes you too sick to be at your workplace.

Three years ago you could haul your sniffling, coughing self into work and people would give you the side-eye and avoid you. COVID changed the way we view being sick at work, and lots of us have become hyperaware of our own health and the symptoms of illness displayed by others. In 2021, there appears to be a surging but sometimes unspoken preference that those who are obviously ill should stay away from the workplace as a precaution.

So how do you know when you are too sick to be at your workplace?

“There are a lot of factors to consider and it’s often a judgment call depending on the individual, their sick leave history, and the current situation,” said GSU staff rep Steve Torgerson. “There can also be slightly different advice based on the member’s collective agreement and their employer.”

“Generally speaking, it’s a good idea to check your collective agreement and to be aware of your accrued sick leave and what it can be used for,” Torgerson advises. “And, as always, no question is too small, so don’t hesitate to contact me or another GSU staff rep if you need clarification, have any questions, or concerns.”

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

An employee was off work as a result of a medical procedure. When they realized they weren’t fully aware of the employer’s process for claiming sick benefits before beginning their leave from work, they called general secretary Hugh Wagner at the GSU office.

Wagner contacted the employer and rectified the situation with a couple of phone calls.

“The experience is a reminder that greater emphasis should be given by employers to making administrative processes simple, transparent and seamless,” Wagner said. “Transparency in benefit plans is something employers generally don’t devote enough time or resources to as they tend to shuffle things off to third-party providers.”

GSU works to eliminate bureaucratic frustration and the stresses it can cause.

If you are experiencing difficulty with processes or paperwork regarding sick leave benefits or other issues, don’t hesitate to contact your GSU staff representative. No question is too small to ask, and our services are provided to you as part of your union dues.

We’re arguing that an employer action constitutes a double penalty, and that violates the employee’s rights

Preparations are underway for the arbitration of a GSU member’s grievance in response to being penalized when 2021 annual wage increases were distributed by Viterra. The arbitration will take place on Nov. 16 and 17.

In this instance the grievor received a written reprimand for an alleged mistake in procedure in 2020. The reprimand was grieved but not taken to arbitration. However, the grievor was dinged again when their performance was evaluated for the purposes of determining the 2021 wage increase. The grievor and GSU are arguing that Viterra’s actions constitute a double penalty in violation of the employee’s rights.

As mentioned, this matter will be heard by the arbitrator on Nov. 16 and 17. Following the hearing the arbitrator will weigh the evidence and arguments in reaching a decision whether to uphold or reject the grievance. GSU general secretary Hugh Wagner will act as counsel for the union.

The arbitrator’s decision will be reported here when it is received.

If you need some advice about how to approach management with a problem, don’t hesitate to call your GSU staff rep. No problem is too small and sometimes a brief comment, email, or meeting is all that’s needed to address a situation. Call us when you think there is a problem to be fixed.

Staff representative Steve Torgerson assisted a member with questions about the many options and preparation that needed to be considered prior to their anticipated 2022 retirement.

 In addition to offering guidance and answering questions, Torgerson provided the member with a retirement guide.

 If you need some advice about how to approach management with a problem, don’t hesitate to call your GSU staff rep. No problem is too small and sometimes a brief comment, email, or meeting is all that’s needed to address a situation. Call us when you think there is a problem to be fixed.

If you are driving a company vehicle, you can and should expect to be held accountable for your usage. And if the company needs to use it against you, they will.

GSU staff rep Steve Torgerson is assisting a member who is being questioned on their use of a company vehicle.

“When companies have GPS on a vehicle, it’s very thorough,” Torgerson cautioned. “It can record your path, speed, length, and the duration of any stop you make and more, so use the company vehicle only for company business and don’t be surprised if you are questioned on any detour you take.”

Long story short: If you don’t have the permission of your superior to go somewhere, don’t go.

If you have questions or concerns about driving a company vehicle or other employment concerns, don’t hesitate to reach out to us.

If you need some advice about how to approach management with a problem, don’t hesitate to call your GSU staff rep. No problem is too small and sometimes a brief comment, email, or meeting is all that’s needed to address a situation. Call us when you think there is a problem to be fixed.

As the Delta variant has become the predominant strain of the COVID-19 pandemic, the debate about vaccination has shifted. It is now pretty clear that proof of two-shot vaccination is starting to be adopted in various places and jurisdictions as a precondition to engaging in a growing list of activities. This is no less the case in workplaces, particularly those falling under federal jurisdiction, as large employers such as Canada’s major banks have announced workplace entry vaccination policies applicable to their employees.

“I fully expect the vaccination issue to come up in relation to workers represented by GSU; especially since about 60 percent of members of the union fall under federal jurisdiction,” said GSU general secretary Hugh Wagner. “We are consulting with GSU’s legal counsel and monitoring the evolving debate.”

Wagner reports that a preliminary meeting on vaccination policy has already been set with one major employer. He adds that when GSU’s Joint Executive Council (board of directors) meets on Sept. 24 it will likely discuss whether the union should have a policy on vaccination and the workplace.

“Even if GSU adopts an overall policy, each bargaining unit of the union has significant autonomy to determine their own position on workplace issues in their Local, including the response to mandatory two-shot vaccination as a pre-condition to going to work,” Wagner said. “Add the duty of fair representation to the equation and the issue becomes even more complex.”

More reports and coverage of this issue will be carried her and on GSU’s web page as the situation unfolds.

If you need some advice about how to approach management with a problem, don’t hesitate to call your GSU staff rep. No problem is too small and sometimes a brief comment, email, or meeting is all that’s needed to address a situation. Call us when you think there is a problem to be fixed.

GSU contacts employers regarding National Day for Truth and Reconciliation

GSU has written to all of the employers of members of the union to ascertain whether they intend to adopt Sept. 30 as a statutory holiday to be known as the National Day for Truth and Reconciliation. So far three federally regulated employers have confirmed that they will be honouring the new statutory holiday and applying it to their employees. Two provincially regulated employers have advised that they will not be adopting the new statutory holiday and several others have said they are studying the matter.

“In Canada we have a mix of federally and provincially regulated employers and sectors. It would be nice to have a single progressive set of labour standards, but such is the nature of Canada,” Wagner said. “We’ll keep pushing.”

Wagner urges province to adopt the National Day for Truth and Reconciliation

In a meeting of the advisory committee to the Saskatchewan Minister of Labour Relations and Workplace Safety, GSU general secretary Hugh Wagner urged the province to follow the lead of the federal government and adopt Sept. 30 as a statutory holiday called the National Day for Truth and Reconciliation.

“I think such a day and the time for conversation and reflection with our Indigenous sisters and brothers is long overdue, so I urged the Minister to impress upon his colleagues the importance of taking clear steps to begin the work we all have to do,” said Wagner. “A commemorative day is a small, but important step.”

If you need some advice about how to approach management with a problem, don’t hesitate to call your GSU staff rep. No problem is too small and sometimes a brief comment, email, or meeting is all that’s needed to address a situation. Call us when you think there is a problem to be fixed.

Staff rep Steve Torgerson is guiding a member through questions and the process of filing a WCB claim.

“We can assist with Workers’ Compensation Board appeals and other problems with claims,” Torgerson said. “Members should always feel free to call us when they have a question or concern, and that includes asking simple questions, too. There really is no problem that is too small to ask about.”

Call us toll-free at 1.866.522.6686 or 1.855.384.7314. Our services are provided to you as part of your union dues and there is never an additional charge for assisting you.

If you need some advice about how to approach management with a problem, don’t hesitate to call your GSU staff rep. No problem is too small and sometimes a brief comment, email, or meeting is all that’s needed to address a situation. Call us when you think there is a problem to be fixed.